摘 要在中国三十年的改革开放里，家族企业得到了快速进展，成为了我国经济增长点的一个重要力量，在国民经济中的地位也越来越重。但是我国家族企业由于管理观念滞后，管理机制不健全，管理手段不法律规范，为企业的进一步进展带来很大的阻碍，使中国家族企业的平均寿命短暂。家族企业在创业初期尽显优势，但当企业进展到一定阶段，其中的各个弊端就表现出来，人力资源管理问题尤为突出。人力资源管理对家族企业的竞争和进展起着决定性作用，然而，我国家族企业在人力资源管理上却问题重重，很大程度上制约了家族企业的进展。本文以奥格威电器制造有限公司为例，对其人力资源管理进行实证讨论，找出家族企业在人力资源管理方面存在的问题。指出家族企业在人力资源管理缺乏法律规范，忽视工作分析，招聘过程随意，缺乏法律规范的职业培训，绩效考核制度不公平，人才流失率高等问题，并提出了针对性的对策。关键词： 家族企业；人力资源管理；人才流失Abstract In 30 years China's reform and opening up, the family business has been the rapid development of China's economic growth has become an important force in point, in the national economy is also getting heavier and heavier. However, due to the management of family enterprises in China lags behind the concept, management mechanisms, non-standard management tools for the further development of enterprises a great deal of obstacles, so that the average Chinese family business a short life expectancy. Family business full advantage of the early start-up, but to a certain stage of enterprise development, in which all the defects on the show, human resources management is particularly prominent. Human Resources Management of the family business competitiveness and development plays a decisive role, however, my family business in human resources management is problematic, to a large extent restricted the development of family business. This article to Augewei. Electric Appliances Co., Ltd. as an example, its human resources management...
