工商管理专业毕业论文(定稿)

篇一：工商管理专业毕业论文完整版

工商管理专业

学生毕业论文

题目：民营企业人力资源管理问题及对策研究

学生姓名

学 号

分 院

专业班级

指导教师

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

2 民营企业人力资源管理相关概念 ···································································································································· 4

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

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

III

目录

结论

致谢

参考文献 ·································································································································· ·································································································································· 16 17

18 ·····························································································································

1 引言

改革开放以来，我国各行各业都涌现出了一大批“风光一时”的企业和企业

家。但随着大批企业在发展过程中在经济现象中走出“倒U曲线”，一批又一批

IV

的企业家也就随风而逝。从整体看，民营企业的发展状况比国营企业在许多方面 甚至还要艰难些，很多企业都呈现出“昙花一现，步履维艰”的现象。进入知识 经济时代后，我国的企业迫切需要高素质的人力资源。但是企业自产生时就由于 各种历史原因导致企业本身先天不足，而在其发展中又由于低水平的管理模式， 落后的人才观念，不完善的薪酬制度，缺乏沟通与交流，忽视员工的学习、培训 及人才自身事业的发展和职业生涯规划，还有企业主的人格缺陷等使得企业的发 展受困于自身的“人才陷阱”。即一方面急需高素质的人才，另一方面在得到高 素质的人才后很难凭着有效的人力资源管理在较长时间内留住人才，并发挥其最 大潜能。

民营企业独具的灵活性和创新性，使其无论是在企业数量还是提供就业机会 上都对我国的国民经济作出了重要的贡献，在我国国民经济中占有重要的地位。 尽管民营企业在如此环境中不断发展壮大，为社会稳定、经济发展作出了不可忽 视的贡献，但由于其自身的、历史的原因，在发展的过程中急需规范管理。目前 我国有很大一部分民营企业在人力资源方面存在众多的问题，没有建立起真正意 义上的人力资源战略体系。据统计GDP的50%以上，社会就业岗位的70%以上都

来自民营民营企业。而据对民营企业调查，被问到制约企业发展最重要的资源时， 63%企业主认为是融资，47%回答是产品销售，38%认为是市场开拓，只有33%

的企业主将人才和提高内部人力资源放在迫切需要解决议程上。这种人力资源管 理上的滞后已经成为制约民营企业成长和发展的重大难题。

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，为浙江民营企业 的人力资源管理研究进行有益的探索。

2 民营企业人力资源管理相关概念

2.1 民营企业概念与特点

所有的非公有制企业均被统称为民营企业。这是现在对民营企业最普遍的定 义。

但不同的学者对民营企业还有很多他们自己的看法：

何芳英（2001）认为民营企业是指个体、私营企业、自然人和私营企业控股 或由其运营的各种组织形式的企业，而民营经济广义地讲即为各类民营企业的统

1

篇二：工商管理专业毕业论文

本科毕业设计（论文）

杰扬公司成长策略研究

学 院 管理学院

专 业 工商管理

年级班别 2009级 2 班

学 号

学生姓名

指导教师

2013年5月

摘要

在中国，民营中小企业的经济地位日益重要，它们在促进创新、提供就业、推动经济增长等多方面都显示了巨大的生机与活力。然而，中小企业在发展过程中通常存在缺乏管理理论指导、“摸着石头过河”的问题，导致中小企业“夭折”率偏高。我国许多小企业经历了成功的创业之后，在进一步发展时由于缺乏科学的管理，而长期处于停滞不前的状态，或者很快走向灭亡，给社会和个人带来巨大损失。所以，关于小企业成长的研究成为大家所共同关注的课题。

本论文选择杰扬公司为研究对象，杰扬公司是一家从事财税代理服务的小型企业，该企业在发展中所遇到的问题具有很强的代表性。首先，本论文阐述了企业成长的相关理论。接着，分析了财税代理行业的宏观环境，并运用波特五力模型分析了杰扬公司所处行业的竞争环境，并通过SWOT矩阵模型分析了该企业的内部环境，挖掘出影响该企业成长的因素。最后，针对企业的性质和成长过程中的存在的各种管理问题，从以人为本的角度出发，提出了适用于企业快速、持续、和谐成长的策略建议。

关键词：成长策略，企业管理，心力管理，中小型企业

Abstract

In China, the private small and medium-sized enterprises have an increasingly important economic status. They have showed great vigor and vitality in promoting innovation, employment, economic growth, and many other aspects. However, for small and medium enterprises in the development process, there is usually a lack of management theory guidance and they just like "feeling the stones", leading to the high rate of "collapse". A lot of small business has stopped growing or vanished soon after carving out successfully. This has brought a tremendous losing to the society and the owner. So, more and more research subjects on small business have already come to the center of attention.

On the study of Jie Yang, Jie Yang company is a small business of fiscal and taxation agency. The problems the company facing at present are probably puzzling a great number of the congeneric company. First, this paper described the theory of the growth of enterprises. Then, we analyzed macro environment of the fiscal agent industry and used Porter's five forces model to analyze Jie Yang competitive environment in our industry, and used SWOT matrix model to analyze the company's internal environment, finding out the impact of the growth in the enterprise. Finally, based on the nature of the business and its existence of the management issues in the development process, in a view of people-oriented, found out rapid, sustainable and harmonious growth strategise for enterprise.

Key words: Growth strategy,Enterprise management,Effort management,Small and

medium-sized enterprises

目 录

1 绪论 ........................................................................................................................................ 1

1.1 选题背景及意义 .......................................................................................................... 1

1.2 国内外研究状况 .......................................................................................................... 2

1.2.1 国外研究情况 .................................................................................................... 2

1.2.2 国内研究情况 .................................................................................................... 4

1.2.3 企业成长理论的评价 ........................................................................................ 4

1.3 研究方法 ...................................................................................................................... 5

1.4 研究的内容及结构 ...................................................................................................... 5

2 相关理论概述 ........................................................................................................................ 7

2.1企业成长理论 ............................................................................................................... 7

2.1.1 规模经济和范围经济理论 ................................................................................ 7

2.1.2 成长经济理论 .................................................................................................... 8

2.2 影响企业成长的因素 .................................................................................................. 8

2.2.1 外部因素 ............................................................................................................ 8

2.2.3 内部因素 .......................................................................................................... 10

2.3 SWOT分析 ................................................................................................................. 11

2.4 心力管理理论 ............................................................................................................ 11

3 杰扬公司发展现状分析 ...................................................................................................... 12

3.1 公司概况 .................................................................................................................... 12

3.2公司的发展历程 ......................................................................................................... 14

3.3公司成长中面临的主要问题分析 ............................................................................. 15

3.3.1 公司组织结构不合理 ...................................................................................... 15

3.3.2 控制系统不完善 .............................................................................................. 15

3.3.3 客户沟通能力有待提高 .................................................................................. 16

3.3.4 公司激励制度不完善 ...................................................................................... 16

3.3.5 人才流失严重 .................................................................................................. 16

4 杰扬公司成长环境分析 ...................................................................................................... 17

4.1宏观环境分析 ............................................................................................................. 17

4.1.1 政治法律环境分析 .......................................................................................... 17

4.1.2 经济环境分析 .................................................................................................. 17

4.1.3 社会文化环境分析 .......................................................................................... 18

4.1.4人口与地域环境分析 ....................................................................................... 18

4.1.5技术环境分析 ................................................................................................... 19

4.2 竞争环境分析 ............................................................................................................ 19

4.2.1 行业现有的竞争状态 ...................................................................................... 19

4.2.2 新进入者的威胁 .............................................................................................. 20

4.2.3 替代品的威胁 .................................................................................................. 21

4.2.4 客户的还价能力 .............................................................................................. 21

4.2.5 供应商的议价能力 .......................................................................................... 21

4.3 杰扬公司SWOT分析 ............................................................................................... 22

4.3.1 优势分析 .......................................................................................................... 22

4.3.2 劣势分析 .......................................................................................................... 23

4.3.3 机会分析 .......................................................................................................... 24

4.3.4 威胁分析 .......................................................................................................... 25

5杰扬公司成长策略 ............................................................................................................... 26

5.1优化公司组织结构 ..................................................................................................... 26

5.2 提高管理者及员工的综合素质 ................................................................................ 27

5.3 加强客户关系管理 .................................................................................................... 28

5.4 完善人力资源管理机制 ............................................................................................ 29

5.5 构建促进公司成长的企业文化 ................................................................................ 30

5.6 对员工实行心力管理 ................................................................................................ 32

5.7 对外开放与服务创新 ................................................................................................ 34

结论 .......................................................................................................................................... 35

参考文献 .................................................................................................................................. 36

致谢 .......................................................................................................................................... 35

篇三：工商管理毕业论文范文

烟 台 南 山 学 院

毕 业 论 文

题目： 论企业如何建造团队精神

姓 名：___ 侯 金 重______

所在学院：____ 工商管理学院

所学专业：___工商管理__

班 级 ___ 08工商06 __

学 号 ___ 200811101202 _

指导教师：_____ 李 爱 宁 _____

完成时间：____ 2011年 12 月

毕业论文（设计）任务书

烟台南山学院毕业设计（论文）开题报告

摘要：

信息与知识经济时代，企业管理理论必须创新。本文从团队的含义及其对现代企业组织的重要性出发，探索了中国企业团队建设中存在的问题以及团队建设中的关键环节。团队精神是团队成员为

了团队的利益与目标而相互协作、尽心尽力的意愿与作风。团队精神是企业的精神支柱，离开这个精神支柱，企业就是一潭死水，就毫无活力、毫无竞争力可言。本文概述团队精神的重要性，进而分析团队精神的内涵，探讨团队精神的培养途径。当今时代，随着经济的全球一体化步伐的加快，改革开放的深入，市场经济的不断成熟，打造强有力的团队精神，已经越来越成为企业团队建设和管理的关键。什么是团队精神？团队精神有什么作用?

关键词 团队精神 企业 塑造 团队建设 原因

How to build team spirit of enterprise

Abstract

Information and knowledge economy era, enterprises must innovate management theory. This article from the team's meaning and on the importance of modern enterprise organization, explore the Chinese team construction of the enterprise and the problems that exist in team is a key link in the construction of. Team spirit is the team members to the team goal of mutual interest and cooperation, make all-out efforts will and style. Team spirit is the spiritual prop of the enterprise, leaving the spiritual prop of enterprise, is a pool of stagnant water, no energy, no competitive. This article provides an overview of the importance of team spirit, and further analysis of the connotation of the team spirit, team spirit cultivation. Nowadays, with the global economic integration to speed up the pace, the deepening of reform and opening up, the market economy continues to grow, to build a strong team spirit, has increasingly become a corporate team building and management key. What is team spirit? Team spirit what effect is there?

Key words: team spirit to shape the enterprise team building

目录

封面·······························································1 开题报告···························································2 摘要·······························································3 Abstract ··························································3 第一章：绪论·······················································5 1.1：团队精神的定义··············································5 1.2：团队精神的原则 ················································5 1.3：团队精神对企业的作用 ··········································8 第二章：团队精神建设问题分析····································10 2.1：团队精神建设的现状··········································10 2.2：企业团队精神建设的问题·········································11 第三章:团队精神建设的打造 ··········································14 3.1： 团队精神的营造相互信任的组织氛围 ····························15 3.2：团队精神建设的引入良性竞争机制······························15 3.3：团队精神建立企业团队内部的潜规则 ······························15 结论· ··························································16 参考文献 · ························································17 附录表格 ··························································17 封底· ·····························································27

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