发布时间 : 星期日 文章瀹舵棌寮忔皯钀ヤ紒涓氫汉鍔涜祫婧愮鐞嗗洶澧冨嚭璺爺绌?-姣曚笟璁捐璁烘枃 - 鐧惧害鏂囧簱更新完毕开始阅读7789fe117f21af45b307e87101f69e314232fa19
家族式民营企业人力资源管理困境出路
摘 要
改革开放以来，经济的持续发展，个体经济的崛起，家族企业应运而生。家族企业无论在发展生产力促进经济增长还是促进大学生就业上都发挥着不可或缺的作用。但随着经济全球化，家族企业也面临激烈的国内外市场竞争，尤其是一些中小家族企业。想要在重重压力下生存下来，家族企业采取什么样的管理模式就显得至关重要了，很大程度上决定着家族企业的前途和命运。而人力资源作为企业管理的第一资源，因此适时的因地制宜的进行现代化改革，完善企业的人力资源制度已经迫在眉睫了。家族式企业或多或少都会遇到人力资源管理的困境，这些困境表现为人力资源管理上的混乱与不规范，并形成了一道难以跨越的屏障。在这种情况下，人力资源管理制度改革、企业文化的建设与管理制度创新的压力就随之而来，如何走出人力资源管理的困境，就成为了家族式企业管理者需要认真对待的问题。
本文介绍了亚当·斯密关于―劳动力‖的思想、人力资本理论、劳勒·爱德华的―人力资源产品线‖思想等相关人力资源理论；从人力资源制度建设不规范、家长式和集权式的管理方式、人力资源管理观念陈旧、人力资源规划缺乏战略性等方面表述了家族企业人力资源管理中存在的问题；从完善现代企业制度，强化科学公正的用人意识，进行标准绩效考核管理、进行制度化的管理体系，重视人力资源管理部门的作用，加大人力资本投入等方面针对性阐述了家族企业人力资源管理问题的解决方案。
关键词：家族企业，人力资源，激励
I
The predicament of human resource management in private
enterprise
ABSTRACT
Since the reform and opening up, the sustainable development of economy, the rise of individual economy, family business came into being. Family business plays an indispensable role in promoting economic growth and promoting college students' employment in the development of productive forces. However, with the economic globalization, family business is also facing fierce competition in the domestic and foreign markets, especially in some small and medium-sized family enterprises. Want to survive under heavy pressure, the family business to take what kind of management mode is crucial, largely determine the future and destiny of the family business. Human resource is the first resource of enterprise management, so it is extremely urgent to improve the human resource system of the enterprise, so that it can adjust measures to local conditions and improve the human resource system. Family enterprises will encounter the plight of human resource management more or less, which is manifested in the chaos and non-standard of human resource management, and formed a difficult barrier. In this case, human resources management system reform, the enterprise culture construction and the innovation of the management system of the pressure comes, how to walk out of predicament of human resources management, became the family type enterprise managers need to seriously question.
This paper introduces Adam Smith's thought of \Edward's \resources system is not standardized, paternalistic and authoritarian management style, human resources management concept, lack of strategic human resources planning etc. describes the existence of human resources management in the problems of family business; from the perfect modern enterprise system, strengthen the scientific and fair employment consciousness, the standard of performance appraisal management system, management system, the importance of human resources management role, increase the human capital investment and investment and other aspects in the solution scheme of human resource management the problem of family enterprise.
Key words: family business, human resources, incentive
II
目 录
摘 要 .......................................................................................................................................... I
ABSTRACT ......................................................................................................................... II 第1章 绪论 .......................................................................................................................... 1
1.1研究背景 ..................................................................................................................... 1 1.2 研究意义 ..................................................................................................................... 1 1.3 国内外研究综述 ......................................................................................................... 2
1.3.1 国外研究综述 .................................................................................................. 2 1.3.2国内研究综述 .................................................................................................. 2 1.4 研究内容及框架 ......................................................................................................... 3
1.4.1 研究内容 .......................................................................................................... 3 1.4.2 研究方法 .......................................................................................................... 3 1.4.3 结构框架图 ...................................................................................................... 4
第2章 理论概述 ................................................................................................................ 5
2.1 亚当·斯密关于―劳动力‖的思想 ................................................................................ 5 2.2 人力资本理论 ............................................................................................................. 5 2.3 劳勒·爱德华的―人力资源产品线‖思想 .................................................................... 6
第3章 家族企业人力资源管理中存在的问题 ........................................................ 8
3.1 人力资源制度建设不规范 ......................................................................................... 8 3.2 家长式和集权式的管理方式 ..................................................................................... 8 3.3 人力资源管理观念陈旧 ............................................................................................. 9 3.4 缺乏完善的人力资源绩效考核体系 ....................................................................... 10
第4章 家族企业人力资源管理问题的解决方案 ................................................. 10
4.1完善现代企业制度 ................................................................................................... 10
4.1.1 调查和分析企业人力资源规划信息 ............................................................ 10 4.1.2 企业人力资源需求和供给情况预测 ............................................................ 11 4.1.3 企业人力资源战略规划的制定 .................................................................... 11 4.1.4 企业人力资源战略规划的实施与执行 ........................................................ 11 4.1.5 企业人力资源战略规划的监控和评估 ........................................................ 12 4.2 强化科学公正的用人意识 ....................................................................................... 12 4.3 进行标准绩效考核管理，进行制度化的管理体系 ............................................... 12
4.3.1 360度考核 ..................................................................................................... 12 4.3.2 532考核 ......................................................................................................... 13
III
4.4 重视人力资源管理部门的作用 ............................................................................... 13
4.4.21优化招聘渠道 .............................................................................................. 13 4.4.2加大人力资本投人 ........................................................................................ 14
第5章 结 论 ..................................................................................................................... 15 参考文献 ............................................................................................................................. 16 致 谢 .................................................................................................... 错误！未定义书签。
IV