Growing Scientific And Technological Enterprises Of Human Resource Management

With the economic globalization and information networking, and as the resources becomes more and more knowledgeable, the human resources have become the core competence. The competitions between enterprises have upgraded from the material resources and capital resources to the human resources. Talents have become the most valuable assets. Which companies have and utilize efficiently a large number of high-quality human resources will be able to develop, introduce and adopt new technologies, to research and develop new high-quality products and services, and to use the latest business strategies and tactics to dominate the market, and ultimately winning out the competition in the market.As the human resources management plays an increasingly important role in the enterprise management and because of the changes in the external environment, the different growing stages of enterprise life cycle, the reform of scientific and technological enterprises, and the reality of commercial running and marketization and other factors, it is necessary for the scientific and technological enterprises to rise to these changes in terms of the enterprise development strategies, the HRM and the HRMM.The scientific and technological enterprises have different characteristics and features of human resource management in different life cycles, and the incompatibility of HRM&HRMM and the enterprise strategies will become a bottleneck hindering the development of growing enterprises. This article explores the solutions to how to continuously improve, establish and implement the dynamic strategic HRMM matching and adaptable to the enterprise strategies based on the original HRMM at different periods in the life cycle of the scientific and technological enterprises, especially at the growing period, and how to reasonably and efficiently manage the HRM, and how to further enhance the core competence and competitiveness of enterprises.Based on the analysis and review of theories of the enterprise life cycle of enterprises, HRM and strategic HRMM and so on, by combining the normative and empirical methods, and based on the theoretical research and the HRM case of Bengbu Design&Research Institute for Class Industry of China Triumph International Engineering Co., Ltd. (referred to as "CTIEC"), the thesis analyzes the establishment, employment and status of HRMM-"6P". Taking CTIEC as an example, it presents the necessity, purpose and methods to the establishment and implementation of HRMM of growing scientific and technological enterprises. It also brings forward the design vision and feasible countermeasures to the establishment of effective strategic HRMM, to provide assurance and strategic support of HR for the enterprises to improve performance and maintain core competency.