工商治理专业毕业论文(定稿)篇一：工商治理专业毕业论文完好版工商治理专业学生毕业论文标题：民营企业人力资源治理征询题及对策研究学生姓名学号分院专业班级指导老师中文摘要摘要随着中国市场经济的不断深化，企业竞争日趋剧烈，人力资源作为最具活力、最具开展前景、最具收益的战略资源，成为企业参与竞争和谋求开展的主导要素。人力资源是企业最重要的竞争资源。本文通过定量调查、定性分析等方式对浙江民营企业的人员招聘、培训、薪酬治理、绩效考核、鼓舞措施等人力资源治理征询题进展了调查分析，认为民营企业在人力资源治理方面仍处于传统人事治理阶段，人力资源治理机构定位低，对培训投入严峻缺乏，且缺乏有效的鼓舞机制。导致的缘故有民营企业对人力资源治理注重程度不够，加上受传统中国人情关系的阻碍，人力资源治理的目的不清，各种治理手段效果不佳。且民营企业消费部门效率不高、不能及时补充货源，销售部门应收帐款回收情况不理想等征询题都能够归结到人力资源治理中去处理。要处理这一征询题，不仅要提高认识，而且要不断完善人力资源治理体系，在员工鼓舞、人员配置和企业文化建立等方面下功夫。关键词：民营企业；人力资源治理；征询题分析；建议II目录目录1引言2民营企业人力资源治理相关概念····································································································································41·······································································2.1民营企业概念与特点·································································································12.2人力资源治理的定义及其内容···············································································23民营企业加强人力资源治理的必要性·····························································33.1人力资源治理的一般作用························································································33.2民营企业的运营规模和人员规模不断扩大··························································43.3加强人力资源治理有助于提高民营企业的竞争力·············································43.4人力资源治理能够提高员工的工作绩效······························································44民营企业人力资源治理案例分析·······································································54.1A公司创业及开展历史······························································································54.2A公司人力资源治理现状··························································································64.2.1人力资源治理职能挂在总经理办公室······································································74.2.2人力资源制度分散在各岗位制度中··········································································74.2.3有较为明确的薪酬奖励体系······················································································74.3A公司人力资源治理征询题及缘故·········