浅谈中小企业的人才战略

2013 届本科毕业设计（论文）题目：

班级：工商企业管理

考籍号：

姓名：

指导教师：

2013 年 4 月

（浅谈中小企业的人才战略）

学生姓名：

考籍号：

教学点：湖南经济管理专修学院班级：工商企业管理

指导教师：刘明栋

完成日期：

浅谈中小企业的人才战略

2

D ISCUSSION ON TH

E TALENT STRATEGY O

F SMALL AND MEDIUM-SIZEDENTERPRISES

ABSTRACT

After China's entry into WTO, facing great opportunities and challenges, to meet the demands of new situation, the national first proposed the strategy of talent powerful country decision-making, in order to transform human resource to talent advantage, in order to enhance comprehensive national power in the world of competitive advantage. All walks of life takes on its own development on the basis of promoting national economy development is me, and these in the final analysis is the talent's effect. Large enterprises can rely on its strong reputation and the strength to attract talent, relative to the reputation and resources are relatively small, brand, management and employee benefits are difficult to be compared with large enterprises of small and medium enterprises, how to attract a talent to become the small and medium-sized enterprise managers are very concerned about the problem

Under the condition of knowledge economy, to determine the enterprise's market. competitiveness determinants have been from material capital to human capital. To attract and stabilize talent, a talent strategy of enterprise content. In this process, an effective method is

based on the internal and external environment of the actual situation, suit one's measures to local conditions to develop the talent strategy, and in practice to constantly improve, perfect.

In the small and medium-sized enterprise survival and the developing process, talents play a key role in Germany, based on the analysis of small and medium enterprise, according to the characteristics of small and medium enterprises, systematically proposed the small and medium-sized enterprises to attract talent strategy.

Key words:Small and medium-sized enterprises; Talent; Strategy

长沙理工大学自学考试毕业论文指导登记表

浅谈中小企业的人才战略

目录

正文……………………………………………………………………………4—12

1.人才对中小企业发展的意义 (4)

2.中小企业人才管理中的问题 (4)

2.1.人才管理方式落后 (4)

2.2.用人机制和选拔机制不健全 (5)

2.3.激励体制落后 (5)

2.4.缺乏良好的企业文化 (6)

3.改进中小企业人才管理的策略 (6)

3.1.树立“以人为本”的企业文化精神 (6)

3.2.建立现代企业制度，完善企业内部管理 (7)

3.3.强化激励机制,增强人才活力 (7)

3.4.运用企业文化 (11)

小结 (11)

参考文献 (12)

2

试论我国中小企业的人才管理策略

【摘要】我国加入世贸组织后,企业间的竞争已由产业技术含量和管理水平的竞争演变成了企业人才的竞争,企业人才成为了应对国际、国内市场激烈竞争,实现企业战略目标和持续发展的首要资源。人才是企业的骨干力量,特别是在激烈的市场竞争中,企业间的竞争已经转化为人才竞争。就留住人才不具任何优势公司而言,公司要生存、要发展,必须吸引一批优秀人才,用好、培养好现有人才,在现代企业管理下,盘活现有人才,实施人才经营战略,减少人才管理风险是十分重要的工作。

【关键词】中小企业；问题；策略

1 人才对中小企业发展的意义

随着我国加入世贸组织,以及企业重组和各项改革的深化,我们在迎来机制创新和企业发展的同时,也处于更趋激烈的竞争环境中。目前企业间的竞争已由产业技术含量和管理水平的竞争演变成了企

业人才的竞争,企业人才成为了应对国际、国内市场激烈竞争,实现企业战略目标和持续发展的首要资源。企业人才是指忠诚于企业,能把个人事业的发展与组织目标的实现相统一,在企业整体运作的关键环节上发挥重要作用,具有较强的不可替代性的人。人才是企业的骨干力量,特别是在激烈的市场竞争中,企业间的竞争已经转化为人才的

的竞争。就公司而言,所处的工作环境和产业性质,对吸引人才、留住人才不具任何优势,但公司要生存、要发展,又必须吸引一批优秀人才,