制造型企业人力资源管理困境和对策研究 摘要 人力资源管理在持续发展，人力资源管理和思想政治工作相结合，是现代社会思想政治工作的客观要求, 也是提高思想政治工作有效性的保障。文章分析了人力资源管理的原则和进行人力资源管理的措施，充分体现人力资源管理工作的重要性。制造型企业经济是我国国民经济的重要组成部分，随着改必需加强企业人力资源管理。企业的人力资源是一个企业最宝贵的财富，现代企业之间的竞争主要是人才的竞争。随着中国的入世和制造业的繁荣，“made in China”在国际市场上的地位越来越重要，因此中国的制造业也受到了广泛的关注。本人就制造型企业的人力资源管理的现状和存在的问题进行简单的分析，并就此提出一些合理的策略，创建良好的坏境、有效激励制度、建立现代企业制度、培养先进的企业文化，以利制造型企业长期、健康和谐、可持续发展。

关键词：制造型企业；人力资源；招聘；培训；绩效；薪酬；企业文化。 Manufacturing enterprises and the Strategy of Human Resource Management Study ABSTRACT Sustainable development of human resource management, human resources management and the combination of ideological and political work, is the ideological and political work of modern society, the objective requirements, but also ideological and political work to improve the effectiveness of protection. This paper analyzes the principles of human resource management and human resource management measures to fully reflect the importance of human resources management. Manufacturing enterprise economy is an important part of our national economy, with the changes necessary to strengthen human resources management. Corporate human resources is the most valuable as set of an enterprise, competition is mainly between the modern enter prise is the talent competition. With China’s accession to the WTO and manufacturing prosperity, “made in China” in the international market is becoming increasingly important, so China’s manufacturing sector has also been widespread concern. I am on the manufacturing enter prise and the status of human resource management problems in a simple analysis, and make some reasonable policy ，Bad environment to create a good, effective incentive system, establish a modern enterprise system, develop advanced corporate culture, to facilitate manufacturing enterprises long-term, healthy and harmonious, and sustainable development. Keywords: Manufacturing enterprises; human resources; recruitment; training; performance; pay; corporate culture

目录 1绪论 ························································································· 1 1.1研究背景 ·············································································· 1 1.2目的及意义 ··········································································· 1 2相关概念界定 ············································································· 7 2.1企业概述 ·············································································· 7 2.2制造型企业概述 ····································································· 8 2.3人力资源概述 ········································································ 8 2.4人力资源管理概述 ·································································· 8 3制造型企业管理人才特征及现状 ····················································· 9 3.1制造型企业管理人才特征 ························································· 9 3.2制造型企业生产管理人才现状 ··················································· 9 4制造型企业人力资源管理的困境 ····················································· 7 4.1人力资源管理的困境的整体概述 ················································ 7 4.2人力资源管理的困境具体表现 ··················································· 7 5解决企业人力资源管理存在问题的对策 ·········································· 13 5.1构建科学的人力资源管理体系 ················································· 13 5.2建立教育培训制度，不断提高员工素质 ····································· 15 5.3完善企业的激励机制 ····························································· 13 5.4建立奖罚分明的薪酬制度 ······················································· 14 5.5建立客观、公正的绩效评估体系 ·············································· 17 5.6加强企业文化建设 ································································ 16 5.7坚持管理创新，不断适应竞争需要 ··········································· 16 5.8提高制造型企业家和高级管理人员的素质 ·································· 17 5.9构建企业人力资源危机防范机制 ·············································· 18 6个案分析 ················································································· 19 7结论 ······················································································· 20 谢辞 ························································································· 22 参考文献 ··················································································· 21