[讨论]创新人力资源管理中的问题
<p><span style="FONT-SIZE: 11.5pt; COLOR: white; FONT-FAMILY: 宋体; mso-ascii-font-family: Verdana; mso-hansi-font-family: Verdana; mso-bidi-font-size: 12.0pt; mso-bidi-font-family: 宋体; mso-ansi-language: EN-US; mso-fareast-language: ZH-CN; mso-bidi-language: AR-SA;"><strong><font color="#000000">创新人力资源管理中的问题</font></strong></span></p><p><span style="FONT-SIZE: 11.5pt; COLOR: white; FONT-FAMILY: 宋体; mso-ascii-font-family: Verdana; mso-hansi-font-family: Verdana; mso-bidi-font-size: 12.0pt; mso-bidi-font-family: 宋体; mso-ansi-language: EN-US; mso-fareast-language: ZH-CN; mso-bidi-language: AR-SA;"><span style="FONT-SIZE: 10.5pt; COLOR: #000033; FONT-FAMILY: 宋体; mso-ascii-font-family: Verdana; mso-hansi-font-family: Verdana; mso-bidi-font-family: 宋体; mso-ansi-language: EN-US; mso-fareast-language: ZH-CN; mso-bidi-language: AR-SA;">企业的竞争说到底是人才的竞争，对于融技术密集型和资金密集型一体的汽车电子企业，当然也不例外。人才是创新的关键，要坚持在创新实践中识别人才，在创新活动中培育人才，在创新事业中凝聚人才。国际上的汽车电子产业人力资源管理方面的投入巨大，例如，日本汽车电子企业在培训新员工、员工待遇、激励机制等方面都下了很大血本。据有关资料显示，日本企业在员工培训上的投入是美国企业的</span><span lang="EN-US" style="FONT-SIZE: 10.5pt; COLOR: #000033; FONT-FAMILY: Verdana; mso-fareast-font-family: 宋体; mso-bidi-font-family: 宋体; mso-ansi-language: EN-US; mso-fareast-language: ZH-CN; mso-bidi-language: AR-SA;">2.5</span><span style="FONT-SIZE: 10.5pt; COLOR: #000033; FONT-FAMILY: 宋体; mso-ascii-font-family: Verdana; mso-hansi-font-family: Verdana; mso-bidi-font-family: 宋体; mso-ansi-language: EN-US; mso-fareast-language: ZH-CN; mso-bidi-language: AR-SA;">倍。</span><span lang="EN-US" style="FONT-SIZE: 10.5pt; COLOR: #000033; FONT-FAMILY: Verdana; mso-fareast-font-family: 宋体; mso-bidi-font-family: 宋体; mso-ansi-language: EN-US; mso-fareast-language: ZH-CN; mso-bidi-language: AR-SA;"><br/><br/></span><span style="FONT-SIZE: 10.5pt; COLOR: #000033; FONT-FAMILY: 宋体; mso-ascii-font-family: Verdana; mso-hansi-font-family: Verdana; mso-bidi-font-family: 宋体; mso-ansi-language: EN-US; mso-fareast-language: ZH-CN; mso-bidi-language: AR-SA;"> 我国汽车电子产业的高技能人才培养观念虽有改善，但还有不足之处：用人制度僵化、缺乏竞争机制；分配制度缺乏新的突破；激励机制与约束机制不完善，缺乏可行的高技能人力资源管理的持续发展战略；人才结构不符合高科技标准等。大多数汽车电子企业依然沿用传统的人力资源管理方式，过于注重技术层面，难以适应复杂而多变的环境，自主创新的机制不灵活，没有较好的激励机制和创新机制，制约了工程技术人员自主创新的热情和激情，致使汽车电子研发设计师流失。由于本土研发设计能力弱，研发设计师的人才储备有限，所以研发设计的工作目前多由外国设计公司承担。</span><span lang="EN-US" style="FONT-SIZE: 10.5pt; COLOR: #000033; FONT-FAMILY: Verdana; mso-fareast-font-family: 宋体; mso-bidi-font-family: 宋体; mso-ansi-language: EN-US; mso-fareast-language: ZH-CN; mso-bidi-language: AR-SA;"> <br/><br/></span><span style="FONT-SIZE: 10.5pt; COLOR: #000033; FONT-FAMILY: 宋体; mso-ascii-font-family: Verdana; mso-hansi-font-family: Verdana; mso-bidi-font-family: 宋体; mso-ansi-language: EN-US; mso-fareast-language: ZH-CN; mso-bidi-language: AR-SA;"> 在人才结构方面，发达国家的汽车电子技术工人构成是，高级技工占</span><span lang="EN-US" style="FONT-SIZE: 10.5pt; COLOR: #000033; FONT-FAMILY: Verdana; mso-fareast-font-family: 宋体; mso-bidi-font-family: 宋体; mso-ansi-language: EN-US; mso-fareast-language: ZH-CN; mso-bidi-language: AR-SA;">35%</span><span style="FONT-SIZE: 10.5pt; COLOR: #000033; FONT-FAMILY: 宋体; mso-ascii-font-family: Verdana; mso-hansi-font-family: Verdana; mso-bidi-font-family: 宋体; mso-ansi-language: EN-US; mso-fareast-language: ZH-CN; mso-bidi-language: AR-SA;">，中级占</span><span lang="EN-US" style="FONT-SIZE: 10.5pt; COLOR: #000033; FONT-FAMILY: Verdana; mso-fareast-font-family: 宋体; mso-bidi-font-family: 宋体; mso-ansi-language: EN-US; mso-fareast-language: ZH-CN; mso-bidi-language: AR-SA;">50%</span><span style="FONT-SIZE: 10.5pt; COLOR: #000033; FONT-FAMILY: 宋体; mso-ascii-font-family: Verdana; mso-hansi-font-family: Verdana; mso-bidi-font-family: 宋体; mso-ansi-language: EN-US; mso-fareast-language: ZH-CN; mso-bidi-language: AR-SA;">，初级占</span><span lang="EN-US" style="FONT-SIZE: 10.5pt; COLOR: #000033; FONT-FAMILY: Verdana; mso-fareast-font-family: 宋体; mso-bidi-font-family: 宋体; mso-ansi-language: EN-US; mso-fareast-language: ZH-CN; mso-bidi-language: AR-SA;">15%</span><span style="FONT-SIZE: 10.5pt; COLOR: #000033; FONT-FAMILY: 宋体; mso-ascii-font-family: Verdana; mso-hansi-font-family: Verdana; mso-bidi-font-family: 宋体; mso-ansi-language: EN-US; mso-fareast-language: ZH-CN; mso-bidi-language: AR-SA;">；而我国高级技工仅为</span><span lang="EN-US" style="FONT-SIZE: 10.5pt; COLOR: #000033; FONT-FAMILY: Verdana; mso-fareast-font-family: 宋体; mso-bidi-font-family: 宋体; mso-ansi-language: EN-US; mso-fareast-language: ZH-CN; mso-bidi-language: AR-SA;">4%</span><span style="FONT-SIZE: 10.5pt; COLOR: #000033; FONT-FAMILY: 宋体; mso-ascii-font-family: Verdana; mso-hansi-font-family: Verdana; mso-bidi-font-family: 宋体; mso-ansi-language: EN-US; mso-fareast-language: ZH-CN; mso-bidi-language: AR-SA;">，中级占</span><span lang="EN-US" style="FONT-SIZE: 10.5pt; COLOR: #000033; FONT-FAMILY: Verdana; mso-fareast-font-family: 宋体; mso-bidi-font-family: 宋体; mso-ansi-language: EN-US; mso-fareast-language: ZH-CN; mso-bidi-language: AR-SA;">36%</span><span style="FONT-SIZE: 10.5pt; COLOR: #000033; FONT-FAMILY: 宋体; mso-ascii-font-family: Verdana; mso-hansi-font-family: Verdana; mso-bidi-font-family: 宋体; mso-ansi-language: EN-US; mso-fareast-language: ZH-CN; mso-bidi-language: AR-SA;">，初级占</span><span lang="EN-US" style="FONT-SIZE: 10.5pt; COLOR: #000033; FONT-FAMILY: Verdana; mso-fareast-font-family: 宋体; mso-bidi-font-family: 宋体; mso-ansi-language: EN-US; mso-fareast-language: ZH-CN; mso-bidi-language: AR-SA;">60%</span><span style="FONT-SIZE: 10.5pt; COLOR: #000033; FONT-FAMILY: 宋体; mso-ascii-font-family: Verdana; mso-hansi-font-family: Verdana; mso-bidi-font-family: 宋体; mso-ansi-language: EN-US; mso-fareast-language: ZH-CN; mso-bidi-language: AR-SA;">。上述数据表明：制约技术进步的不仅仅是研发实力，同时也受制于生产员工的素质状况。深究原因，主要是企业决策者尚未充分认识到高技能人才在日前经济发展中的重要性，没有营造出培养高技能人才的氛围。我国汽车电子产业走自主研发创新的道路，建立自己的世界知名品牌，归根结底还是需要高端技术人才。不管是从汽车电子产业发展的需要还是国家利益的需要，必须培养一批能和国际先进水平接轨的高技能人才队伍。</span></span></p> <p>国家现在刚开始重视这方面</p><p>高级技工是个积累的过程</p><p>只有初级技工多了</p><p>量变自然会达到质变</p><p>只是一个速度的问题</p>
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