人力资源的职责功能模板

1、人力资源的职责功能注册高级国际人力资源师参评论文中小民营企业人力资源管理存在的问题及对策姓名：杨颜霞单 位： 烟台博鸿文化交流咨询有限公司职务：人力资源总监日期：.10摘要下半年，美国发生了次贷危机，进而引发全球的经济危机,五大经 济体中，四个在衰退的边缘，使人民币升值,油价、粮价等发生一系列 的戏剧性变化，这给国内的中小民营企业带来不小的冲击，让我们意 识到：经济的全球化，一体化的速度越来越快，世界各区域的经济联 系越来越紧密，相互影响，相互作用；国内中小民营企业赢利和抗风 险能力的薄弱;企业核心竞争力的不足。现代社会的竞争，由过去资本、物质资源、科技的竞争,转向人 力资本为主的竞争，人力资

2、源管理已成为企业保持核心竞争力、保持 可持续发展和保持长期竞争优势的最重要的资源。（正如彼得德鲁克 教授说：”所谓企业管理，最终就是人力资源管理，人力资源管理是企 业管理的代名词。”现在跨国公司和大中型企业都纷纷将其纳入管理 体系中，作为21世纪企业竞争的核心力。而我们许多中小民营企业并 没有意识，因此在人力资源的管理上存在许多问题，制约了企业发展。问题主要表现在:对人力资源管理的重要性认识不足;企业 战略规划与HRM不匹配；HRM体系建立不健全，不系统，不科学; 企业主自身的素质制约了企业的发展。针对上述问题应该采取怎样的策略，以保证企业能够健康发展？ 转变观念，提高认识,建立以人为本的管理

3、体系;科学管理,合理放权; 建立科学、完善的人力资源管理系统；提高企业主自身素质和领 导力。 - 1 -资料来源：丁雪峰等著中国雇主品牌蓝皮书，中国文联出本文经过刘小姐应聘某集团公司任人力总监，在应聘、工作全 离职过程中所遇到的、看到的事为线索,以点带面,来分析说明中小 民营企业人力资源管理上存在的问题,并提出对策。关键词 中小民营企业;人力资源管理;问题;对策目录一、问题1、中小民营企业对人力资源管理(Human Resource Management,HRM)认识不足。1.1对HRM在组织中的重要性认识不足。2 对HRM职能的变化认识不足1. 3对HRM部门所承担角色的变化认识不足。1.4

4、 对HRM职能执行的划分认识不足。2、人力资源管理跟企业发展战略不匹配企业战略规划与人力资源规划匹配情况造成许多中小民营企业没有科学的战略规划的原因2.3与战略规划不匹配的HRM可能导致的结果。3、HRM体系建立不健全、不系统、不科学3.1原因3.2导致的结果4、企业主自身的素质制约了企业的发展二、对策1、转变观念，提高认识,建立以人为本的管理体系；科学管理,合理放权；建立完善、系统、科学的人力资源管理体系；4、企业经营者加强自身的修养，培养企业家应该具有的素质。ABSTRACTIn the second half of , the U.S. subprime mortgage crisis

5、happened, causing global economic crisis, five economies, four in recession, make the yuan appreciation, oil and food prices in a series of dramatic change etc, this small and medium-sized private enterprises to domestic considerable impact, let us realize the economic globalization and integration,

6、 the faster, the regional economic ties and closer, mutual influence, interaction, Domestic of small and medium-sized private enterprises profitability and anti-risk ability weak, The core competitiveness of enterprises.In modern society, the competition from the capital and material resources, scie

7、nce and technology, and human capital to the competition of competition, the human resources management has become the core competitiveness of enterprises and keep sustainable development and maintain long-term competitive advantage is the most important resource. As Peter drucker professor said: th

8、e enterprise management, human resource management, and finally is human resources management is the enterprise management. Now multinational companies and large and medium-sized enterprises are the management system of the 21st century, as the core competitive force. While many small and medium-siz

9、ed private enterprises and no consciousness, therefore in the management of human resources, many problems exist in the development of the enterprise.Problems mainly displays in:the importance of human resources management, inadequate understanding. the enterprise strategic planning and HRM dont mat

10、ch. HRM system is not perfect, no system, not science. quality management and the accomplishment of the development of the enterprise again become fetters.In view of the above questions should adopt the strategy, how to ensure the healthy development of enterprise? Changing ideas, improve knowledge,

11、 establish people-oriented management system. The scientific management, the proper authorization. Establishing scientific and perfect human resource management system Improve their quality and business leadership.Based on a group company for liu, the director of human, to leave encountered, see things for clues, belt surface, analyzes human resource management of small and medium-sized private enterprises on