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相比大型企业,中小型企业有着一些先天的劣势:第一,实力有限,抵抗市场风险的能力相对较弱,企业业绩易受市场环境影响;第二,没有完善的管理信息系统,信息收集处理能力较弱;第三,员工职责不明确,易出现“因人设岗”、“多头领导”、“越级管理”等现象;第四,决策者(老板)对员工的评价及考核不够规范,个人喜好往往决定职位及薪金的升降。由于以上原因,所以中小型企业人员流动现象较为频繁,为公司人力资源管理及运营造成了很大的不便。那么,有没有一种方法可以改变这种现状,使中小型企业的人力管理走向正规化呢?下面,笔者就此问题谈谈自己的看法,希望能为中小型企业主们提供一些有益的提示。
Compared with the large-scale enterprises, SMEs have some inherent disadvantages: first, their strength is limited, their ability to resist market risks is relatively weak, their business performance is easily affected by the market environment; second, there is no sound management information system and information collection and processing Third, the staff responsibilities are not clear, prone to “set staff for”, “long lead”, “leapfrog management” and other phenomena; fourth, policy makers (the boss) evaluation and assessment of employees is not standardized, Personal preferences often determine the rise and fall of jobs and salaries. Due to the above reasons, the turnover of SMEs is more frequent, causing great inconvenience to the company’s human resources management and operation. So, is there a way to change the status quo, so that the management of small and medium-sized enterprises to normalize it? Here, I talk about their own views on this issue, hoping to provide some useful tips for small and medium-sized business owners.