Keywords:
State owned enterprise human resource management; Innovation path; Problem; Strategy
国有企业人力资源管理;创新路径;问题;策略
Abstract:
In the process of market economy development, state-owned
enterprises in China play an important role in the development of social
economy and bear the social responsibility that can not be ignored. With the
increase of the number of state-owned enterprises in state-owned enterprises,
the related public human resources management work is increasingly showing
its defects. Among them, there are some common problems, such as the
inefficient work of personnel, the professional quality of administrative
personnel still needs to be improved, the old mode of human resources
management, the lack of scientific and reasonable innovation, and the
separation of human resources management from the independent innovation
strategy of state-owned enterprises. If we want to ensure the scientific and
reasonable development of human resources management in state-owned
enterprises and thus become the force to promote the progress of state-owned
enterprises, we must innovate the concept of human resources management
and adhere to the principle of people-oriented. Pay attention to public human
resources management and upgrade it to strategic height, and finally realize the
breakthrough and development of innovation in this area.
在市场经济发展过程中,我国国企在社会经济发展中起着举足轻重的地位,承担着不可忽视的社会责任。随着国企国有企业人数的增加,相关公共人力资源管理工作也日益呈现出其缺陷。其中普遍存在着一些共同的问题,比如人员工作效率不高,行政管理人员专业素质还有待提高,人力资源管理模式陈旧,缺乏科学、合理的创新,人力资源管理与国企自主创新战略脱离等问题。要想保证国企人力资源管理地科学合理发展,从而成为推动国有企业进步的力量,则必须要做到:人力资源管理理念的革新,坚持以人为本的原则,重视公共人力资
源管理并将其提升到战略高度,最终实现这方面创新的突破及发展。