Human Resource Management In Corporation Life Cycles

Enterprise is a vibrant part of the market economy. The study of an enterprise life cycle discloses the essence of it flexibility, growth, and competitiveness. Human Resources are an important element that impacts the enterprise life cycle. Throughout the evolution of an enterprise and its various stages of development, the human resources management (HRM) is called upon to play many different roles.This paper is based on research and analysis of an enterprise life cycle. The enterprise life cycle can be classified in five stages, from seed, through start-up, rapid growth, maturity, and decline. It describes the different characteristics of each stage, and develops a Human Resources Management (HRM) model that commensurate to these different characteristics.This paper uses GMCP to exemplify key elements of each stage and recommends Human Resource Strategies(HR strategy) to be used for a successful Human Resources Management (HRM):Seed Stage: entrepreneurship & partnership are keys. Start-up Stage: Use accumulating HR strategy, earned the potential of the employees, to develop compensation models that can motivate employees and maximize employee participation and performance; recruit competent workforce with emphasis on production, R&D, and sales; establish enterprise value system. Rapid Growth Stage: Use retaining HR strategy, accumulated and developed the employees, to create an environment that brings out the talent and potentials of existing employees; develop a competitive salary system that compensates employees with their performances; provide on-the-job training to improve skills and expand knowledge base; provide career advancement opportunities to retain talents. Maturity Stage: Use a cooperation HR strategy, obtained and created the new knowledge, to leverage the good business reputation to bring on board new blood that helps enterprise move to a next level; introduce the laid-off and "long List" system; develop an employee performance review & evaluation model to promote fairness; performance management with emphasis on skill enhancement and new knowledge acquisition; build a dynamic and multi-level reward system and training program. Decline Stage: Use a result oriented strategy to recruit new employees with great creativity and ambition; use both material rewards and non-material rewards to encourage outstanding performance; provide necessary trainings to equip employees with the necessary skill sets required by transforming of stage.The innovation of this paper is to use a real case, GPCM, to exemplify the characteristics of Human Resources Management (HRM) in different stage of enterprise life cycle and devise strategies for each stage. It also provides an in-depth analysis and summary of cost-effective Human Resources Management (HRM).