吉林省民营企业人才发展战略研究
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摘要
本论文是我参与吉林省教育厅课题“吉林省民营企业人才发展战略研究”的研究成果,本文以吉林省民营企业作为案例,探讨吉林民营企业中人才资源存在的问题,如人力资源丰富和经济发展不同步、人力资源结构性短缺、地区之间发展不平衡等问题。从人力资源的自然结构、社会结构、产业结构以及城乡结构等方面,将吉林省的民营企业人才与全国进行比较,同时也对东北三省之间进行比较。进而我们得出结论:吉林省民营企业人力资源的开发利用程度不足,人才流失现象比较严重,省际之间在产业结构、教育结构等方面存在较大差异。我们认为,为保持吉林民营经济的可持续发展,对人才各系统分别进行趋势分析,积极探索符合吉林省实际又具有地方特色的、有利于吉林省民营企业人才开发对策的建议。
本文主要分六部分研究内容:
第一部分主要介绍了本课题研究的背景,研究的意义、以及国内外的研究现状、研究目标与方法等。吉林省民营企业的快速发展以及政府的宏观调控管理是本课题研究的背景。从吉林民营经济与全国差距以及了解民营企业的人才状况对民营经济发展的必要性方面分析了课题研究的意义。
第二部分为民营人才资源开发的理论部分。对民营企业,企业人才等进行界定,并探讨了人才战略演进及民营企业人才战略的理论依据。
第三部分主要对目前吉林民营企业人才现状进行分析,从人才资源的总体状况、学历结构、学历分布、年龄结构、行业分布等进行分析,找出存在的问题,如人才战略意识的缺乏,激励机制等方面的问题。并对存在这种的原因进行分析。
第四部分为国内外企业人才战略的比较与借鉴。从人才培养、人才吸引、人才使用方面分析美国、日本以及国内发达地区著名企业的人才战略优势,以对吉林民营企业人才战略的构建提供借鉴依据。
第五部分为吉林民营企业人才资源开发战略的构建。通过对前几部分的分析,对吉林省民营企业人才观进行选择,制定人才战略制定的依据原则,以构建人才战略体系。
第六部分针对吉林省民营经济发展中存在的问题,从吉林省的具体实际出发,探讨促进民营企业人才开发的措施,提出促进民营企业人才开发的具体建议,从而推动吉林省民营经济健康快速发展。
The paper is the research result of the author who participated in the "Research on the Strategy of Human Resources Development of Privately-owned Enterprises in Jilin Province" . It takes privately-owned enterprises in Jilin Province as cases and probes into the existing problems regarding human resources in privately-owned enterprises in Jilin Province, such as non-synchronization between rich human resources and economic development, structural shortage of human resources, uneven development from region to region, etc. it makes comparisons between human resources of privately-owned enterprises and those of state-owned enterprises in terms of natural structures, social structures, industrial structures, urban-rural combinations, etc. in the three provinces of northeast China as well as in Jilin Province. Then it comes to the conclusion that the development of human resources of privately-owned enterprises in Jilin Province is not sufficient, which leads to serious situations of brain drain; there are rather big discrepancies between provinces in terms of industrial structure, education structure, etc. We hold that, in order to ensure sustainable development of private economy in Jilin Province, we should make systematic momentum analysis of human resources to vigorously explore proposals that are in line with the actual situations of Jilin Province and local features, and conducive to human resources development of privately-owned enterprises in Jilin Province.
The paper is composed of the following six parts:
Part I mainly introduces the background and significance of the research, covering status quo of the research at home and abroad, research objectives, research methods, etc.
Part II contains theories on human resources development in private-owned enterprises.
Part III mainly analyzes the status quo of human resources of privately-owned enterprises in Jilin Province. It conducts analyses from the aspects of overall situations of human resources, education structure, education background, age structure, industrial distribution, etc. to identify existing problems such as lack of human resources strategy awareness and incentive mechanism, etc. It further analyzes causes to the problems.
Part IV compares and refers to human resources strategies of domestic and international enterprises. It analyzes advantageous strategies of human resources of prestigious enterprises in the U.S.A., Japan, and in advanced regions of China in terms of talent cultivation, talent attraction and talent utilization.
Part V is about strategic structures for human resources development of privately-owned enterprises in Jilin Province. Through the previous analyses, it makes selections of views on human resources of privately-owned enterprise, and proposes basis and principles for human resources strategy preparation for the purpose of establishing human resources strategy structures.
Part VI discusses existing problems of private economic development in Jilin Province. It starts with the actual situations of Jilin Province, deliberates measures to promote human resources development in privately-owned enterprises, and make proposals about promotion of human resources development for privately-owned enterprises, to as to promote private economy of Jilin Province for healthy and rapid development.
本文主要分六部分研究内容:
第一部分主要介绍了本课题研究的背景,研究的意义、以及国内外的研究现状、研究目标与方法等。吉林省民营企业的快速发展以及政府的宏观调控管理是本课题研究的背景。从吉林民营经济与全国差距以及了解民营企业的人才状况对民营经济发展的必要性方面分析了课题研究的意义。
第二部分为民营人才资源开发的理论部分。对民营企业,企业人才等进行界定,并探讨了人才战略演进及民营企业人才战略的理论依据。
第三部分主要对目前吉林民营企业人才现状进行分析,从人才资源的总体状况、学历结构、学历分布、年龄结构、行业分布等进行分析,找出存在的问题,如人才战略意识的缺乏,激励机制等方面的问题。并对存在这种的原因进行分析。
第四部分为国内外企业人才战略的比较与借鉴。从人才培养、人才吸引、人才使用方面分析美国、日本以及国内发达地区著名企业的人才战略优势,以对吉林民营企业人才战略的构建提供借鉴依据。
第五部分为吉林民营企业人才资源开发战略的构建。通过对前几部分的分析,对吉林省民营企业人才观进行选择,制定人才战略制定的依据原则,以构建人才战略体系。
第六部分针对吉林省民营经济发展中存在的问题,从吉林省的具体实际出发,探讨促进民营企业人才开发的措施,提出促进民营企业人才开发的具体建议,从而推动吉林省民营经济健康快速发展。
The paper is the research result of the author who participated in the "Research on the Strategy of Human Resources Development of Privately-owned Enterprises in Jilin Province" . It takes privately-owned enterprises in Jilin Province as cases and probes into the existing problems regarding human resources in privately-owned enterprises in Jilin Province, such as non-synchronization between rich human resources and economic development, structural shortage of human resources, uneven development from region to region, etc. it makes comparisons between human resources of privately-owned enterprises and those of state-owned enterprises in terms of natural structures, social structures, industrial structures, urban-rural combinations, etc. in the three provinces of northeast China as well as in Jilin Province. Then it comes to the conclusion that the development of human resources of privately-owned enterprises in Jilin Province is not sufficient, which leads to serious situations of brain drain; there are rather big discrepancies between provinces in terms of industrial structure, education structure, etc. We hold that, in order to ensure sustainable development of private economy in Jilin Province, we should make systematic momentum analysis of human resources to vigorously explore proposals that are in line with the actual situations of Jilin Province and local features, and conducive to human resources development of privately-owned enterprises in Jilin Province.
The paper is composed of the following six parts:
Part I mainly introduces the background and significance of the research, covering status quo of the research at home and abroad, research objectives, research methods, etc.
Part II contains theories on human resources development in private-owned enterprises.
Part III mainly analyzes the status quo of human resources of privately-owned enterprises in Jilin Province. It conducts analyses from the aspects of overall situations of human resources, education structure, education background, age structure, industrial distribution, etc. to identify existing problems such as lack of human resources strategy awareness and incentive mechanism, etc. It further analyzes causes to the problems.
Part IV compares and refers to human resources strategies of domestic and international enterprises. It analyzes advantageous strategies of human resources of prestigious enterprises in the U.S.A., Japan, and in advanced regions of China in terms of talent cultivation, talent attraction and talent utilization.
Part V is about strategic structures for human resources development of privately-owned enterprises in Jilin Province. Through the previous analyses, it makes selections of views on human resources of privately-owned enterprise, and proposes basis and principles for human resources strategy preparation for the purpose of establishing human resources strategy structures.
Part VI discusses existing problems of private economic development in Jilin Province. It starts with the actual situations of Jilin Province, deliberates measures to promote human resources development in privately-owned enterprises, and make proposals about promotion of human resources development for privately-owned enterprises, to as to promote private economy of Jilin Province for healthy and rapid development.
引文
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[4]“十一五”期间吉林将全力支持中小企业发展[DB/OL].国际在线.2006-01-09.
[5]吴照云.管理学.北京:经济管理出版社,2003:315
[6]国家统计局吉林省企业调查队编.吉林企业年鉴,北京:中国统计出版社,2003.407-424.
[7]顾秀君.民营企业人才流失的原因及对策分析[J].中国民营科技与经济2008年第02/03期总第228/229期:27-29
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[9]卢颖.民营企业吸引人才的战略思考[J].经济论坛,2008,104-1061
[10]黄秀谕.论民营企业人才战略存在的问题和对策[J].消费导刊2007.3:170-171
[11]邓雪.论国外人才战略模式及对辽宁的启示[J].商场现代化2006,10:186-187
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[16]刘乃晰.民营企业人力资源管理之我见[J].市场研究.2005(5):3-41.
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[19]邓伟光.关于人才战略的几个理论问题[J].人才开发.2001,11:17-19
[20]宁艳.企业人力资源激励开发的理论与实践研究[D].哈尔滨工程大学.2003,1
[21]刘连芳.民营企业人才队伍结构研究[D].中国农业大学.2005,11
[22]于惠颖.吉林省民营经济发展问题及对策研究[D].东北师范大学,2004
[23]孙峰承.基于价值论的企业人才评价辨析[J].商业文化,2008.10:41-42
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[25]闫守祝.沈阳市2005年至2010年人才发展战略研究[D].东北大学.2005,7
[26]蒋旭文.我国民营企业人力资源管理研究[J].对外经济贸易大学.2006,11:14-15
[27]高军,杨淑艳.东北老工业基地人才战略中政府的角色定位[J].科技与管理,2008.5:1-4
[28]吴海燕.人才战略的设计理念探析[J].人才开发.2004,1:13-25
[29]赵程华、郭琳.东北振兴的人力资源优势及问题分析[J].人口学刊.2005,5
[30]赵连明.我国民营企业人力资源管理问题研究[D].吉林大学.2005,1
[31]方惠、牛晓燕.我国民营企业人才发展的问题及对策[J].云南行政学院学报.2005,1:125-128
[32]章兴华、孙璐.我国私营企业的人才策略浅析[J].哈尔滨商业大学学报.2005,3 93-95
[33]蔡而迅.论民营企业的人力资源管理之核心[J].经济师.2001,2:27-29
[34]何纯玉.民营企业战略人力资源管理体系得构建研究[D].四川大学.2004,10
[35]汪华林.江西民营企业人才资源开发研究[J].江西师范大学传播学院.2004,10
[36]郭婧驰,姜林,薛绯.我国民营企业人力资源管理研究[J].现代商业,2008.6:120-121
[37]李艳芳.论民营企业的人力资源管理与企业文化构建[D].吉林大学.2005,1
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[2]王明琴,宋国学,肖利哲.人力资源管理[M]科学出版社,2009年
[3]冯晓明,赵伟,王爱民.我国中小民营企业人才流失问题探悉[J].科技信息,2008.2:43-44
[4]“十一五”期间吉林将全力支持中小企业发展[DB/OL].国际在线.2006-01-09.
[5]吴照云.管理学.北京:经济管理出版社,2003:315
[6]国家统计局吉林省企业调查队编.吉林企业年鉴,北京:中国统计出版社,2003.407-424.
[7]顾秀君.民营企业人才流失的原因及对策分析[J].中国民营科技与经济2008年第02/03期总第228/229期:27-29
[8]王德君,张敏.振兴东北与人才兴业战略[J].东北师大学报(哲学社会科学版)2004,5:67-72
[9]卢颖.民营企业吸引人才的战略思考[J].经济论坛,2008,104-1061
[10]黄秀谕.论民营企业人才战略存在的问题和对策[J].消费导刊2007.3:170-171
[11]邓雪.论国外人才战略模式及对辽宁的启示[J].商场现代化2006,10:186-187
[12]西奥多·W·舒尔茨.人力资本投资[M].北京经济学院出版社,1990年
[13]宋跃征,杨玉民,董明月.民营经济发展和民营企业成长研究[J]:经济研究参考,2004(22):2.
[15]杨炎平.民营企业人力资源管理的问题及对策[J].中南民族大学学报(人文社会科学版).2005(3):18~23.
[16]刘乃晰.民营企业人力资源管理之我见[J].市场研究.2005(5):3-41.
[17]武文生、刘美燕.民营企业的发展战略选择[J].有色金属.2003,7:21-23
[18]王文双.吉林省民营企业人才开发问题研究[D].吉林农业大学.2006,6
[19]邓伟光.关于人才战略的几个理论问题[J].人才开发.2001,11:17-19
[20]宁艳.企业人力资源激励开发的理论与实践研究[D].哈尔滨工程大学.2003,1
[21]刘连芳.民营企业人才队伍结构研究[D].中国农业大学.2005,11
[22]于惠颖.吉林省民营经济发展问题及对策研究[D].东北师范大学,2004
[23]孙峰承.基于价值论的企业人才评价辨析[J].商业文化,2008.10:41-42
[24]余仲华,尹华扬[J].人才战略管理的三个方向性问题[J].企业研究,2008.4:25-28
[25]闫守祝.沈阳市2005年至2010年人才发展战略研究[D].东北大学.2005,7
[26]蒋旭文.我国民营企业人力资源管理研究[J].对外经济贸易大学.2006,11:14-15
[27]高军,杨淑艳.东北老工业基地人才战略中政府的角色定位[J].科技与管理,2008.5:1-4
[28]吴海燕.人才战略的设计理念探析[J].人才开发.2004,1:13-25
[29]赵程华、郭琳.东北振兴的人力资源优势及问题分析[J].人口学刊.2005,5
[30]赵连明.我国民营企业人力资源管理问题研究[D].吉林大学.2005,1
[31]方惠、牛晓燕.我国民营企业人才发展的问题及对策[J].云南行政学院学报.2005,1:125-128
[32]章兴华、孙璐.我国私营企业的人才策略浅析[J].哈尔滨商业大学学报.2005,3 93-95
[33]蔡而迅.论民营企业的人力资源管理之核心[J].经济师.2001,2:27-29
[34]何纯玉.民营企业战略人力资源管理体系得构建研究[D].四川大学.2004,10
[35]汪华林.江西民营企业人才资源开发研究[J].江西师范大学传播学院.2004,10
[36]郭婧驰,姜林,薛绯.我国民营企业人力资源管理研究[J].现代商业,2008.6:120-121
[37]李艳芳.论民营企业的人力资源管理与企业文化构建[D].吉林大学.2005,1
[38]P.Wright and G.McMahan,Theoretical Perspectives for Resource Management[J],Journal of Management 18,1992.
[39]P.Wright and G.McMahan,and A.McWilliams,Human Resources and Sustained Competitive Advantage:Resource-Based Perspective[J]International Journal of Human Resource Management 4,1994.
[40]Arthur,J.B.The Link.Between Business Strategy and IndustrialRelations Systems in American Steel Minimill[J].Industrial and Labor Relations Review,1992,(45)
[41]Randal Schuler.Susan Jackson(2001).HR issues and activities in Mergers and acquisitions.European Management Journal.Vol.19
[42]Gary Dessler.Human Resource Management.8thed,Published By Prentice Hall,Ine2001,P292-P307
[43]Jean-Jacques LAFFONT.Aplied Incentibe Theory.-Beijing,Published By Beijing University P18-P24
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