佛山市中小型企业人才战略初探

论文编号:GS115  字数:23317,页数:30，有外文翻译

摘  要
 近年来佛山经济蓬勃发展，工厂企业发展迅速，但在蓬勃的发展中发现许多的问题在左右着企业的发展。在企业的生存与发展过程中，人才起着关键作用。大企业可以凭借自身的卓越名气和雄厚实力网罗各种人才，而相比之下逊色许多的中小型企业却难以达到。因此，如何吸引人才，如何留住人才，成为中小型企业十分关注的问题。本文主要针对佛山市地区的中小型企业的人才战略方面的现况进行探讨，并结合佛山中小型企业自身的特点，从宏观上提出自己的看法，针对佛山市中小型企业人才战略方面的问题提出建议和意见。
 首先，笔者将概述题目背景及目的、国内外研究状况、研究方法、构成及研究内容和创新之处。
 其次，笔者讲述佛山市中小型企业人才缺乏，人才流失，竞争环境加剧等现况，总结现状归纳主要问题为人才机制的不完善。
 再次，笔者针对佛山市中小型企业的人才机制方面为主的问题进行分析。
 最后，笔者就佛山市中小型企业的人才机制的建立与完善提出一些建议。

关键词：佛山市，中小型企业，人才，人才机制

Abstract
  In recent years the Foshan economy vigorous development, the factory enterprise developed rapidly, but discovered many questions in the vigorous development in about enterprise's development. In enterprise's survival and the developing process, the talented person is playing the key role. The big enterprise may rely on own remarkable fame and abundant strength network each kind of talented person, but comparatively the inferior many small and medium-sized enterprises actually with difficulty achieved. Therefore, how attracts the talented person, how detains the talented person, becomes small and medium-sized enterprise extremely the matter of concern. This article mainly aims at the Foshan area small and medium-sized enterprise's talented person strategy aspect present situation to carry on the discussion, and unifies Foshan Small and medium-sized enterprise own characteristic, macroscopically proposed own view, put forward the proposal and the opinion in view of the Foshan Small and medium-sized enterprise talented person strategy aspect question.
 First, the author will outline the topic background and the goal, the domestic and foreign research condition, the research technique, the constitution and the research content and the innovation place of.
 Next, the author narrates the Foshan Small and medium-sized enterprise talented people to lack, the brain drain, present situations and so on competition environment aggravating, summarize the present situation induction main question not to be imperfect for the talented person mechanism.
 Once more, the author carries on the analysis in view of the Foshan Small and medium-sized enterprise's talented person machine-made aspect primarily question.   
 Finally, the author puts forward some proposals on the Foshan Small and medium-sized enterprise's talented person mechanism establishment and the consummation.
 Key words: Foshan, Small and Medium-sized Enterprise, Talented Person, Talented Person Mechanism

目  录
1 绪论……….................................…..…...………1
 1.1 题目背景及目的…….................................…...1
 1.2 国内外研究状况...............................….........1
 1.3 题目研究方法………………………………………………………………...2
 1.4 论文构成及研究内容………………………………………………………...2
 1.5 本论文的创新之处…………………………………………………………...2
2 佛山市中小型企业人才发展战略现况……...........................3
 2.1 企业稳定性差，风险高……………………………………………………...4
 2.2 企业人才缺乏....................…...…………………………5
 2.2.1 技术人才缺乏…………………………………………………………5
 2.2.2 管理人才缺乏…………………………………………………………6
 2.2.3 基层人才缺乏……………………………………………………........6
 2.3 企业人才流失…….......................…...…………………7
 2.3.1 显性人才流失…………………………………………………………7
 2.3.2 隐性人才流失…………………………………………………………8
 2.4 人才招聘的策略措施简单……………………………………………..…….8
 2.5 外部环境的人才竞争加剧……………………………………………….......9
 2.5.1 国际上的人才竞争……………………………………………………9
 2.5.2 国内的人才竞争………………………………………………………9
 2.6 竞争环境加剧…………………………….……………………………..…....9
 2.7 问题小结……………………………………………………………………...10
3 佛山市中小型企业人才战略现状分析…………………………………………..11
 3.1 企业人才机制落后且不完善…………………………………………….…..11
 3.1.1 用人理念僵化…………………………………………………………11
 3.1.2 管理机制落后…………………………………………………………12
 3.1.3 激励机制单一…………………………………………………………12
 3.2 基本权利难以保障…………………………………………………………...12
 3.3 职能欠缺造成人才流失…………………………………….……….…...…..13
 3.4 企业文化运行偏激…………………………………………………………...13
 3.5 隐性人才的特征……………………………………………………………...14
4 佛山市中小型企业人才战略建议………………………………………………..15
 4.1 建立职能完善的人力资源部门……………………………………………...15
 4.2 建立适用的人才机制………………………………………………………...16
 4.2.1 摒弃僵化的用人观念………………………………………………....16
 4.2.2 激励机制……………………………………………………………....19
 4.3 人才机制完善的关键………………………………………………………...21
 4.3.1 管理者的管理………………………………………………………....21
 4.3.2 与人才有效沟通……………………………………………………....22
 4.3.3 招聘人才……………………………………………………………....22
 4.3.4 员工教育……………………………………………………………....23
 4.3.5 营造人性化企业环境………………………………………………....24
 4.4 建立企业强势文化…………………………………………………………...25
 4.5 人才流失预警机制…………………………………………………………...26
结论……………………………………………………………………………….….28
参考文献……………………………………………………………………………..29
致谢…………………………………………………………………………………..30