中小企业在人力资源管理上的误区探索

序言································································1

一、中小企业在人力资源管理上的误区··································2

（一）“人事管理”还是“人力资源管理”···································3

（二）“家族式管理”还是“职业经理人管理”？·····························3

（三）建立了“现代企业制度”就是“现代企业”？···························3

（四）“薪水留人”还是“事业、感情留人”？································3

（五）“为企业打工”还是“彼此利益共享”？·······························4

（六）人是“成本”还是“资源”？········································4

（七）人才是“蜡烛”还是“蓄电池”？····································4

（八）企业 “等不起”人才？···········································4

（九）“人力资源管理人才”并非企业的“核心人才”？······················5

二、小企业在人力资源管理上存在误区的缘由····························5

（一）企业资金实力有限·············································5

（二）源有限或行业无吸引···········································5

（三）企业主的人格魅力不够·········································5

（四）中小企业的用人观念滞后··········································6

（五）缺乏科学的用人机制···········································6

三、企业应该如何进行人力资源的管理·························6

（一）、建立企业的远景目标············································7

（二）、注重企业文化·················································7（三）、建立正确的人才观·············································7（四）、采取激励措施·················································8（五）给予足够的信任················································9

（六）、注重沟通·····················································10（八）、重视员工培训·················································10

（九）、创造和谐的工作环境···········································10

（十）、提高领导者的个人魅力·········································11

四、后记···························································13

五、参考文献·······················································13

内 容 摘 要

中小企业一般是指那些固定资产少于1000万元，企业员工不足500人的企业。中小企业在我国经济发展，尤其是对改革推动和缓解就业压力方面发挥着越来越重要的作用。但是我们也应该，而且已经看到了，由于历史的原因和中小企业本身的特点，在用人观念和管理机制方面存在着很多缺陷，然而这些缺陷对中小企业来说却是致命的，它严重阻碍了中小企业发展的步伐。本文就是从中小企业在人力资源方面来分析中小企业发展缓慢的原因，其原因主要有以下几点：第一，企业资金有限，难以吸引来人才；第二，企业别的资源有限和企业本身没吸引力；第三，企业主的人格魅力不足以使人才为其效力；第四，在用人观念上难以提拔有才能的人；第五，在管理制度上留不住人才。为此，我提出以下的解决方法：第一，建立企业远景目标；第二，注重企业文化；第三，建立正确的人才观；第四，采取激励措施；第五，给予足够的信任；第六，注重沟通；第七，设计合理的分工；第八，注重对员工的培训；第九，创造和谐的环境；第十，领导者个人的魅力

关键词：中小企业 人力资源 管理