沈 阳 化 工 大 学 科 亚 学 院本 科 毕 业 论 文题 目：国有企业人力资源问题及对策研究 专 业： 班 级： 学生姓名： 指导教师： 论文提交日期： 2014 年 6 月 13 日 论文答辩日期： 2014 年 6 月 21 日摘要随着当代社会经济的迅速发展，人力资源管理变的日益重要。我国国有企业是国民经济的重要组成部分，同时也是国民收入的主要来源。国有企业在不断发展跟壮大的同时也面临着一些不可避免的巨大挑战。国有企业人力资源,国有企业参与市场竞争，表面上看是产品和服务的竞争，是技术的竞争，其实质是人才的竞争。随着知识经济时代的到来和全球一体化进程的加快，我国企业面临着更加激烈的市场竞争。企业能否在日趋激烈的市场竞争中生存和发展，关键在于企业是否具备核心竞争力。而核心竞争力来自于企业的众多资源之一人力资源。人力资源是指能够推动整个经济和社会发展的具有智力劳动和体力劳动能力的人们的综合，它包括数量和质量两个方面。企业要想充分、合理地利用人力资源，就必须做好人力资源管理工作。人力资源管理是研究组织中人与人之间的关系调整、事与事之间的关系协调以及人与事之间的匹配适应，以调动人力资源的积极性，发挥人力资源潜能，提高人员工作效率，使得人尽其才，事得其人，人事相宜，最终实现组织目标的理论、方法、技术和工具的统称。企业如何做好人力资源管理工作，进而充分、合理地利用人力资源使人力资源充分发挥作用以保持企业强劲的竞争力和生命力，是摆在众多企业管理者面前的重大课题。国有企业激励机制的失效，挫伤了企业员工的积极性，之前所具备的种种福利也都随着国家各项改革政策消失了，激励不足带来了一系列严重后果，如企业员工外流，员工的工作积极性不足导致企业效率下降。还有就是国有企业的绩效考核，绩效考核不仅是企业对员工的工作绩效情况的评估，也是员工心理上的一种高层次需求成就感的需求。考核不仅在分配和人才选拔上有指导意义，而且有广泛的激励作用。员工培训虽然会让企业投入大量的人力和物力，但会大大地提高企业的服务和产品的质量。同时可以储备满足公司横向、纵向及重要岗位的用人需求。通过对这些问题的研究我们给出了相应的对策。 本文主要阐述了四个。第一部分是国有企业当前的发展状况；第二部分是什么是国有企业，人力资源管理的概念及重要意义；第三部分是企业人力资源管理中存在的几个主要问题,企业人力资源开发中存在的问题和国有企业人员考核中存在的主要问题；第四部分是企业人力资源问题分析及可持续发展的对策。关键词: 国有企业；人力资源；问题；对策Abstract Along with the rapid development of contemporary socio-economic, human resource management has become increasingly important. Chinas State-owned enterprise is an important component of the national economy, as well as a major source of national income. Expansion of State-owned enterprises, but also the enormous challenges facing the inevitable.Human resource in State-owned enterprises, State-owned enterprises to participate in market competition, appears to be competition in products and services, is a technology competition, the essence of which is a talent competition. With the advent of the era of knowledge economy and the acceleration of the process of global integration, Chinese enterprises are facing more fierce competition in the market. Corporations in the increasingly fierce market competition, the survival and development depend on the availability of core competitiveness of enterprises. And core competencies from the enterprise one of the resources-human resources. Human resources refers to the ability to promote the overall economic and social development of people of intellectual work and manual labor capacity and integrated, including quantitative and qualitative aspects. Enterprises want full and rational utilization of human resources; it must be good management of human resources. Human resources management is a research organization and the adjustment of relations between people, things and events coordination, as well as the relationship between people and things between matches to adapt in order to arouse the enthusiasm of human resources, human resource development potential, improve staff productivity, makes the best use of, person, personnel becoming, but ultimately to achieve organizational goals of theory, methods, techniques and tools that collectively. Enterprises how to manage human resources work and full and rational utilization of human resources human resources role into full play in order to keep your business strong competitiveness and vitality, are placed in the important task in front of many business leaders. Expiration of an incentive mechanism in State-owned enterprises, and dampens the enthusiasm of employees, both before the various benefits disappeared as the countrys reform policies, inadequate incentive has had a number of serious consequences, such as the exodus of employees, lack of employee motivation resulting in decreased efficiency. Then there is the State-owned enterprise performance appraisal, performance appraisal is not only on employees work performance evaluation of the situation, is also a high demand on the employees psychological demand a sense of achievement. Personnel selection not only instructive, but also have a wide range of incentives. Business to employee training invested a lot of manpower and material resources, but it will greatly improve the quality of business services and products. While reserve met transverse, longitudinal, and important job an employer needs. By researching these problems we give appropriate countermeasures. This article focuses on four. The first part is the current development situation of State-owned enterprises. The second part is State-owned enterprise, the concept and importance of human resources management. The third part is the main problems existing in Enterprise human resource management. Problems existing in enterprises human resource development and the main problems of State-owned enterprise personnel assessment. Part IV is problems analysis and countermeasures on sustainable development of human resources in enterprises. Key words: State-owned enterprises; Human resources human resources Problem; Countermeasures