摘要：2008年1月1日，《中华人民共和国劳动合同法》（以下简称《劳动合同法》）正式颁布实施，这部《劳动合同法》中很多条款对企业和劳动者的权利义务做了更加严格而具体的规定，这其中民营企业可能是受其影响最大的一个群体，尤其是民营企业的人力资源管理将受到很大影响。中国的民营企业大部分是白手起家，长期以来，民营企业在人力资源管理的理念上还很传统，缺乏制度管理，《劳动合同法》正式生效后，民营企业的人力资源的多方面管理在短期内受到很大冲击，从人力资源的数量变化到而后来制度上的改革,这一系列的冲击也迫使民营企业从理念到制度建设方面改变自己，完善自身不足，进而促进民营企业的人力资源管理不断走向科学化、制度化。

关键词：《劳动合同法》；民营企业；人力资源管理

Abstract：January 1, 2008, the "PRC Labor Contract Law"(here referred to as the "Labor Contract Law ") was officially promulgated and implemented. Many terms of this "Labor Contract Law " do more strict and specific provisions on the rights and obligations of enterprises and workers, and private enterprises may be one of the largest groups affected by the law, especially the human resources of private enterprises Management . Most of China's private enterprises grew form workshops, for a long time the conception that Private enterprises used in human resource management is still very traditional and system management, hardly see its human resource management after Labor Contract Law "taking effect, the law have great influence on the human resource management of private enterprises n the short term. The quantity of human resources changed and institution reform in the later. This series impact also force private enterprises to improve themselves by upddating the conception and institution building, which will promote human resources management of private enterprises move towards scientific and systematic in turn.

Keywords:  Labor Contract Law；Private enterprises；Human resources management

　　　本文通过研究新《劳动合同法》部分条款对中国民营企业人力资源管理的影响，探究在新《劳动合同法》下民营企业的人力资源管理现状，并提出相应的对策，以完善民营企业人力资源管理方法方式或制度等，其意义在于：通过本课题的研究发现《劳动合同法》中部分条款对中国民营企业人力资源管理的影响并提出可行的对策，为民营企业人力资源管理指出良好的发展方向。