【作者】 熊娟；

【导师】 叶厚元；

【作者基本信息】 武汉理工大学 ， 管理科学与工程， 2006， 硕士

【摘要】 随着宏观经济环境的改善,我国中小型科技企业获得了突飞猛进的发展。但中小型科技企业快速成长期的弊病也逐渐显露出来,并严重地影响到企业的生存与发展。企业发展所需人才引不进,现有人才留不住,企业发展所需的人力资源相当短缺。如何寻找人才、留住人才、发展人才,为企业保持强劲的生命力和竞争力,已成为中小型科技企业面临的重要课题。 本文面向快速成长的中小型科技企业,从中小型科技企业快速发展的现状、中小型科技企业人力资源管理现状、中小型科技企业人力资源管理对策等几个方面进行了阐述。由于我国中小型科技企业人力资源管理理念陈旧,停滞不前;缺乏科学的人力资源战略规划;人力资源管理制度落后,岗位职责不清晰,工作流程不确定;人力资源配置、员工招聘、员工培训机制缺乏科学性、有效性:绩效考核效果差,激励手段比较单一,没有建立科学合理的薪酬体系:缺乏良好的企业文化等原因,导致中小型科技企业人力资源管理一直处于落后状态。 针对这种情况,我们应该采取有效措施来改善这种现状。我们应该树立正确的人才观;制定科学的人力资源管理战略规划,建设合理的人才梯队,并为员工提供职业生涯设计;做好人力资源管理的基础工作——工作分析,实行专业化和制度化的管理;增强人力资源配置合理性,提高招聘的成功率,建立完善的培训体系;找寻最有效的绩效考核方法,建立和完善员工激励机制,建立灵活的、有竞争力的薪酬体系;建立优秀的企业文化,建立学习型组织,营造人力资源建设的良好氛围。 另外,在绩效与薪酬方面,重点介绍了关键绩效指标KPI考核方法,包括KPI指标的提取方法、选定标准、考核标准等,同时还独创性地提出了“三维关键绩效考核”方法。另外还论述了中小型科技企业薪酬制度的合理性,如何提高员工薪酬满意度以及不同性质的岗位所应采取的不同的薪酬模式等,并提出了给核心技术人员提供“双通道”发展模式。 人力资源管理已经成为我国企业管理的热点所在,也是中小型科技企业成长的关键所在。广大中小型科技企业若要在激烈的竞争中抓住机遇快速成长,就必须解决发展中的核心即“人力资源管理”问题,加大力度创新人力资源管理模式,建立一个与时俱进的、多学科融合的、动态的、适应市场需求的人力资源管理模式。同时还要根据内外环境的实际情况,因地制宜制定相应的吸引人才策略,并在实际中不断改进、完善。更多还原

【Abstract】 With the improving of macroeconomic environment, Chinese small and medium-sized technological enterprises gained rapid development. But the disadvantages in fast growth stage of the small and medium-sized technological enterprises gradually reveal out, and seriously influence the survival and development of enterprises. Enterprises cannot introduce into the necessary talents, and cannot leave over the existing talents. There is serious shortage of the necessary HR of enterprise development. How to find, retain and develop talent for the enterprises to maintain a strong vitality and competitiveness has become an important subject, which small and medium-sized technological enterprises have to face.Based on the fast-growing of small and medium-sized technological enterprises, The article discuss in several aspects of the elaboration, such as the actual state of the fast-growing of small and medium-sized technological enterprises, the actual state of HRM in small and medium-sized technological enterprises, and its countermeasure. There are several factors leading to the HRM of small and medium-sized technological enterprises have being in a backward state: The idea of human resource is outmoded and bog-down and the HRM system lags behind;The post duty is unclear and the workflow is uncertain;HR allocation and training mechanism are lack of scientific nature and validity;Performance appraisal is ineffective and prompting mechanism is imperfect;The corporate culture is unripe etc.In light of this situation, we should take effective steps to improve the status. The measures as follows: Establish correct talent view;Formulate a scientific HRM strategy and planning, and build reasonable talent echelon, and provide the employeeswith career design;Get done with HRM foundation work------work analysis, and takethe professional and institutionalized management method;Strengthen the rationality of HR allocation, and improve the success rate of recruitment, and establish a sound training system;Find the most effective performance appraisal methods, establish and improve staff prompting mechanism, and establish a flexible and competitive remuneration system;Build corporate culture, set up learning organization, and create good atmosphere of HR construction.Moreover, in performance and compensation, the author highlights the key performance indicators evaluation methods, including KPI extraction methods, selection standards, assessment standards, furthermore, make a unique "3K keyperformance indicators" performance evaluation. It was also discussed the reasonable remuneration system of small and medium-sized technological enterprises, and how to improve staff satisfaction of compensation and the different compensation model. And it was also mentioned providing "Double-crossing" developing model to the core technical personnel.Human resource management has already become a hotspot of business administration in our country, and it is also the key point that the small and medium-sized technological enterprises grow up. Small and medium-sized technological enterprises must solve the key problem of HRM in development to grow up fast catching hold of the opportunities, that is, enterprises must strengthen HRM innovation mode and set up an advancing-with-times, dynamic, meeting-market-demand HRM mode. While based on the actual situation of domestic and international environment, the enterprises should formulate corresponding strategies to attract talent, and improve constantly in practice.更多还原