Underpining Of Human Resource Management Of Private Enterprises' Developing Strategies

This article discourses upon the underpining of human resource management of private enterprises' developing strategies. Chinese private enterprises have not a long development history, but do have experienced many difficulties. Till today, they are still facing a lot of difficult situations. Many scholars are studying how private enterprises choose their suitable developing strategies. This paper bases on the most competitive one among many factors which influence enterprise development, i.e. human resource, to study how human resource management influences the private enterprises developing strategies. This paper suggests three development strategies for private enterprises, incl. Technology leadership, Teamwork and Win-win strategy between organization and individual. Accordingly, the suggested human resource management is Intelligence Capital, Compensation Motivation, Career Development and Learning Organization.The structure of this article consists of three parts. Part one has two Chapters, Chapter 1 is introduction, which gives a systematic analysis about the developing traits of private enterprises and influencing factors of private enterprise strategy. After summarizing the relevant literatures, the research goal, structure, method and main conclusion of this article have been pointed out. Chapter 2 is about the formation and construction of the research frame. In this chapter, I embeddedly take apart, demonstrate and induce the practical and theoretical basis of the formation of the research frame, then bring forward the research framework and the viewpoint on the mainly three underpinning of HRM. These study is the theoretical and practical supports which are the preparations for part two.Part Two, which is the core of this article, describing the three main underpinings has three chapters, i.e. Chapter 3, Chapter 4 and Chapter 5. Chapter 3 mainly discusses the intelligence capital, which includes organizational capital, human resource capital and social capital. Human resource capital is the core of the intelligence capital, while organizational capital is the basis of the intelligence capital. Social capital is the social basis for the enterprise to obtain external support, external recognition and external connect. Intelligence capital is the first support for the enterprise developing strategy. Chapter 4 focuses on compensation and motivation. Through compensation policy people's potential can be inspired, and under a strategy which persues fairness and differentiation, talented persons can be retained and co-understanding and co-operation between the team members can be achieved. When compensation and motivation have more advanced ,more humanity and more individual, it will be helpful to attract and keep key employees with talented human resource capital. Therefore compensation motivation can work as the second support for the private enterprises to realize their strategies. Chapter 5 discusses the career development and learning organization. In chapter 2, we have a questionnaire survey and find that employees in private enterprises feel the 'Glass Ceiling', which has limited their career development and led to their confusion about future, especially for those top-management and key employees, who have unsubstituted talents and will endanger the enterprises deeply if cannot be retained. Learning organization can help improve the employee's talents and teams' competences and help realize the win-win enterprise's strategic targets.Part Three of the article is the summary of the thesis in which innovative results and future perspectives have been stated.