淺析中國企業(yè)人力資源管理影響因素

——以網(wǎng)易為例

學(xué)生：王彥哲，商學(xué)院工商管理系

指導(dǎo)老師：尤仁，商學(xué)院

摘要

九十年代以來，便已成為知識(shí)與數(shù)字的經(jīng)濟(jì)飛速發(fā)展時(shí)代，在科學(xué)技術(shù)得到極大發(fā)展的大環(huán)境下，對(duì)企業(yè)的要求越來越多，越來越細(xì)致，競(jìng)爭(zhēng)如此之激烈的市場(chǎng)更是讓企業(yè)必須具備高的綜合競(jìng)爭(zhēng)能力。這要求了資本能力，管理能力，資源能力，技術(shù)能力和設(shè)備實(shí)力都必須全方位掌握，缺一不可，一個(gè)企業(yè)，如果不具有以上幾種能力并且占有極大優(yōu)勢(shì)的話，必然會(huì)被市場(chǎng)的潮流淘汰出局，永無翻身之日。由于我國國情的特殊性，解放以后，為了適應(yīng)國內(nèi)生產(chǎn)需要，我國長期處于計(jì)劃經(jīng)濟(jì)的體制下，從廢除計(jì)劃經(jīng)濟(jì)體制到現(xiàn)在，也不過才短短四十年而已，而這四十年間，我國區(qū)域發(fā)展不平衡，由計(jì)劃經(jīng)濟(jì)到市場(chǎng)經(jīng)濟(jì)過度的節(jié)奏不一，導(dǎo)致我國的企業(yè)的人力資源體系存在很大的問題，長期受制于計(jì)劃經(jīng)濟(jì)的影響，以及改革開放較晚，導(dǎo)致了我國的人力資源管理研究相較于其他發(fā)達(dá)先進(jìn)國家較為落后，不僅進(jìn)展十分緩慢，而且后續(xù)對(duì)人力資源管理的教育教學(xué)也不夠充分，展開時(shí)間過于短暫。本論文使用了文獻(xiàn)研究法人力資源管理行業(yè)的swot分析，歸納總結(jié)法，案例分析法，邏輯分析法來研究現(xiàn)代中國企業(yè)人力資源管理的影響因素，從人力資源管理觀念看法人力資源管理行業(yè)的swot分析，人力資源管理培訓(xùn)，企業(yè)文化塑造，人力資源管理預(yù)測(cè)前瞻幾個(gè)角度來分析問題，糾其根結(jié)所在，給出相應(yīng)的對(duì)策，然后結(jié)合時(shí)事熱點(diǎn)——網(wǎng)易公司人力資源管理部門事件，來具體分析，最后再結(jié)合宏觀環(huán)境得出發(fā)展啟示

關(guān)鍵字

人力資源管理；教育培訓(xùn)；企業(yè)文化；人才培養(yǎng)；激勵(lì)約束機(jī)制

Abstract

Since the nineties, it has become the era of rapid development of knowledge and digital economy。 In the environment of great development of science and technology, there are more and more requirements for enterprises, more and more detailed。 Such a fierce market makes enterprises have to have high comprehensive competitiveness。 This requires that capital ability, management ability, resource ability, technical ability and equipment strength must be mastered in an all-round way。 Without any of them, an enterprise, if it does not have the above capabilities and has great advantages, will inevitably be eliminated by the market trend and will never turn over。

Due to the particularity of China's national conditions, after liberation, in order to meet the needs of domestic production, China has been under the planned economy system for a long time。 From the abolition of the planned economy system to the present, it is only 40 years。 In these 40 years, China's regional development is unbalanced, and the excessive rhythm from the planned economy to the market economy is not the same, which leads to the human resource system of China's enterprises There are a lot of problems, long-term restricted by the influence of planned economy, and late reform and opening up, which lead to the backwardness of human resource management research in China compared with other developed and advanced countries, not only the progress is very slow, but also the follow-up education and teaching of human resources is not enough, and the time is too short。

This paper uses literature research, inductive summary, case analysis and logical analysis to study the influencing factors of human resource management in modern Chinese Enterprises。 It analyzes the problems from the perspectives of human resource concept, human resource management training, corporate culture shaping, human resource management prediction and foresight, rectifies the root, and gives the corresponding countermeasures。 Then it combines the current hot spots - - events of Human Resources Department of Netease companyare analyzed in detail, and finally the development enlightenment is obtained based on the macro environment

Key words

Human Resource Management； Education Training ；Enterprise Culture ；Personnel Training ；Incentive AndRestraint Mechanism