The Research Of Human Resource Management Of Small And Medium-sized Technological Enterprises

With the improving of macroeconomic environment, Chinese small and medium-sized technological enterprises gained rapid development. But the disadvantages in fast growth stage of the small and medium-sized technological enterprises gradually reveal out, and seriously influence the survival and development of enterprises. Enterprises cannot introduce into the necessary talents, and cannot leave over the existing talents. There is serious shortage of the necessary HR of enterprise development. How to find, retain and develop talent for the enterprises to maintain a strong vitality and competitiveness has become an important subject, which small and medium-sized technological enterprises have to face.Based on the fast-growing of small and medium-sized technological enterprises, The article discuss in several aspects of the elaboration, such as the actual state of the fast-growing of small and medium-sized technological enterprises, the actual state of HRM in small and medium-sized technological enterprises, and its countermeasure. There are several factors leading to the HRM of small and medium-sized technological enterprises have being in a backward state: The idea of human resource is outmoded and bog-down and the HRM system lags behind;The post duty is unclear and the workflow is uncertain;HR allocation and training mechanism are lack of scientific nature and validity;Performance appraisal is ineffective and prompting mechanism is imperfect;The corporate culture is unripe etc.In light of this situation, we should take effective steps to improve the status. The measures as follows: Establish correct talent view;Formulate a scientific HRM strategy and planning, and build reasonable talent echelon, and provide the employeeswith career design;Get done with HRM foundation work------work analysis, and takethe professional and institutionalized management method;Strengthen the rationality of HR allocation, and improve the success rate of recruitment, and establish a sound training system;Find the most effective performance appraisal methods, establish and improve staff prompting mechanism, and establish a flexible and competitive remuneration system;Build corporate culture, set up learning organization, and create good atmosphere of HR construction.Moreover, in performance and compensation, the author highlights the key performance indicators evaluation methods, including KPI extraction methods, selection standards, assessment standards, furthermore, make a unique "3K keyperformance indicators" performance evaluation. It was also discussed the reasonable remuneration system of small and medium-sized technological enterprises, and how to improve staff satisfaction of compensation and the different compensation model. And it was also mentioned providing "Double-crossing" developing model to the core technical personnel.Human resource management has already become a hotspot of business administration in our country, and it is also the key point that the small and medium-sized technological enterprises grow up. Small and medium-sized technological enterprises must solve the key problem of HRM in development to grow up fast catching hold of the opportunities, that is, enterprises must strengthen HRM innovation mode and set up an advancing-with-times, dynamic, meeting-market-demand HRM mode. While based on the actual situation of domestic and international environment, the enterprises should formulate corresponding strategies to attract talent, and improve constantly in practice.