民营企业人才困境用人误区对策分析摘要我国改革放开四十年以来,随着经济和科技文化水平的不断提高,人民生活水平标准的显著上升,我国中小型民营企业的地位也在稳步提升,它在经济领域的国民经济发展中发挥着越来越重要的作用。但是，民营企业就业的各种不足日益突出，直到现在它对企业的发展造成了重大威胁，影响了民营企业的生存和发展。这使得一部分的民营企业在如今竞争激烈的市场博弈中越发举步维艰,最终必将造成严重的社会问题,不得不引人深思。本文立足于民营企业用人困境及其对策课题的基础上,对我国民营企业所面临的人才困境进行了分析和研究,并对企业用人所存在的误区进行阐述和提出纠正措施与相应的对策。关键词:中小民营企业;人才困境;竞争激烈;措施对策AbstractSincetheopeningofChina'sreformforfortyyears,withthecontinuousimprovementofthelevelofeconomy,science,technologyandculture,andtheremarkableriseinthestandardoflivingofthepeople,thestatusofsmallandmedium-sizedprivateenterprisesinChinaisalsosteadilyimproving.Itplaysanincreasinglyimportantroleintheeconomicdevelopmentofthenationaleconomy.However,theshortageofemploymentofprivateenterprisesisincreasinglyprominent,untilnowithascausedamajorthreattothedevelopmentofenterprises,affectingthesurvivalanddevelopmentofprivateenterprises.Thismakessomeprivateenterprisesmoreandmoredifficultinthefiercecompetitioninthemarketgame,andwilleventuallycauseserioussocialproblems,soithastobethought-provoking.ThisarticleisbasedonthepeopleOnthebasisofthedifficultiesofemployingpersonnelinenterprisesandtheircountermeasures,thispaperanalyzesandstudiestheplightoftalentsfacedbyprivateenterprisesinChina,andexpoundsthemisunderstandingsexistingintheemploymentofenterprisesandputsforwardcorrectivemeasuresandcorrespondingcountermeasures.Keywords:smallandmedium-sizedprivateenterprises;talentdilemma;fiercecompetition;measuresandcountermeasures目录一、国内中小民营企业概况............................................6二、中小企业用人误区................................................72.1企业误区概括.................................................72.2中小企业就业误解的原因.......................................8三、中小企业人才困境................................................93.1独人独工种现象普遍存在.......................................93.2招人难.......................................................93.3人才流失现象严重.............................................9四、中小企业困境产生原因......................................................................................104.1企业的规模和发展阶段限制.........................................................................104.2企业所处地理位置限制.................................................................................104.3工资福利待遇和预期的成长空间限制.........................................................104.4企业管理粗放、远景不清晰造成的消极影响.............................................10五、解决中小企业人才困境的对策..........................................................................115.1强化培训,岗位成才,-职多能、交叉兼职......................................................115.2聘请大专院校、科研院所高精尖人才.........................................................115.3待遇、文化、远景留人.................................................................................11结论..........................................................................................................................12致谢.........................
