目 录
一、民营企业人力资源管理相关概念····································2
（一）民营企业概念··················································2
（二）人力资源管理概念·············································2
1、人力资源管理的概念············································2
2、人力资源管理的作用和在企业经营管理的地位······················2
（三）我国民营企业人力资源管理现状··································3
二、民营企业人力资源管理案例分析····································4
（一）公司创业及发展历史············································4
（二）公司人力资源管理现状··········································4
（三）民营企业管理者自身素质和观念问题······························4
（四）家族式管理模式使人力资源获取存在封闭性························4
（五）民营企业的人员流失严重并缺乏控制······························4
三、树立与新经济相适应的人力资源管理观······························5
（一）树立人才资源是第一资源的观念··································5
（二）关注知识型员工并进行知识管理································· 5
（三）建立新型员工关系并满足员工需求································5
四、摈弃传统观念积极应对新经济下的人才竞争··························5
(一) 吸引外来人才，开发本土人才····································5
（二）把人才的流失降到最低··········································5
五、结束语·························································6
关键词：民营企业；人力资源；现状
近年来，中国民营经济发展迅速，民营企业数量不断增多，规模不断扩大，民营经济已在中国经济中占有重要地位。其发展势头迅猛，成为我国保持经济适度增长、优化所有制结构、解决就业问题、稳定社会的主要力量。许多民营企业在经理了初期的发展之后，已经开始注重引入现代企业制度，开始“二次创业”，而另一方面，民营企业又面临着新的危机—人才的危机。民营企业的发展在很大程度上因人才的缺乏而受到阻碍。民营企业在人力资源管理方面还没有形成一套适合中国国情的、适合中国民企发展的科学合理的人力资源管理系统。人力资源管理的模式和方法存在的一些突出问题已经成为约束民营企业进一步发展的障碍。
