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1、试论传统大型企业人力资源管理效率的提高中英文对照The efficiency of the human resource management of traditional large enterprises increase in Chinese and English.目前传统企业在人力资源方面或多或少都存在着管理模式呆板单一的现象，对于企业的长远发展极为不利，提升企业人力资源管理效率能帮助挖掘内部人才潜力，提升企业竞争力。本文通过探讨传统企业管理模式的欠缺提出相应的人力资源管理方法。At present, the traditional enterprise in the human r
2、esources there are more or less a management mode of a single mechanical phenomenon, for the long-term development of enterprises is extremely unfavorable, enhance the efficiency of enterprise human resource management can help tap the internal potential talent, enhance the competitiveness of enterp
3、rises. In this paper, by discussing the lack of traditional management mode of enterprise human resources management is put forward corresponding methods.【关键词】 传统企业 人力资源管理 效率提升。 keyword the efficiency of human resources management in traditional enterprises.随着世界经济的快速发展，各个企业已经开始充分认识到人才的重要性，可以说，在当前的形式
4、下，哪个企业拥有大量的人才，就拥有了巨大的潜力。对于人才的管理也是目前企业需要发展的重要部分之一，一个企业是否强大在很大程度上取决于它能否做到有效的人力资源管理。如果能将企业员工的潜力发展，做到人尽其才，企业的未来不可限量。因此，人力资源的管理对于企业的生存和发展有着重要作用个，做好人力资源管理，相当于无形中提高了企业的竞争力，本文就如何提高人力资源管理效率进行探讨。With the rapid development of world economy, all enterprises have begun to realize the importance of talent, can be
5、 said that, under the current circumstances, the enterprise which has a large number of personnel, it has great potential. For one of the most important part of human resource management is the enterprise need to develop, an enterprise is strong or not depends largely on whether it can achieve the e
6、ffective human resource management. If the employee potential development, to give full scope to the talents, the future of enterprises limitless. Therefore, human resource management plays an important role in the survival and development of enterprises, do a good job in human resources management,
7、 the equivalent of a way to enhance the competitiveness of enterprises, this paper discusses how to improve the efficiency of human resources management.一、传统企业人力资源管理缺陷。One, the traditional enterprise human resources management defect.1 、管理模式单一呆板。相对于现代企业来说，传统企业在人力资源管理方面存在很多不足之处，其中重要一点就是传统管理方法过于单一，基本上
8、都是下级按照上级命令办事，这种缺乏变通的管理模式效率低下，而且一旦发生意外情况会因为无法及时根据情况做出有效应对造成企业的瘫痪，对企业的发展极为不利。除此之外，由于管理模式太过单一，企业员工潜力的不到开发，员工只是简单的执行上级命令，缺少企业认同感，无法做到人尽其才，企业缺少活力与发展的动力，这样的企业在激烈的市场竞争中只能慢慢被淘汰。1, the management mode of single rigid. According to the modern enterprise, the traditional enterprise has many deficiencies in the
9、 management of human resources, the most important one is the traditional management method is too single, basically is lower in accordance with the superior orders, this lack of low management efficiency of alternative, but once the accident will not timely according to respond effectively to cause
10、 the enterprise the paralysis, the development of enterprises is extremely unfavorable. In addition, because the management mode is too single, not to the development of potential employees, employees only enforced the simple command, the lack of corporate identity, cannot give full scope to the tal
11、ents, lack of vitality and development of the power enterprises, such enterprises in the fierce competition in the market will gradually be eliminated.2、传统管理系统太过封闭。传统企业管理模式另外一个重要特点就是封闭性极强，不同部门之间联系很少，基本上只有相关的部门才会有一些业务上的联系，员工的任免全部由上一级领导部门决定，存在严重脱离实际的现象。相比之下，现代企业的人力资源管理则更加开放，不同部门之间的合作交流更加多样化，这对于企业内部凝聚力
12、的提升和文化论文 target=_blank企业文化的建立有着巨大好处。同时，由于不同部门之间的相互沟通也保证了信息的准确传达，出现特殊情况时可以采取有效措施及时应对。2, the traditional management system too close. The traditional enterprise management mode is another important characteristic is closed very strong, very little contact between different departments, basically only
13、the relevant departments will have some business relations, staff of the appointment and removal of all decided by a higher authority, there is serious reality phenomenon. In contrast, the modern enterprise human resources management is more open, cooperation between various departments to communica
14、te more diverse, it for the enterprise internal cohesion and enhance the culture of the target= _blank the building of enterprise culture is of great benefit. At the same time, because the mutual communication between different departments also ensure accurately convey information, special circumsta
15、nces can take timely and effective measures to deal with.3 、传统管理方法无法挖掘本质传统企业重视整体上的整齐有序，过于强调规范性，而且对于企业内部员工的能力有所限制，这种管理模式千篇一律，缺乏创新，不能够很好地满足现代社会对于多元化管理方法的要求，因此传统企业应该改变管理模式，侧重于员工潜力的开发，提升办事效率，关注实质性内容，提升企业竞争力。3, the traditional management methods can not dig the essence of traditional enterprises attach i
16、mportance to the orderly, too much emphasis on the normative, and capacity for internal staff limitations, this management mode, follow the same pattern, lack of innovation, can not well meet the demands of modern society in diversification management method, so the traditional enterprises should ch
17、ange the management mode, development focus on the potential of the staff, improve work efficiency, pay attention to the substantive content, enhance the competitiveness of enterprises.二、提升传统企业人力资源管理的建议。Two, improve the human resources management in traditional enterprises suggestions.1、用长远眼光培养内部员工。
18、如今的企业发展强调以人为本，为适应现代社会的发展需求，企业也要做到重视内部人才的挖掘和培养，提升企业员工素质，以长远眼光对待企业员工的培养问题。塑造有胸怀、有魄力的企业文化，提升员工对于企业的认同感和归属感，同时关心员工生活状况，及时给员工提供必要的帮助，让企业内部更加具有凝聚力。需要注意的是，单纯靠引进外部人才不是提升企业竞争力的长远方法，人才的磨合融入需要经过一段时间，而且还会浪费一定的企业资源。在选择员工时企业应该全面考虑，选择最适合企业发展风格的人才。1, with a long-term vision to train internal staff. Todays enterpris
19、e development emphasis on people-oriented, in order to adapt the development of modern society, enterprises should also be focused on internal talent and training, to enhance the quality of employees, to look beyond the training of employees. Shaping the mind, strong corporate culture, improve staff
20、 for enterprises sense of identity and belonging, also concerned about the life of staff, timely to the staff to provide the necessary help, let the enterprise with more cohesion. Need to pay attention to is the long-term method, simply relying on outside talent is not to enhance the competitiveness
21、 of enterprises, talent running into need after a period of time, but also a waste of a certain enterprise resource. In the selection of staff of enterprises should be fully taken into account, choose the most suitable for enterprise development style talent.2 、建立明确的奖罚体系。一个企业要想获得长久发展，必须灵活运用奖罚手段。对于表现
22、出色，认真工作，为企业做出杰出贡献的员工应该给与薪酬上的奖励，这种方法可以提升企业员工的积极性，让企业内部人才的能力得到充分发挥。同时对于一些表现懒散，工作消极的员工应该进行警告，必要时可以采取罚款等措施，只有明确奖罚体系，才能保证内部员工的公平性，提升内部员工积极性，同时处理妨碍企业发展，消极工作的人员，对于企业的发展人力资源管理体系的完善都有着重要作用。需要注意的是，目前很多企业都会存在一些“走后门”现象，一些员工凭借各种关系进入企业，在企业中不认真工作，消极应付，对于这种情况应该严肃处理，这种现象严重影响了企业的威信，内部员工看不到公平性，对于企业的长远发展有着极大的危害。2, a cl
23、ear reward and punishment system. If an enterprise wants to obtain long-term development, must be flexible means of reward and punishment. For outstanding performance, serious work, made outstanding contributions to the enterprise staff should give salary reward, this method can enhance the enthusia
24、sm of the employees, let the ability of talents into full play. At the same time for some performance of lazy, negative work staff should carry a warning, if necessary, to take measures such as fines, only clear reward and punishment system, to ensure the fairness of the internal staff, improve staf
25、f enthusiasm, and hinder the development of enterprises, negative work, have an important role to improve the development of human resource management for enterprises the systems. Note that, at present, many enterprises will have some back door phenomenon, some employees with various relations into
26、the enterprise, do not work hard, in the enterprise to cope with the negative, in this case should be seriously dealt with, this phenomenon has seriously affected the enterprise s prestige, internal staff can not see the fairness, with great a danger to the long-term development of enterprises.3 、建立
27、员工良好的发展平台。一是加强文化建设。由于某些员工以追求物质利益为主要目的，导致这部分员工不能更好地融入企业文化，当企业的文化理念与员工自身的价值观不符合时，员工跳槽就成为常态。因此，必须加强企业文化建设，制定明确的企业发展目标，使员工能够充分明白企业的发展方向，同时企业的考核和监督公开、公平和公正，这样才能留得住人才，管得住员工。二是创造良好的竞争环境。公正的竞争环境可以提高企业人力资源管理效率，良好的竞争环境可以起到很好的激励和约束作用。因此，在企业内部，可以推行竞争上岗度，做到岗位和员工的双向选择，提高员工的竞争意识，同时引进企业外部人才，加强企业员工之间的竞争，充分挖掘企业员工的潜能，
28、调动员工的积极性。三是建立岗位风险机制。岗位风险制是指以能者居上为主要原则，以员工的工作效益、工作业绩作为员工岗位晋升及奖励的主要核指标。因此，企业经营者也必须通过建立相应的岗位风险制，将员工的命运与企业的兴亡紧密地联系在一起。岗位风险制的建立，能给予企业员工足够的吸引力，激励职工强化自我约束，发挥自己的聪明才智，为企业资产的保值增值和长远发展竭尽全力。3, establish good development platform for employees. One is to strengthen the construction of culture. Because some staff
29、 to the pursuit of material interests as the main purpose, the staff not to better integrate into the corporate culture, the culture concept and employees own values do not meet, employees will become the norm. Therefore, we must strengthen the building of enterprise culture, making clear developmen
30、t goals, so that employees can fully understand the direction of enterprise development, at the same time the examination and supervision of openness, fairness and justice, so as to retain talent, manage all employees. The two is to create a good environment for competition. Fair competition environ
31、ment can improve the efficiency of enterprise human resource management, good competitive environment can play a very good incentive and constraint. Therefore, in the enterprise, can promote competition, make two-way choice of jobs and employees, improve employee awareness of competition, while the
32、introduction of external personnel, strengthen enterprise competition among workers, fully tap the potential of employees, mobilize the enthusiasm of the staff. Three is the establishment of post risk mechanism. Post risk refers to the excellence as the main principle, based on the employees work ef
33、ficiency, work performance as the main nuclear index employee promotion and reward. Therefore, enterprises must also be through the establishment of corresponding post risk, will rise and fall of the fate and the enterprise staff closely together. To establish post risk system, can give employees at
34、tractive enough to motivate workers, strengthen self-discipline, play to their ones ability and cleverness, for enterprises to increase the value of the assets and long-term development of strain every nerve.三、结语。Three, the conclusion.企业内部人力资源管理对于提升员工归属感认同感，提升企业竞争力有着巨大作用。只有建立科学有效、公平合理的人力资源管理方案才能保证企业
35、内部的合理有序运行，完善人力资源的管理体系有着重要的经济效益，需要每一个企业的探索和深入研究。To enhance their sense of belonging identity of internal human resource management, and it plays a great role to enhance the competitiveness of enterprises. Only to establish a scientific, fair and reasonable and effective human resource management schemes can ensure the orderly operation of enterprises, improve the human resources management system has significant economic benefits, the need to explore every enterprise and research.
