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国有企业是国民经济的重要支柱,也是国家收入的主要来源,在中国20多年的改革历程中,国有企业发生了许多改变,企业的效益和实力都有了相当程度的提高。但是,由于体制约束的长期作用,使得国有企业的人力资源管理没有相应地发展,从而限制了企业在下一阶段的发展。在经济全球化的形势下,大批外资企业的进入,在带动我国企业发展的同时,也加剧了人力资源市场竞争。所以,探寻在改革进一步深化过程中,国有企业人力资源管理上的对应策略,是当前非常迫切的工作。
State-owned enterprises are an important pillar of the national economy and the main source of national income. In the course of more than 20 years of reform in China, many changes have taken place in the state-owned enterprises and the efficiency and strength of enterprises have been considerably improved. However, due to the long-term effect of institutional constraints, the human resources management of state-owned enterprises has not been developed accordingly, thus limiting the development of enterprises in the next stage. Under the situation of economic globalization, the entry of a large number of foreign-funded enterprises has led to the development of Chinese enterprises and also exacerbated the competition in the human resources market. Therefore, it is an urgent task to explore the corresponding strategies in the human resource management of state-owned enterprises in the process of further deepening of the reform.