论文部分内容阅读
后危机时代全球人力资源市场发生了重大变化,人力资源的供需矛盾愈加突出,尤其是企业人才资源在国际间获得了重新配置的机会。我国企业人力资源再开发的现实困境,人口大国不等于人力资源强国的窘迫现实,制约了企业的深度发展;国际人力资源开发对我国企业人力资源再开发的挑战;企业人力资源开发的“内部壁垒”弱化了人力资源的协同功能。我国企业人力资源再开发的实现路径,应创新思维,拒绝传统人力资源开发的老路子,按照调结构、转方式的要求,在人力资源开发的理念、制度、模式方面吸收发达国家的经验,并结合企业自身的特点,创新管理制度,优化开发模式。
In the post-crisis era, significant changes have taken place in the global human resources market. The contradiction between supply and demand of human resources has become increasingly prominent. In particular, the human resources of enterprises have been given the opportunity to be reallocated internationally. The real predicament of re-development of human resources in Chinese enterprises and the fact that a large population country is not equal to the distress reality of human resources powerhouses have restricted the in-depth development of enterprises. The challenge of international human resources development on the re-development of human resources of enterprises in China and the internal development of human resources of enterprises Barriers weaken the synergy of human resources. In order to realize the path of human resource redevelopment in our country, we should innovate our thinking and reject the old path of traditional human resources development. We should absorb the experience of developed countries in the concept, system and mode of human resource development in accordance with the requirements of structural adjustment and transformation. With the characteristics of their own business, innovation management system, optimize the development model.