摘 要
随着中国市场经济的不断深化，企业竞争日趋激烈，人力资源作为最具
活力、最具发展前景、最具收益的战略资源，成为企业参与竞争和谋求发展的主
导因素。人力资源是企业最重要的竞争资源。本文通过定量调查、定性分析等方
式对上海企业的人员招聘、培训、薪酬管理、绩效考核、激励措施等人力资源管
理问题进行了调查分析，认为企业在人力资源管理方面仍处于传统人事管理阶段，
人力资源管理机构定位低，对培训投入严重不足，且缺乏有效的激励机制。导致
的原因有企业对人力资源管理重视程度不够，加上受传统中国人情关系的影响，
人力资源管理的目标不清，各种管理手段效果不佳。且企业生产部门效率不高、
不能及时补充货源，销售部门应收帐款回收情况不理想等问题都可以归结到人力
资源管理中去解决。要解决这一问题，不仅要提高认识，而且要不断完善人力资
源管理体系，在员工激励、人员配置和企业文化建设等方面下功夫。
关键词：企业人力资源管理；问题分析；建议。
目 录
一 引言 ·····································································································································································1
二 企业创立及发展历史 ················································································································2
三 公司人力资源管理现状············································································································3
一 人力资源管理职能挂在总经理办公室 ························································································3
二 人力资源制度分散在各岗位制度中 ·····························································································3
三 有较为明确的薪酬奖励体系················································································································3
(一) 公司人力资源管理问题及原因·····································································································3
1 企业管理者自身素质和观念问题 ·····································································································3
2 缺乏人力资源的战略规划 ······················································································································4
3 机构设置不到位，缺乏专业的人力资源管理者 ····································································4
4 企业薪酬激励约束制度不到位·············································································································4
5 企业的人员流失严重并缺乏控制 ····································································································5
6 家族式管理模式使人力资源获取存在封闭性 ········································································ 5
7 对职位没有进行详细的工作分析·······································································································6
四 企业走出人力资源管理困境的对策 ·································································7
(一) 制定人力资源规划，形成有效的人才梯队···································································7
1 制定人力资源规划········································································································································7
2 形成有效的人才梯队 ·······························································································································7
(二) 内部招聘与外部招聘结合的招聘方式 ···········································································7
(三) 实施现代人力资源管理方案 ···································································································8
1 人力资源规范化管理——3P模式 ·····································································································8
2 对管理人员实行年薪制 ·························································································································9
(四) 管理资源不足，可实施人事外包·························································································10
(五) 建立富有凝聚力的企业文化 ·············································
