目 录
一、中小型企业人力管理现状·········································3
（一）人力资源管理体系不完善·······································3
（二）对培训的重视程度不够·········································3
（三）缺乏有效的鼓励机制···········································3
二、中小型企业人力资源管理存在的问题·······························3
（一）不重视人力资源的作用·········································3
（二）大量的人力资源管理者缺乏实际经验 ·····························4
（三）绩效管理制度不完善···········································4
三、中小型企业人力资源管理对策·····································4
（一）形成完善的激励机制···········································4
（二）建立企业文化，增强企业凝聚力·································5
（三）构建适合自身特色绩效管理制度·································5
四、小结···························································5
一、中小型企业人力管理现状
（一）、人力资源管理体系不完善
由于中小企业一般缺乏较明确的发展战略，因此在人力资源管理方面也不可能有明确的计划，只能是走一步，看一步。在缺少合格人员时，才考虑招聘，在人员素质不符合企业发展需要时，才考虑培训。人力资源管理作为企业经营战略的重要组成部分,包括人力资源规划、员工招聘、培训、绩效管理、薪酬管理和文化建设等方面的职能。目前许多中小企业在人力资源管理上还仅仅停留在事务的表层,或仅仅重视其中的某一部分,还未建立起系统的、全面的人力资源管理体系,致使管理效果大打折扣。
