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随着改革开放的不断深入和全球经济一体化进程的加快,我国国有企业逐步迈出了市场化、国际化探索与实践的步伐,然而,大部分国企目前面临着人力资源利用率低、人才流失严重、员工满意度低等问题,无论是制度层面还是文化层面都不能适应市场化、国际化的发展要求。在这种情况下,国有企业要提高在激励的国际市场中的竞争力和生存能力,就必须改革传统的用人制度,引进新的人力资源管理方式,盘活现有人力资源,加强人才开发,提高人力资源的使用效率和对人才的吸引力。本文就国有企业人力资源管理的现状作了分析,着重讨论了存在的问题及原因,并就如何改善现状作了初步探索。以期为我国国有企业的人力资源管理实践提供参考。
With the continuous deepening of reform and opening up and the acceleration of global economic integration, China’s state-owned enterprises have gradually taken the pace of marketization and international exploration and practice. However, most state-owned enterprises are currently facing low utilization of human resources and loss of talent Serious, low employee satisfaction issues, both at the institutional level and cultural level can not meet the market-oriented and international development requirements. Under such circumstances, in order to enhance the competitiveness and viability in the stimulating international market, state-owned enterprises must reform the traditional employment system, introduce new methods of human resources management, activate the existing human resources, strengthen the development of qualified personnel, Human resource efficiency and attractiveness to talent. This paper analyzes the current situation of human resource management in state-owned enterprises, emphatically discusses the existing problems and their causes, and makes a preliminary exploration on how to improve the current situation. With a view to provide a reference for the practice of human resources management of state-owned enterprises in our country.