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目前我国绿化管理企业多数还是以劳动密集型为主、智力技术型为辅的专业资质施工组织。随着我国绿化市场的快速发展,绿化管理企业人力资源管理的问题和症结也渐次揭示和显现。具体表现为:其一,管理方式落后。其二,队伍结构失衡。其三,人才流失普遍。这些绿化企业人力资源管理方面存在的问题,同时也影响和制约着我国绿化企业的正常健康发展。人力资源管理涉及到人的思想、心灵,只能通过更多的理性分析来对待人力资源管理问题;同时人力资源管理所产生的效益是无形的,潜移默化的,是通过物质形态表现出来的,所以企业人力资源管理应被视为一种长期性、动态性、战略性的管理工作,并将人力资源管理与企业的经济效益紧紧结合,达到企业增值、员工增收的效果。
At present, most of China’s afforestation management companies are still mainly labor-intensive, supplemented by intelligence technology-based professional qualification construction organization. With the rapid development of greening market in our country, the problems and cruxes of human resource management in greening management enterprises are gradually revealed and revealed. Specific performance: First, the management of backward. Second, the team structure is unbalanced. Third, the loss of talent is widespread. The problems existing in human resource management of greening enterprises also affect and restrain the normal and healthy development of greening enterprises in our country. Human resource management involves people’s thoughts and minds and can only deal with human resource management problems through more rational analysis. At the same time, the benefits produced by human resource management are intangible and subtle, which are manifested through material forms. Therefore, Enterprise human resources management should be regarded as a long-term, dynamic and strategic management, and human resources management and economic efficiency of enterprises closely integrated to achieve value-added enterprises, the effect of employee income.