家族企业人力资源管理的分析与对策

论文编号:GS065  字数:21333,页数:29，有外文翻译

摘要
 家族企业是家族成员对企业所有权和经营权进行控制的企业。改革开放以来，我国的家族企业发展很快，据中国社会科学院的调查显示，我国私营企业有80%是家族企业或泛家族企业，他们大多采取家族式的管理和组织形式，其特点是所有权和经营权高度集中。家族企业的管理模式在企业发展的特定阶段具有特定的优势，家族伦理约束简化了企业的监督和激励机制，家庭人员具有排他性，相互间的信任度高，内部交易成本低，所有权和经营权的高度结合避免了代理费用和代理风险，决策效率高。但随着家族企业的发展，家族式的人力资源管理出现了一些问题，已不能满足企业的需求。
 在改革开放和社会的推动下，家族企业如同雨后春笋，开始出现在中国的大江南北。二十多年过去了，从大量的事实中我们可以看出，大部分家族企业只经历了成长、发展阶段，还未到繁荣时期就走下坡路了。国内的一个报告显示，中国家族企业平均寿命仅为2.9岁，而中国企业的平均寿命有8年。导致这样的结果应该是多方面原因造成的，由此引起国内许多学者的重视，激发了对家族企业人力资源管理方面的研究热潮。本文从中国现代家族企业本身的特点入手，主要分析家族企业中人力资源管理方面存在的问题，并有针对性的提出解决办法和措施。

关键词：家族企业　　　　人力资源管理       对策

Abstract
 Family Enterprises is the family members of the ownership and management rights for the control of the enterpris. Since reform and opening up, China's family enterprises have developed rapidly, according to a survey conducted by the Chinese Academy of Social Sciences. China's private enterprises, 80% of family businesses or pan-family business, most of them have adopted the family-run management and organizational forms, characterized by ownership and the right to operate highly concentrated. Family enterprises in the management of specific enterprise development stage has specific advantages, Family ethical constraints of enterprises to simplify the supervision and incentive mechanisms, the household exclusive, mutual trust, internal transaction costs low, ownership and the right to operate a high degree of integration between the agency to avoid the cost and risk of agents, decision-making efficiency. But with the development of family enterprises, family-run human resources management, a number of issues have been unable to meet the needs of enterprises.
    In reform, opening up and social promotion, as countless family business, began to appear in China's major north-south. 20 years have passed from the large amount of facts, we can see that most family firms only experienced growth, stage of development, prosperity and not to slide on the period. A domestic report shows that Chinese enterprises family average life expectancy was 2.9 years, while Chinese enterprises have an average life expectancy of eight years. Such results should be many reasons for this, which will lead the country to many scholars, inspired a family of enterprise human resources management of fever. From modern Chinese family enterprises own characteristics, Analysis of the main family enterprise human resource management issues exist, and targeted solutions and measures.

Key words: Family Enterprises, human resources management, Countermeasures

目       录
1 绪论………………………………………………………………………………….………1
 1.1选题背景与意义  1
 1.2论文结构与研究内容……………………………….…………………………………..1
2 我国家族企业人力资源管理的现状介绍…………………….…………..………...……..3
 2.1 中国家族企业人力资源管理的特点…………………………...…………………...…3
 2.2 人力资源的管理是整个企业管理的核心工作………………………….………….....3
 2.3 家族企业人力资源管理的意义…………………………………………………………4
3 我国家族企业的人力资源管理的问题……………………………………………….……6
 3.1缺乏对企业发展的战略思考，导致人力资源规划的缺乏…………………….……...6
 3.2企业缺乏完善的培训体系………………………………………………….……….….6
 3.3人员任用“任人唯亲”，内部网络关系化……………………………………………..8
 3.4 缺乏科学的激励措施  9
 3.5 职业经理人的引进不科学……………………………………………………....……10
 3.5.1 职业经理人跳槽的现象严重  10
 3.5.2 职业经理人存在“败德”现象…………………………………………………10
 3.5.3 引进职业业经理人重学习轻能力……………………...…………………..…10
 3.6 绩效考核难以顺利进行…………………………………………………………....…11
4 我国家族企业人力资源管理的对策……………………………………………………..14
 4.1 明确企业战略目标，做好人力资源规划  14
 4.2建立科学的员工培训体系,构建学习型企业  15
 4.3 转变人才引进机制，纠正用人原则……………………………………………….17
 4.4 建立合理的激励机制   19
 4.5 科学合理引进职业经理人………………………………………………….……...21
 4.5.1招聘经理人…………………………..…………………………………….…..21
 4.5.2激励外聘经理人员……………………………..……………………………...22
 4.5.3 建立持久性约束机制………………………………..…………………….…22
 4.6 合理实施绩效考核………………………………………………….……………...23
结论…………………………………………………………………………………………...25
参考文献   26
致谢…………………………………………………………………………………………...28

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