国有企业人力资源管理的出路(国外英文资料).doc

国有企业人力资源管理的出路(国外英文资料) The state-owned enterprise is an important pillar of the national economy, it is also a major source of national income, in the reform process Chinese 20 years, many changes of state-owned enterprises, enterprise benefits and strength are improved to a certain extent. However, due to the long-term role of institutional constraints, the human resources management of state-owned enterprises has not developed accordingly, thus limiting the development of enterprises at the next stage. In the situation of economic globalization, the entry of a large number of foreign-funded enterprises, while promoting the development of Chinas enterprises, but also exacerbated the competition in the human resources market. Therefore, it is urgent to explore the corresponding strategy of human resource management in state-owned enterprises in the process of further deepening of the reform. I. The current state of the development of state-owned enterprises In these years of reform, the number of state-owned enterprises has been decreasing, from 23.8 in 1998 to 15 in 2003. According to the process of reform, state-owned enterprises are decreasing at an annual rate of 4000 to 5000. In the process, although the number of enterprises in the decrease, the profits realized from 21 billion 370 million yuan to 495 billion 120 million yuan, an increase of 22.2 times. This fully shows that the adjustment of the layout and structure of the state-owned economy, although the number of state-owned enterprises has been reduced, but the overall quality has improved, and the leading role and influence in the national economy have also been enhanced. Further reform is still, to a greater extent to revitalize the assets and increase employment opportunities, the number of state-owned enterprises will continue to decrease, but the proportion of the total economy in the national economy will increase, industry distribution will tend to be reasonable. The reduction of the number of ente