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随着全球化和国际贸易化的发展,中国越居全球第二大经济实体,同时中国的企业也面临着艰巨的考验。人力资源的教育培训成为至关重要的问题,员工的职业素质关系到企业发展的前景。有些管理者是从其它岗位转调过来的,并不熟悉其工作岗位;有些管理者是半路经营,缺乏管理和创新的能力;有些管理者是本科毕业大学生,有着丰富的理论知识,若加以实践定能胜任其工作稳定其地位。所以,需要建立健全培训机制,储备后续人才;建立科学的考核体系,招纳贤人;建立绩效激励机制,激发员工主观能动性。从而,实现资源的最优化的合理配置,增强企业竞争的实力,促使企业在激烈的竞争环境下得以生存发展壮大。
With the development of globalization and international trade, China occupies the second largest economic entity in the world, meanwhile, Chinese enterprises also face arduous tests. The education and training of human resources has become a crucial issue, and the professional quality of employees has a bearing on the prospects for the development of the enterprise. Some managers are transferred from other positions, and are not familiar with their jobs; some managers are half-way management, the lack of management and innovation capabilities; some managers are undergraduates graduated, has a wealth of theoretical knowledge, if we practice Be competent to stabilize their jobs. Therefore, we need to establish and improve training mechanisms to reserve follow-up personnel; establish a scientific assessment system to recruit sage; establish performance incentive mechanism to stimulate staff initiative. Thus, to achieve the optimal allocation of resources and enhance the competitiveness of enterprises, encourage enterprises to survive in the fierce competitive environment to grow.