人力資源的職責(zé)功能模板

1、人力資源的職責(zé)功能注冊(cè)高級(jí)國(guó)際人力資源師參評(píng)論文中小民營(yíng)企業(yè)人力資源管理存在的問(wèn)題及對(duì)策姓名：楊顏霞單 位： 煙臺(tái)博鴻文化交流咨詢有限公司職務(wù)：人力資源總監(jiān)日期：.10摘要下半年，美國(guó)發(fā)生了次貸危機(jī)，進(jìn)而引發(fā)全球的經(jīng)濟(jì)危機(jī),五大經(jīng) 濟(jì)體中，四個(gè)在衰退的邊緣，使人民幣升值,油價(jià)、糧價(jià)等發(fā)生一系列 的戲劇性變化，這給國(guó)內(nèi)的中小民營(yíng)企業(yè)帶來(lái)不小的沖擊，讓我們意 識(shí)到：經(jīng)濟(jì)的全球化，一體化的速度越來(lái)越快，世界各區(qū)域的經(jīng)濟(jì)聯(lián) 系越來(lái)越緊密，相互影響，相互作用；國(guó)內(nèi)中小民營(yíng)企業(yè)贏利和抗風(fēng) 險(xiǎn)能力的薄弱;企業(yè)核心競(jìng)爭(zhēng)力的不足?，F(xiàn)代社會(huì)的競(jìng)爭(zhēng)，由過(guò)去資本、物質(zhì)資源、科技的競(jìng)爭(zhēng),轉(zhuǎn)向人 力資本為主的競(jìng)爭(zhēng)，人力資

2、源管理已成為企業(yè)保持核心競(jìng)爭(zhēng)力、保持 可持續(xù)發(fā)展和保持長(zhǎng)期競(jìng)爭(zhēng)優(yōu)勢(shì)的最重要的資源。（正如彼得德魯克 教授說(shuō)：”所謂企業(yè)管理，最終就是人力資源管理，人力資源管理是企 業(yè)管理的代名詞?！爆F(xiàn)在跨國(guó)公司和大中型企業(yè)都紛紛將其納入管理 體系中，作為21世紀(jì)企業(yè)競(jìng)爭(zhēng)的核心力。而我們?cè)S多中小民營(yíng)企業(yè)并 沒(méi)有意識(shí)，因此在人力資源的管理上存在許多問(wèn)題，制約了企業(yè)發(fā)展。問(wèn)題主要表現(xiàn)在:對(duì)人力資源管理的重要性認(rèn)識(shí)不足;企業(yè) 戰(zhàn)略規(guī)劃與HRM不匹配；HRM體系建立不健全，不系統(tǒng)，不科學(xué); 企業(yè)主自身的素質(zhì)制約了企業(yè)的發(fā)展。針對(duì)上述問(wèn)題應(yīng)該采取怎樣的策略，以保證企業(yè)能夠健康發(fā)展？ 轉(zhuǎn)變觀念，提高認(rèn)識(shí),建立以人為本的管理

3、體系;科學(xué)管理,合理放權(quán); 建立科學(xué)、完善的人力資源管理系統(tǒng)；提高企業(yè)主自身素質(zhì)和領(lǐng) 導(dǎo)力。 - 1 -資料來(lái)源：丁雪峰等著中國(guó)雇主品牌藍(lán)皮書(shū)，中國(guó)文聯(lián)出本文經(jīng)過(guò)劉小姐應(yīng)聘某集團(tuán)公司任人力總監(jiān)，在應(yīng)聘、工作全 離職過(guò)程中所遇到的、看到的事為線索,以點(diǎn)帶面,來(lái)分析說(shuō)明中小 民營(yíng)企業(yè)人力資源管理上存在的問(wèn)題,并提出對(duì)策。關(guān)鍵詞 中小民營(yíng)企業(yè);人力資源管理;問(wèn)題;對(duì)策目錄一、問(wèn)題1、中小民營(yíng)企業(yè)對(duì)人力資源管理(Human Resource Management,HRM)認(rèn)識(shí)不足。1.1對(duì)HRM在組織中的重要性認(rèn)識(shí)不足。2 對(duì)HRM職能的變化認(rèn)識(shí)不足1. 3對(duì)HRM部門(mén)所承擔(dān)角色的變化認(rèn)識(shí)不足。1.4

4、 對(duì)HRM職能執(zhí)行的劃分認(rèn)識(shí)不足。2、人力資源管理跟企業(yè)發(fā)展戰(zhàn)略不匹配企業(yè)戰(zhàn)略規(guī)劃與人力資源規(guī)劃匹配情況造成許多中小民營(yíng)企業(yè)沒(méi)有科學(xué)的戰(zhàn)略規(guī)劃的原因2.3與戰(zhàn)略規(guī)劃不匹配的HRM可能導(dǎo)致的結(jié)果。3、HRM體系建立不健全、不系統(tǒng)、不科學(xué)3.1原因3.2導(dǎo)致的結(jié)果4、企業(yè)主自身的素質(zhì)制約了企業(yè)的發(fā)展二、對(duì)策1、轉(zhuǎn)變觀念，提高認(rèn)識(shí),建立以人為本的管理體系；科學(xué)管理,合理放權(quán)；建立完善、系統(tǒng)、科學(xué)的人力資源管理體系；4、企業(yè)經(jīng)營(yíng)者加強(qiáng)自身的修養(yǎng)，培養(yǎng)企業(yè)家應(yīng)該具有的素質(zhì)。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