摘要
从当前我国国有企业人力资源管理的现状来看,当前人力资源管理中还存在着工作分析缺乏针对性、实用性不强、绩效考核流于形式、薪酬体系起不到激励作用等问题。针对这些问题,特提出改进措施:一是要进一步加强和完善工作分析体系;二是要建立以KPI指标为核心的绩效考核体系、实施动态管理;三是要建立以绩效、能力和技能为基础的多元薪酬体系,确保企业能吸引人才、留住人才,提升人力资源管理实践能力。
In view of the present situation of human resources management of Chinese State-owned Enterprises, such problems exist as work analysis without a clear aim, poor practicability, achievements inspection which becomes a mere formality and the emolument system which can not play the role of encouragement. Aiming at these problems, the author proposes some improvement measures especially. Firstly, further strengthen and consummate the work aalysis system. Secondly, establish an achievements inspection system taking the KPI target as the core and implement dynamic management. Thirdly, establish a multi-dimensional emolument system taking achievements, ability and skill as the foundation to ensure the enterprise to be able to attract and detain talents, thus promoting the practical ability in human resources management.
出处
《江汉石油职工大学学报》
2007年第5期47-50,共4页
Journal of Jianghan Petroleum University of Staff and Workers
关键词
国有企业
人力资源
管理实践
KPI
薪酬管理
State--owned Enterprises
Human Resources
Management Practice
KPI
Emolument Management
