Research On Human Resources Management System Of China's Private High-Tech Enterprises

Since reform and opening, with the development of private enterprises andhigh-tech, China's private high-tech enterprises have been developing very rapidly.Private high-tech enterprises gradually become the main force of the local scientificand technological progress and economic development, and take an important rolein promoting adjustment of China's economic structure, transform of economicgrowth patterns, improvement of independent innovation capacity, development ofhigh technology and industrialization, and improvement of the nationalcompetitiveness. But with the development of knowledge economy, China's privatehigh-tech companies face many opportunities and challenges at the same time, inparticular, inadequate human resources management severely hamper furtherdevelopment of China's private high-tech enterprises. In the final analysis,competition among modern enterprise has become the competition of humanresources. If private high-tech enterprises want to earn their places in the keenmarketing competition, they must focus on human resources and improve humanresources management system. Therefore, with coming of global economy,T underthe situation that international and domestic marketing competition becomes keenerand keener, it is significant both on theory and practice to study Thuman resourcesmanagement system of private high-tech enterprises, Timprove and enhancedevelopment of Tprivate high-tech enterprisesT and then promote second take-off ofChina's Tprivate economyT.Based on reviewing the related studies on theory of Thuman resourcesT, thisdissertation firstly defines the conceptT of private high-tech enterprises, analyzes thecharacteristics of human resources, and studies different characteristics of humanresources management of private high-tech enterprises in different developingstages, and indicates the problems of human resource management system ofChina's private high-tech enterprises from six aspects of human resourcesmanagement planning, recruitment, training and development, performancemanagement, rewards and Incentives, and exit mechanisms, and then identifies andanalyzes reasons leading to such problems. On this basis, Tthis dissertationTestablishes effective human resources management system from human resourcesplanning system based on development strategy, T Tstandardized T Trecruitment and selection system, training and development system based on multiple levels ,performance management system based on competency, rewords and incentivessystem based on competency and position, and free and reasonable exit mechanism.TFinally, the dissertation takes Beijing Jingbeifang Science & Technology Co.Ltd., asan empirical case, finds out the problem of human resources management systemTby statistics of employee dimission rate and the survey questionnaire of humanresources management, Tand on the basis of problem, this paper puts forwards somecountermeasures and suggestions to improve human resources management ofJingbeifang Company.