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随着我国社会与经济的飞速发展,各企业及单位间的竞争也日益激烈。人才是一个企业得以生存和发展的命脉,只有不断提升人才的综合水平,才能确保企业的可持续发展。水利单位作为传统企业,具有一定的经营性,传统的人事管理已经不能适应和满足新时期经济的要求,这就需要水利单位要从顺应时代的发展对人事管理模式做出调整,逐渐转变到人力资源管理模式,为确保水利单位健康的发展奠定良好的基础。本文就水利单位由人事管理向人力资源管理转变的实践进行了探究,以供参考。
With the rapid social and economic development in our country, the competition among enterprises and units is also becoming increasingly fierce. Talent is the lifeblood of an enterprise to survive and develop. Only by constantly improving the comprehensive level of qualified personnel can the sustainable development of the enterprise be ensured. As a traditional enterprise, water conservancy units have a certain degree of operation. The traditional personnel management can no longer meet and meet the economic requirements of the new era. This requires that water conservancy units should make adjustments to their personnel management mode and adapt themselves to the manpower The mode of resource management lays a good foundation for ensuring the healthy development of water conservancy units. This paper explores the practice of the water conservancy unit from personnel management to human resources management change for reference.