摘要
企业能否在人力资源管理上克服瓶颈，决定了这个企业是否能够顺利发展甚至生
存,许多民营企业的人力资源管理体系中存在不少问题，但出现问题时只头痛医头，
脚痛医脚，缺乏长远的目标，更不舍得在管理上投入成本，这往往会导致层出不穷的
管理问题，使企业的发展受到阻碍。

本论文研究的是新纪元汽车销售公司，企业刚刚意识到问题，开始改革。本文首
先分析其基本情况与架构，同时展示其问题所在，然后以其改革过程为实际案例，针
对其招聘，培训，人员晋升等环节中存在的人力资源管理问题进行分析，并跟踪一名
总经理推行的改革方案，改革主要方面为针对员工考核，晋升，薪资，重点职位考核，
企业文化建设等方面进行。涉及不同部门，也针对不同的对象，希望公司人力资源管
理走向系统化和规范化。

但是员工面对各种改革的反应不一，有些改革也不能在短期内见效，本文以分析
研究的方法结合个体案例分析，追踪改革引起的变化及成效，并分析改革效果，总结
经验教训，力求找出该企业在发展过程中如何解决人力资源管理问题，总结出一条较
为合理的改革之路。

关键词 ：人力资源管理；改革；目标管理
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Abstract
The human resource managements of enterprises determines whether it can
development smoothly even survival, there are exist disadvantages in the recruitment and
following process, most company can not realize the importance of human resource
management. Lack of long-term goal on the management and the input costs is not enough,
but this will cause problems emerge in endlessly.
Part of them employed professional managers, but also face to many endemic
problems. This thesis analysis the existing problems from Xinjiyuan Company in
Zhengzhou city and tracking reform and the effects caused by the change after the arrival
of the implementation of the enterprises.
The revolution focus on the service major, the salary, the culture, the charge of
manager and so on. Collect the the voice of employee and their thought, to find the correct
point of revolution. Hope to find a good way to solve the human resource management and
other related problems of this company.
Keywords: Human Resource Management; Reform ; Management By Objectives