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当今,谁都不会怀疑人力资源才是企业获得唯一持久的竞争优势的来源,制度是将现有企业人力资源转变为提升企业核心竞争优势的保证。基于此认识,国务院政策研究中心组织相关专家花了大约一年时间,对国内2100多家不同地域、性质、行业、类型、是否上市、销售额、资产总额等背景企业的(1)员工手册、(2)与企业发展战略相结合的人力资源规划、(3)岗位管理、(4)人员招聘录用、(5)劳动合同管理、(6)定期考核、(7)新员工岗前培训或新员工见习、(8)员工培训、(9)奖惩、(10)薪酬分配、(11)职业安全与劳动保护、(12)职工社会保障、(13)干部竞聘上岗、(14)后备干部管理、(15)员工职业生涯管理、(16)员工合理化建议、(17)员工申诉等人力资源管理制度的建设和执行状况,以及人力资源管理的核心职能实施状况进行了分类随机抽样问卷调查。
Nowadays, no one doubts that human resources are the only source of a firm’s lasting competitive advantage. The system is the guarantee for transforming the existing human resources of enterprises into a core competitive advantage. Based on this understanding, the State Council Policy Research Center organized related experts to spend about one year on the (1) employee handbook of more than 2,100 domestic companies with different geographical, nature, industry, type, listing, sales, and total assets. (2) Human resources planning combined with corporate development strategy, (3) job management, (4) employment recruitment, (5) labor contract management, (6) regular assessment, (7) new employee pre-job training or new Staff training, (8) staff training, (9) rewards and punishments, (10) remuneration distribution, (11) occupational safety and labor protection, (12) social security for employees, (13) recruitment of officers for posts, (14) management of reserve cadres, (15) Employees’ career management, (16) suggestions for employee rationalization, (17) employee complaints, etc. The construction and implementation status of the human resources management system, and the implementation status of the core functions of human resource management were classified and randomly sampled.