浅论人力资源管理创新与和谐劳动关系构建

论文题目：浅论人力资源管理创新与和谐劳动关系构建学科（专业）：XXXX申请人：XXX指导教师：XXX摘要人力资源管理的理念和模式引入我国的时间并不长，发展相对滞后，仍存在诸多现实问题。这种“先天不足”正是形成金融危机下我国企业人力资源管理严峻挑战的主要原因。金融危机使得国内本来就存在发展“短板”的企业人力资源管理所面临的形势更加严峻。席卷全球的金融危机使得世界经济陷入困境，我国从金融业到房地产业、物流业、制造业、服务业等各个行业都不同程度受到影响，很多企业迫于压力而不得不采取裁员、降薪、缩减或冻结招聘等非常措施。这些行动给企业员工招聘、绩效管理、薪酬管理、员工关系管理、员工激励、企业文化建设等人力资源管理工作带来种种挑战。然而，机遇与挑战并存，金融危机中同样蕴含着机遇。当前，饱受金融危机困扰的世界经济已经出现复苏迹象，世界各国正在为后金融危机时代的新一轮大发展傲积极准备，而我国经济也步人平稳回升的关键阶段。在此背景下，我国企业如何走出危机阴影，处理好劳资关系，重新审视危机带来的挑战与机遇，抓住机遇迎接新一轮发展，对于企业乃至整个国民经济实现可持续发展具有重要意义。金融危机下，企业恢复生机，人力资源管理是个突破口。金融危机给我国企业人力资源管理带来的不仅是挑战，也经济危机下使企业的各种劳动关系问题开始凸显与爆发,影响了和谐劳动关系的构建,但同时经济危机也给企业破解劳动关系问题的难题提供了新契机,企业应充分抓住机遇,通过创新和提高企业的人力资源管理水平,发展和构建和谐的劳动关系,化解各种劳动关系问题。我国企业应当在危机中迅速调整人力资源管理模式，在金融危机的驱动下的实现战略转型，推动企业更好更快发展。关键词：人力资源劳动关系人力资源管理Title:OnHumanResourceManagementandBuildingaHarmoniousLaborRelationsSpeciality:XXXXXXXXXXXApplicant:XXXXXXXXXXXSupervisor:Prof.XXXXXABSTRACTHumanresourcesmanagementconceptsandmodelsintroducedinChinaforashorttime,developmentislaggingbehind,therearestillmanypracticalproblems.Thisinherentthefinancialcrisiswastheformationofthecorporatehumanresourcemanagementchallengesofthemainreasons.Financialcrisis,domesticdevelopmentalreadyexistsshortcomingsofthecorporatehumanresourcemanagementfacesanevenmoresevere.Thefinancialcrisissweepingtheglobemaketheworldeconomyintrouble,ourcountryfromthefinancialindustrytorealestate,logistics,manufacturing,servicesandotherindustrieshavebeenaffectedtovaryingdegrees,manycompaniesunderpressureandhaveresortedtolayoffs,apaycut,toreduceorfreezerecruitmentandotherextraordinarymeasures.Theseactionstothecorporaterecruitment,performancemanagement,compensationmanagement,employeerelationshipmanagement,employeemotivation,corporateculture,etc.Theworkofhumanresourcemanagementchallenges.However,theopportunitiesandchallenges,thefinancialcrisis,containsthesameopportunities.Currently,batteredbythefinancialcrisis,theworld'stroubledeconomyhasemergedsignsofrecovery,theworldareworkingHoutimesoffinancialcrisis,thedevelopmentofanewroundofgreatprideJijizhunbei,ErWoGuoRensteadyeconomicrecoverystepisalsoacriticalstage.Zaithisbackground,theChineseenterprisestooutoftheshadowofthecrisis,dealingwithgoodlaborGuanxi,Zhongxinexaminethechallengesandcrisis,andgrasptheopportunityYingjieXin1FaZhan,businessNaizhizhenggeGuominjingjiforsustainabledevelopmentofgreatsignificance.Financialcrisis,businessbacktolife,humanresourcesmanagementisabreakthrough.Financialcrisishasbroughtthecorporatehumanresourcemanagementisachallengenotonly,butalsotheeconomiccrisissothattheirvariouslaborrelationsissueshighlightedwiththeoutbreakbegan,affectingthebuildingharmoniouslaborrelations,butalsototheeconomiccrisis,businessescracktheproblemsoflaborrelationsproblemwillprovidenewopportunities,enterprisesshouldfullyseizetheopportunity,throughinnovationandenterpriseofhumanresourcesmanagement,developmentandharmoniouslaborrelations,resolvealllaborrelationsWenTi.Chineseenterprisesshouldbeadjustedrapidlyinacrisisofhumanresourcesmanagement,drivenbythefinancialcrisis,therealizationofstrategictransformation,promotedevelopmentofbetterandfasterbusiness.Keywords:humanresource；LaborRelations；humanresourcesmanagement目录摘要..............................................................1ABSTRACT............................................................21．经济危机给企业劳动关系带来的影响...............................................................41.1劳动争议案件数量增加........................................................................................41.2劳动争议案件类型多样化....................................................................................41.3劳动争议案件处理的缺陷显露无遗....................................................................51．3．1我国劳资供求关系存在不平等因素.............................................................51．3．2劳动仲裁的相关法规设置不合理.................................................................51．3．3劳动监察力度不够、执法不严.....................................................................51．3．4劳动工会协议的效力不全.............................................................................52．经济危机下企业劳动关系问题凸显的原因分析................................................72.1企业并没有真正认识到人力资源管理的重要性................................................72.2企业的人力资源管理原有思路在经济危机后失效............................................72.3企业人力资源管理的法制化进程较慢................................................................82．4劳动关系不确定妨碍企业人才培训与流动.......................................................83．抓住机遇,提高人力资源管理水平,促进企业和谐劳动关系的构建................93.1重视并创新企业人力资源管理,将以人为本落到实处......................................93.2企业应抓住经济危机带来的机遇,为发展做好人才储备..................................93.3提高人力资源管理者专业素质,改进服务质量................................................103.4充分发挥工会组织的作用,切实维护劳动关系................................................103.5加强绩效管理，构建和谐劳动关系...................................................................114.结论...........................................................................................................................125.参考文献......................................................................................................