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在全球经济一体化的今天,国有企业是我国国民经济发展的支柱,是企业的主导力量。我们都知道二十一世纪世界竞争是人才的竞争,那么如果对人才在引进、开发、使用等关节进行科学有效的管理呢?所以国有企业的人力资源管理就显得更加重要,因为它关系到企业的生存与发展,国家的兴旺与实力。但是有的国有企业还受传统的模式影响,在人力资源管理方面还存在着诸多瑕疵,本人想根据自己的实际工作经验,从人力资源的引用、开发、使用等环节存在的问题谈谈自己肤浅看法,希望有助于今后的国有企业的人力资源管理工作,最终促进国有企业的持续有效发展。
In today’s global economic integration, state-owned enterprises are the backbone of our national economic development and the leading force of enterprises. We all know that the world competition in the 21st century is talent competition. So if human resources are managed scientifically and effectively in such sectors as introduction, development and use, the management of human resources in state-owned enterprises will become even more important as it relates to enterprises The survival and development of the country’s prosperity and strength. However, some state-owned enterprises are also affected by the traditional model. There are still many flaws in human resources management. I would like to discuss my superficiality based on my own practical work experience from the existing problems of reference, development and use of human resources It hopes to contribute to the human resources management of state-owned enterprises in the future and eventually promote the sustainable and effective development of state-owned enterprises.