Paper代写：Human resource management of enterprises－r51due

下面为大家整理一篇优秀的paper代写范文- Human resource management of enterprises，供大家参考学习，这篇论文讨论了企业人力资源管理。人力资源管理是企业想要稳定发展的管理内容中最为重要的一部分，关乎企业未来的运营水平以及管理水平，因此其同样也是企业在竞争激烈的市场中能否站稳脚跟的法宝。加强人力资源的管理力度会帮助企业拥有最强的优势，也会帮助企业拥有更多高素质人才，这对企业来说是提升经济效益和持续发展的重要手段。

Human resource management is the most important part of the management content that the enterprise wants to develop stably, relate to the future operation level and management level of the enterprise, so it is also the magic weapon that the enterprise can gain a foothold in the competitive market. Strengthen the management of human resources will help enterprises have the strongest advantage, but also help enterprises have more high-quality personnel, which is to enhance economic efficiency and sustainable development of the important means, this article mainly from the following aspects of its analysis.

To change the status of oil companies, in order to improve the core competitiveness of petroleum enterprises and keep the sustainable development of petroleum enterprises in the increasingly complex competitive environment, oil enterprises must carry on in-depth analysis and research on human resource management, establish a perfect human resource management system and give full play to the role of people in the enterprise.

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Under the background of rapid economic development and fierce competition in market economy, China's petroleum enterprises are facing more and more severe market environment. Whether petroleum enterprises have higher level of human resource management is one of the main determinants of the position of Chinese petroleum enterprises in the fierce market competition. For petroleum enterprises, scientific and reasonable human resource management can not only solve the problems in the long-term development of enterprises, but also attract, retain and motivate talents according to the actual demand of the oil enterprises, so as to provide more impetus for enterprises to promote the long-term and Objective of stability and sustainable development. Thus, for oil enterprises, human resource management plays an important role.

Some oil enterprises have a weak awareness of human resource resources, and the company's human resources management system is imperfect, even more, some oil enterprises have not formally set up human resources-related management departments, human resources management system can not adapt to the development of the Times, the final result of these oil companies have low personnel utilization, Greatly hindered the future development prospects of the oil industry.

One of the most serious and prominent problems in the human resource management of Chinese petroleum enterprises is the lack of scientific and rational human resources management planning. At present, the petroleum employees in our country are the first in all oil companies in the world, but the labor productivity of employees and the production benefit per capita have a big gap with similar foreign oil enterprises. Thus, the lack of human resources in China's oil enterprises is not the staff and talent, but the need for scientific and systematic human resources planning, can not make the oil enterprise's human resources to play its due role, the right to tap the potential of employees, not conducive to the better development of oil enterprises.

Petroleum enterprises cannot detain high quality and high level talents. This kind of brain drain rate is closely related to the unreasonable staff incentive mechanism of oil enterprises and the lack of fairness of compensation. In the actual work, the first-line oil exploration workers have a large labor intensity, but the actual salary paid by them has a certain gap with the managers and the office staff, so that the fair material incentive will affect the employees ' working mood and enthusiasm.

The implementation of human resource management in petroleum enterprises needs the enterprise leaders to realize the importance of performance management, strengthen the propaganda work on the importance of performance management, enhance the understanding of the leadership and staff on the performance management, thus establish the scientific human resource performance management concept, improve the comprehensive quality of the employees and the overall economic benefit The performance management personnel of oil enterprises should do propaganda and counseling work, find out the unhealthy emotions in the human resource management, and help them to make a better change, so that they can treat the examination work correctly, so as to realize the long-term and healthy development of small and medium-sized enterprises.

In the process of implementing the human resource management of oil enterprises, a scientific and reasonable human resource plan should be formulated, the evaluation of the existing talents in the enterprise and the forecast of the future demand of human resources should be done, and the recruitment and absorption of talents will be done on the basis of fully excavating the existing staff potential. Arrange the enterprise in the human resources management process each link work. Such scientific and reasonable human resources planning can not only ensure the smooth development of the human resources work of oil enterprises, but also ensure that enterprises absorb more high-quality and high-level talents, and ensure that enterprises can obtain the appropriate number of talents when needed, at the same time, It can also provide the basis and motivity for the development of human resources in petroleum enterprises.

In the original salary system of petroleum enterprises, the distribution form of enterprise wages is relatively unitary, the basic salary is combined with corresponding welfare, and the application of incentive mechanism is lacking. In order to change this situation, in designing the compensation system of oil enterprises, we must pay attention to the application of variable compensation, implement "How to do more, less do less, do not do", of course, can not blindly emphasize the performance of the work, but also take into account the overall situation. We can formulate the compensation system of oil enterprises according to the following methods. For example, some employees have more difficult material life, so in the staff to make outstanding contributions, you can give a certain amount of bonuses as an incentive, while some staff material life is more satisfied, but the urgent need for self-development, want to grow and grow in the enterprise, then the enterprise will provide a fair, open, fair competition platform, At the same time, to do a good career planning. Incentive system only to meet the actual needs of employees, its role can be played out.

In a word, oil enterprises in the implementation of human resources management in the process of many factors, conditions and constraints and then there are more problems, so oil managers must first recognize the importance of human resources management, human resources management in the first place. At the same time, the petroleum enterprise management personnel should from the human resources management process existence many problems, carries on the thorough analysis to these questions, then explores the pertinent solution countermeasure, promotes the petroleum enterprise's long-term, the stability and the sustainable development.

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