care and maintenance innovation of human resource，从我国人力资源打点实践与理论两个方面论述创新问题， theevolution of human resource management obviously falls behind. Talents are notconfined to a small scale。

建设新型员工关系 3.3.3 操作信息技术。

一直创新， andsystematically presents the basic procedure of human resource management. Thethird chapter chiefly analyzes the present situation and the future development trendof human resource management，human resource，联结人力、物力，对人力资源打点的投入不敷，维护人才是摆在现代人力资源打点中的关键问题， they begin to seek a broader platform in order to achievetheir own development. So，人力资源保养与维护创新，实现虚拟化打点 第 4 章 企业人力资源打点创新计谋 4.1 我国企业人力资源打点创新概述 4.1.1 以酬报本是人力资源打点创新的根底 4.1.2 战略性形式是人力资源打点创新的保障 4.1.3 科学化打点是人力资源打点创新实现的须要因素 4.2 我国企业人力资源打点实践创新 4.2.1 现代打点科学实践的创新 4.2.2 企业组织实践的创新 4.2.3 人本主义的回归 4.2.4 多学科相联结的人力资源打点实践 4.2.5 战略人力资源打点 4.3 我国企业人力资源打点理论创新 4.3.1 人员培训创新-企业总策动 4.3.2 绩效打点创新-综合评分打点法 4.3.3 鼓励方法创新-企业运营参预法 4.3.4 人力资源保养与维护创新-安康与安详打点法 4.3.5 打点方法创新-分层合作法 结 论 参考文献 致 谢 ，打点方法创新等，随着全球化进程的开展，我国人力资源打点表示出四方面的特点，员工关系发生严峻变革。

现代人力资源打点顺应了时代开展的的大趋势， organization，运用科学的打点方法。

写作思路与构造安排，常识型员工多元化的需求对企业来说是宏大的挑战，现代人力资源打点的核心是人，实现自我价值，人力资源打点就要与时俱进。

strategic human resource management， Human resource management must advancewith the times， perfect oneself。

complete organizationalgoals at full capacity. With the development of the globalization process， talent flowing has become an inevitable trend in modernsociety. Based on the situation above，并系统地介绍了人力资源打点的根本工作步伐，进步工作效率， tohelp people to fully understand oneself，随之而来的问题不容无视，国表里钻研综述，the innovation theory of human resource management needs to do as follows : thetheory innovation of modern management science，也是对前几章所提出的人力资源打点创新问题钻研，本钻研希望通过钻研企业人力资源打点问题及创新计谋。

人才以不再局限于小范围中，人力资源打点实践创新需做到：现代打点科学实践的创新，为了实现本身开展， management innovation 目 录 摘 要 Abstract 目 录 第 1 章 绪 论 1.1 钻研背景 1.2 钻研意义 1.3 国表里钻研综述 1.4 钻研思路与构造安排 第 2 章 企业人力资源打点概述 2.1 人力资源与人力资源打点的定义 2.2 人力资源打点的功能与目的 2.3 人力资源打点的根本工作步伐 第 3 章 我国企业人力资源打点的现状及开展趋势 3.1 我国企业人力资源打点的特点 3.1.1 现代人力资源打点以酬报核心 3.1.2 企业人力资源打点领有灵敏的用人机制 3.1.3 企业人员活动性鲜亮增强 3.1.4 常识型员工需求多元化给企业提出了更高的挑战 3.2 我国企业人力资源打点存在的问题 3.2.1 人力资源打点形式破旧 3.2.2 企业人力资源打点投入不敷 3.2.3 人力资源打点部门本能机能过于简化 3.2.4 人力资源打点约束与鼓励机制不完善 3.2.5 人力资源打点方法不科学 3.3 我国企业人力资源打点开展趋势 3.3.1 人力资源结构的系统性与片面性 3.3.2 存眷常识型员工， technology andinformation，第二章是对我国企业人力资源打点做的全方位的概述， even the development of society. The purpose of my research is to helpenterprise to change management attitude， the theory of human resource management ofmultidisciplinary combination ，结构职业生涯， scientific management is thenecessary factor to achieve innovation of human resource management. Based on this， the flowof the talent is getting stronger and stronger， improve management methods and themanagement conditions。

and keep constant innovation. This article is divided into four chapters: the first chapter mainly explains thebackground and significance of the research， fullymake use of talent advantage， 关键词：企业；人力资源；打点创新 Abstract Todays era is dominated by talents， driving the talent development. How to cultivatetalents， coordination，鼓励方法创新，完善本人，表现出如下趋势：人力资源结构愈加系统性与片面性，是以人才为主要合作力的时代， unscientificmanagement method and so on，充裕阐扬人才劣势，股权分配， maintenanceof human resources together. The purpose of human resource management is to fullyachieve the human potential，the core of modern human resource management is people; the enterprisedemanding of talent indicates the characteristics of talent flexible liquidity， incentivemethod innovation， human resource management reflects the following tide: human resource charting would be more systemic and comprehensive; employeerelations would be greatly changed; Virtualization of human resource managementwould be the mainstream. The fourth chapter is an essential section in the research ofthis article，企业对人才的需求出现出灵敏多变的特点， humanism regression，以人才为开展的鞭策力是实现可连续开展的必由之路， use talents，虚拟化的人力资源打点成主流。

打点方法不科学等，人力资源打点的宗旨是充裕阐扬人的潜能，并在全球范围内实现资源与信息共享的时代， the organization theory innovationof the enterprise， etc.; thepractice innovation of human resource management should take the ways as:personnel training innovation，很多企业人力资源打点形式相对破旧， writing thoughts and structure arrangement. The second chapter is acomprehensive overview of human resource management in China. It introduces thedefinition of human resource and human resource management，人才活动性鲜亮增强，约束与鼓励机制不健全，第三章主要剖析了人力资源打点现状及开展趋势，力争自我目的与企业目的最大限度的交融与实现， fulfil the sustainable development of the enterprise。

elaborates the goaland the function of human resource management from multiple perspectives，就目前世界开展趋势看，以酬报本是人力资源打点创新的根底，我国人力资源打点将会顺应时代潮流。

the diversified demand ofknowledged-based employees for enterprise is a huge challenge. Consequently，组织、协调、培训、维护人力资源， strategic model is theinnovation guarantee of human resource management。

多角度地论述了人力资源打点的目的与功能， etc. Human resource management affects the sustainable development of theenterprise，战略性形式是人力资源打点创新的保障，与传统人力资源打点比较而言， combining themanpower and material resources，基于此。

使用人才， the research summary at home andabroad，企业组织实践的创新，从现代人力资源打点特点、存在问题，实现企业的可连续开展；协助人才充裕相熟本人。

these issues limit the development of the enterprise. Our country will follow the trend of the times on the basis of the current situation ofthe world development， illustrates innovation problems fromboth of theory and practice of human resource management. People-oriented is theinnovation foundation of human resource management。

人本主义回归，如何造就人才，management method innovation，基于以上状况。

以科技与信息为支撑。

此刻的时代是常识经济时代，这些问题制约了企业的开展。

绩效打点创新，开展趋势三个角度来论述，wecant ignore such questions as old-fashioned management mode; insufficientinvestment in human resource management; simplified-functions for human resourcemanagement; incomplete restraint and incentive mechanism，科学化打点是人力资源打点创新实现的须要因素。

协助企业扭转打点态度、改进打点方法、改善打点环境、完善人力资源打点制度， supported by science，战略人力资源打点等；人力资源打点理论创新需做到：人员培训创新，频繁的活动已势不成挡， discusses from three aspects--the managementcharacteristics of modern human resources，寻求更广大的平台，关乎社会的开展。

领有人才，最大限度的完成组织目的。

plan career， maintain talents is the critical problem confronting the modernhuman resource management. Compared with the traditional human resourcemanagement， keeping and maintaining talents， Modern human resource management conforming to the trend ofdevelopment of the times adopts scientific management methods， 摘 要 此刻的时代是以人才为主导，给出人力资源与人力资源打点的定义，多学科相联结的人力资源打点实践， and it is also about the innovation question research of human resourcemanagement mentioned in the above chapters，第四章是本文钻研的一个重点章节， having realized resource and information shared on a global scale. Thecurrent times is on the basis of the knowledge economic one with talent as the maincompetitiveness. It is the only way to achieve sustainable development through takingin，。

performance management innovation， perfect the system of human resource management， 本文共分为四个章节：第一章主要说明钻研背景、意义， training，人力资源打点开展的速度鲜亮滞后，strive for the maximum integration and implementation of self-target and enterprisegoal through the study of human resource management problems of the enterprise andinnovation strategy. Key words:enterprise，掌握人才， realize self-worth， existing problems and evolution tendency. Human resource management in our country shows the characteristics of four aspects，人力资源打点部门本能机能简化。

improve the efficiency of work， 人力资源打点关乎企业的可连续开展。

人力资源 中国企业 优化 管理模式 探究

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