中小型企业管理

内容摘要····························································2

一、中小企业及在经济发展中的作用···································2

二、中小企业在人力资源管理上的误区··································3

（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”？··························4

（四）“薪水留人”还是“事业、感情留人”？······························4

（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”？····································5

（八）企业 “等不起”人才？···········································5

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

三、小企业在人力资源管理上存在误区的缘由··························6

企业的资金实力有限···········································6

源有限或行业无吸引············································6

企业主的人格魅力不够··········································7

（四）中小企业的用人观念滞后········································7

（五）缺乏科学的用人机制·····································7

四、企业应该如何进行人力资源的管理·························8

（一）、建立企业的远景目标···········································8

（二）、注重企业文化················································8（三）、建立正确的人才观············································9（四）、采取激励措施················································9（五）、给予足够的信任··············································11

（六）、注重沟通···················································11

（七）、设计合理的分工·············································11（八）、重视员工培训················································12

（九）、创造和谐的工作环境··········································12

（十）、提高领导者的个人魅力········································12

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

内容摘要

这篇文章写的是中小企业的人力资源管理，那么究竟怎样的企业才能算作是中小企业呢？下面就先来谈一下中小企业的定义，按照国家统计局的传统分类方法，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。我们不要认为中小企业小，从而忽视他们的作用，中小企业在国家经济增长中，尤其是对缓解就业压力，推动改革方面起着巨大的作用。

本文第二部分主要谈了中小企业在人力资源管理方面所存在的误区。总共谈了九个方面的误区，主要是通过两种情况的对比的形式来说的，从而让人们更容易理解中小企业在人力资源管理上存在的误区，从而去改变他们。

第三部分说的是为什么会出现如此多的误区，主要从企业的资金状况，行业的吸引力，领导者的个人魅力，用人观念和用人机制来谈的。

最后一部分主要说的是如何解决出现的这些问题。主要从建立长远的目标和企业文化，建立正确的人才观，采取激励措施，注重沟通和对员工的培训，以及为员工创造好的工作环境和提升领导者的个人魅力等方面来进行论述的。

关键词：中小企业 人力资源 管理