篇一：工商管理毕业论文

教研室主任：

华北科技学院

毕 业 设 计（论 文）

设计（论文）题目： 名营企业人力资源管理问题及对策研究

姓 名:学 号:

专业班级:系(部、院):

指导教师:

2016年 5月 10日

届毕业设计（论文）任务书

姓名： 专业： 班级：

指导教师：教研室主任：

毕业设计（论文）评阅书

姓名：学号： 专业： 班级：

注：毕业设计（论文）成绩等级实行五级记分制，即优秀、良好、中等、及格、不及格。

毕业设计（论文）答辩委员会记录

设计（论文）答辩。学生向答辩委员会提交的材料有：设计（论文）

说明书 份，共 页，其它材料有 _____________________________________________________________。

毕业设计（论文）及答辩评语：

__________________________________

_______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________。

根据学生所提交的材料、评阅人评语、指导教师评语和学生答辩

情况，毕业设计（论文）答辩委员会研究评定，给予毕业设计（论文）成绩为_________。

答辩委员会主任： _________

答辩委员会委员：

___________________________________________

______________________________________

_____

系（部、院）公章

_________年_____月_____日

篇二：工商管理毕业论文

湖南科技大学成教工商管理专业 题 目：

学生毕业论文 民营企业人力资源管理问题及对策研究 学生姓名 郭香港 学 号分 院 工商管理分院 专业班级 工管10A班 指导教师 2010年四月 湖南湘潭

中文摘要

摘 要

随着中国市场经济的不断深化，企业竞争日趋激烈，人力资源作为最具

活力、最具发展前景、最具收益的战略资源，成为企业参与竞争和谋求发展的主导因素。人力资源是企业最重要的竞争资源。本文通过定量调查、定性分析等方式对浙江民营企业的人员招聘、培训、薪酬管理、绩效考核、激励措施等人力资源管理问题进行了调查分析，认为民营企业在人力资源管理方面仍处于传统人事管理阶段，人力资源管理机构定位低，对培训投入严重不足，且缺乏有效的激励机制。导致的原因有民营企业对人力资源管理重视程度不够，加上受传统中国人情关系的影响，人力资源管理的目标不清，各种管理手段效果不佳。且民营企业生产部门效率不高、不能及时补充货源，销售部门应收帐款回收情况不理想等问题都可以归结到人力资源管理中去解决。要解决这一问题，不仅要提高认识，而且要不断完善人力资源管理体系，在员工激励、人员配置和企业文化建设等方面下功夫。

关键词：民营企业；人力资源管理；问题分析；建议

II

目录

目 录

1 引言·························································································································· 1 2 民营企业人力资源管理相关概念 ································································· 1

2.1 民营企业概念与特点 ························································································· 1

2.2 人力资源管理的定义及其内容 ········································································· 2 3 民营企业加强人力资源管理的必要性 ························································ 3

3.1 人力资源管理的一般作用 ················································································· 3

3.2 民营企业的经营规模和人员规模不断扩大 ····················································· 4

3.3 加强人力资源管理有助于提高民营企业的竞争力 ········································· 4

3.4 人力资源管理能够提高员工的工作绩效 ························································· 4 4 民营企业人力资源管理案例分析 ································································· 5

4.1 A公司创业及发展历史 ······················································································ 5

4.2 A公司人力资源管理现状 ·················································································· 6

4.2.1人力资源管理职能挂在总经理办公室································································· 7

4.2.2人力资源制度分散在各岗位制度中 ···································································· 7

4.2.3有较为明确的薪酬奖励体系··············································································· 7

4.3 A公司人力资源管理问题及原因 ······································································ 7

4.3.1民营企业管理者自身素质和观念问题································································· 7

4.3.2缺乏人力资源的战略规划 ·················································································· 7

4.3.3机构设置不到位，缺乏专业的人力资源管理者··················································· 8

4.3.4企业薪酬激励约束制度不到位 ··········································································· 8

4.3.5民营企业的人员流失严重并缺乏控制································································· 9

4.3.6家族式管理模式使人力资源获取存在封闭性 ······················································ 9

4.3.7对职位没有进行详细的工作分析······································································ 10 5 民营企业走出人力资源管理困境的对策 ················································· 10

5.1 制定人力资源规划，形成有效的人才梯队 ··················································· 10

5.1.1制定人力资源规划··························································································· 10

5.1.2形成有效的人才梯队 ························································································11

5.2 内部招聘与外部招聘结合的招聘方式 ····························································11

5.3 实施现代人力资源管理方案 ··········································································· 12

5.2.1人力资源规范化管理——3P模式····································································· 12

5.2.2对管理人员实行年薪制···················································································· 13

III

目录

5.4 民营企业管理资源不足，可实施人事外包 ··················································· 14

5.5 建立富有凝聚力的企业文化 ··········································································· 14 结 论························································································································ 16 致 谢························································································································ 17 参考文献 ··················································································································· 18

IV

湖南科技大学学生毕业设计（论文）

1 引言

…… 此处隐藏3819字 ……

4.1.2 顾客特征分析 ---------------------------- 错误！未定义书签。

4.2 金兰港酒店的市场定位 -------------------------- 错误！未定义书签。

第五章 完善绿色营销策略制定 --------------------------- 错误！未定义书签。

5.1 树立绿色营销观念 ------------------------------ 错误！未定义书签。

5.2 提倡使用绿色产品 ------------------------------ 错误！未定义书签。

5.3 制定绿色产品的价格 ---------------------------- 错误！未定义书签。

5.4 绿色营销的渠道策略 ---------------------------- 错误！未定义书签。

5.5 绿色营销的促销活动 ---------------------------- 错误！未定义书签。 结 论 ------------------------------------------------ 错误！未定义书签。 参考文献 ---------------------------------------------- 错误！未定义书签。 谢 辞 ------------------------------------------------ 错误！未定义书签。