改革开放以来，我国乡镇企业获得迅速发展，日益成为我国国民经济的重要 组成部分、农村经济和县域经济的重要支撑力量、农民转移就业的主渠道，成为 城乡经济市场化改革和以工哺农的先导力量，起到了其他企业不可替代的重要作 用。但是，我们也应该认识到，随着新经济时代的到来，企业内外部环境发生了 重大变化，乡镇企业旧的人力资源管理体制，如家族制、专制与独裁、绩效考核 不科学等，成为制约其发展的瓶颈。 鉴于此，本文选取山东菏泽地区的乡镇企业为研究对象，将乡镇企业人力资 源管理作为研究切入点，从现代企业管理制度的角度，通过案例分析法、系统分 析法、理论与实践相结合的方法，对目前菏泽乡镇企业人力资源管理的现状、特 点、存在的问题及成因进行系统阐释与分析，依据现代企业人力资源开发与管理 理论，提出了菏泽乡镇企业人力资源管理的优化方案，以期为我国乡镇企业人力 资源管理改进与提升提供参考。 本文研究认为，菏泽市的乡镇企业在近几年的发展中已经取得较大的成绩， 但是依然在人力资源管理战略体系、管理架构、人员素质、激励手段、人员流动 等方面存在诸多不足，若无法在第一时间进行有效解决，势必有碍当地乡镇企业 的可持续发展。针对上述存在的问题，本文提出了构建完善人力资源战略管理体 系、建立现代企业管理制度、大力提升人员素质、应用多元化的激励手段、实现 乡镇企业人员有序流动的解决对策。 关键词，乡镇企业；人力资源；企业管理山东师范大学硕士学位论文 II Abstract Since the reform and opening up, Chinese township enterprises have gained rapid development in that it has gradually become the important part of China’ national economy and the important supporting strength for rural economy and county economy as well as the main channel for employment transfer of farmers. Township enterprises, acting as the leading force in the market-oriented reform of urban and rural economies and nurturing agriculture by industry, is playing an irreplaceable role that other enterprises cannot compare. However, what we should clearly recognize is that major changes have taken place in the internal and external environment of enterprises with the advent of the new economy era. The old human resource management systems of township enterprises, such as family system, autocracy and dictatorship, and unscientific performance appraisal, have become the bottleneck that are constraining their development. Given this, this paper selects the township enterprises in Heze of Shandong Province as the research object, and takes the human resource management of township enterprises as the research entry point. From the perspective of modern enterprise management system, this paper, by adopting the case analysis method, system analysis method and the combination of theory and practice method, gives a systematic explanation and analysis of the current situation, characteristics, existing problems and their causes of the human resources management of township enterprises in Heze. According to the human resources development and management theory of modern enterprises, the paper proposes the optimum scheme of human resources management for township enterprises in Heze, hoping to provide reference for the improvement of human resource management in township enterprises. This paper, through its research, believes that the township enterprises in Heze have made great achievements in recent years, but still have many problems in the strategic system, management structure, personnel quality, incentives, and personnel turnover regarding the human resources management. If these problems cannot be solved effectively in the first time, it will inevitably hinder the sustainable development of local township enterprises. In view of the above problems, this paper puts forward some solutions including improving the human resources strategic management system, establishing a modern enterprise management system, vigorously improving the personnel quality, applying diversified incentives, and realizing orderly personnel turnover of township enterprises. Key words: Township enterprises; Human resources; Enterprise management山东师范大学硕士学位论文 目录 第 1 章导论....................................................................................................................1 1.1 研究的背景及意义.......................................................................................... 1 1.1.1 研究的背景............................................................................................. 1 1.1.2 研究的意义............................................................................................. 1 1.2 国内外研究现状及理论基础.......................................................................... 2 1.2.1 国内研究现状......................................................................................... 2 1.2.2 国外研究现状......................................................................................... 3 1.2.3 理论基础................................................................................................. 5 1.3 研究思路和方法............................................................................................... 6 1.3.1 研究思路................................................................................................. 6 1.3.2 研究方法................................................................................................. 7 1.4 研究框架与研究创新点.................................................................................. 7 1.4.1 研究框架................................................................................................. 7 1.4.2 创新点..................................................................................................... 8 第 2 章我国乡镇企业人力资源管理历程与现有政策..............................................10 2.1 我国乡镇企业概述......................................................................................... 10 2.1.1 乡镇企业概念界定与特点................................................................... 10 2.1.2 我国乡镇企业发展历程....................................................................... 12 2.2 现有政策......................................................................................................... 15 2.2.1 乡镇企业政策....................................................................................... 15 2.2.2 乡镇企业人力资源管理政策............................................................... 16 第 3 章研究设计与调查结果分析..............................................................................18 3.1 菏泽市乡镇企业概况..................................................................................... 18 3.1.1 菏泽市乡镇企业在区域市场中的地位及意义................................... 18 3.1.2 菏泽市乡镇企业发展历程与现状...................................................... 20 3.2 调查样本的选择与设计................................................................................ 25 3.3 调查结果分析................................................................................................ 25 3.3.1 菏泽乡镇企业管理者概况................................................................... 25 3.3.2 菏泽乡镇企业人员构成....................................................................... 26 3.3.3 菏泽乡镇企业人力资源管理机制....................................................... 27山东师范大学硕士学位论文 3.3.4 菏泽乡镇企业人力资源流动状况....................................................... 27 第 4 章菏泽乡镇企业人力资源管理存在的问题及成因分析..................................29 4.1 菏泽乡镇企业人力资源管理存在的问题.................................................... 29 4.1.1 人力资源管理体系不完善................................................................... 29 4.1.2 家族管理倾向明显............................................................................... 30 4.1.3 人员素质普遍偏低............................................................................... 31 4.1.4 激励手段滞后....................................................................................... 34 4.1.5 人员无序流动趋于频繁....................................................................... 35 4.2 菏泽乡镇企业人力资源管理问题形成