Dissertation
Dissertation > Economic > Economic planning and management > Enterprise economy > Enterprise planning and management decision - making > Corporate Administration > Personnel Management

Dongguan SME strategic human resources management system

Author HongHongNan
Tutor XuXiaoJun
School Fudan University
Course Business Administration
Keywords SMEs Strategic human resource management system XX company
CLC F272.92
Type Master's thesis
Year 2009
Downloads 604
Quotes 2
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The financial turmoil suddenly and a heavy blow to the global economy. Enterprises, especially small and medium-sized enterprises are facing unprecedented pressure. Human resources management of small and medium-sized enterprises have an important role to address the crisis. However, small-scale, weak funding limits the development of human resource management in small and medium-sized enterprises. If the financial turmoil, the establishment of a sustainable human resources management system suitable for small and medium enterprises (SMEs) of the current SME obvious is particularly important. To collect existing information and to absorb the results of previous studies, comprehensive analysis of the financial turmoil, China's small and medium-sized enterprises basic overview of the human resource management, reveals the problems of small and medium-sized enterprises in human resource management: (1) personnel sense, the concept of investment in human resources lag; (2) the development of the strategy, human resources planning; (3) personnel structure is irrational, unclear job responsibilities; (4) human resources management system and corporate culture is not enough; ( 5) random recruitment process, recruitment efficiency is not high; (6) neglect staff training and development, staff development, lack of stamina; (7) business development strategy out of line with the performance appraisal; (8) lack of effective competition mechanism, the pay system is unreasonable, incentives unscientific. General, the Dongguan area small and medium-sized enterprises do not establish and perfect their strategic human resource management system. SMEs in Dongguan area to establish the principles of strategic human resource management system is discussed in detail as well as how to build a method of strategic human resource management system, and pointed out the problems to pay attention to build. Also, the Dongguan area XX financial turmoil, for example, in a detailed analysis of the company's strengths (Strength) and disadvantages (Weakness), opportunities (Opportunity) and threats (Threat), the overall development strategy of the company as well as the existing human resources management system the XX company designed on the basis of the problem, a new set of strategic human resource management system. Papers from the concept of human resource management, recruitment system, employee training, job analysis, performance appraisal, compensation management, and corporate culture construction, a comparative analysis of the old and the new human resources management system. Papers for the financial turmoil, the current problems of the human resources management of small and medium-sized enterprises in Dongguan area proposed concrete solutions: (1) create excellent corporate culture; (2) to determine the scientific enterprise human resources development strategy; (3 ) to establish an objective, fair performance evaluation system; (4) improve the incentive mechanism; (5) to establish a reasonable mechanism for training. The findings of the thesis of the SMEs in the Dongguan area have the following two points: (1) in favor of SMEs in the Dongguan area and improve resource utilization. (2) is conducive to resolving the plight of SMEs lack the talent of the Dongguan area. The findings of the XX company to build strategic human resource management system to improve the competitiveness of enterprises an important role, embodied to help determine the scientific human resource management strategy, objective and fair performance evaluation system, and improve the incentives, and the establishment of a reasonable training mechanism.

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