Human Resource Stratagem Research Of Minor Enterprises

Minor enterprises are very important for the national economy, and in some extent, they can effect the business prosperity and societal stabilization of the local, even that of the nation. Four resource facts are needed to improve an enterprise: human resource (HR), material resources (MR), financial resource (FR) and information resource (IR). In all of the above resources, human resource is most important and most active. It can be transformed to other three resources. So using modern human resources management theory to form the HR development stratagem of minor enterprises is the key for their existence and development.Because of the characteristics of minor enterprise, it is difficult to absorb HR for minor enterprise. But all of these difficults are decided by its characteristics, such as little size, wide distribution, localization etc. Individual contributes much, and his effect is much too. No good enterprise culture exists, and narrow HR idea is persisted. In addition, there are some HR management problems existed: firstly, HR management is deviated from enterprise development stratagem in minor enterprise. Secondly, the distance of enterprise culture and the compositive performance of worker is very large. Finally, because of job-hopping, many minor enterprises run into economic difficult and bankruptcy.According to problems above, the HR development stratagem of minor enterprise should be constructed practically, so correct HR idea can be generated. Using modern HR management theory, HR development stratagem suitable to minor enterprise can be constructed. So practical measure can be adopted to support the development of minor enterprise and to supply enough HR and IR to guarantee the local economic development. In theory,"technological revolution is the key fact for economic development"is initial idea, then"human capital"is presented, and now"human capital operation theory"appears. In application, the importance of HR management is increasing. It shows that HR management thinking is permeating the enterprise management, and it is being concerned and researched by all of the people.As the functional strategy, human resource stratagem is aimed to help enterprise gain durative competition dominance. Compared with traditional HR management, kernel thinking of the modern is faced to the enterprise future, but not its past and present. It is changing from dynamic from static, and from past oriented to future oriented. In the HR work of minor enterprise, through HR stratagem, impersonal standard is erected to identify and train HR. So basic reference is submitted to help enterprise to decide the HR management mode, and the implement and evaluation of HR stratagem become more ideal and efficient. In different stage, the HR class and quantity needed by minor enterprise will become reasonable and actual.The modification of HR standard makes minor enterprise not only to identify the evident HR but also the HR hided who can not achieve the old standard because of low education and position, even enterpriser HR. All of them can be absorbed into the preferential HR development program. So it will be basically stipulate the energy and vital force of HR in minor enterprise. he human resource strategy is the working talent of the enterprise strategy, it is by all means total by pushing an enterprise to develop strategic for oneself to allow. Therefore, on the other hand, the human resource strategy has to be matched in a enterprise strategic, namely human resource strategy have to according to enterprise strategy, the business strategic characteristics to draw up homol Togo ushuman resource strategy, thus with particular enterprise strategy, business strategy went with should, such as the attraction of the human resource strategy, participate strategy and investment strategy match strategic in the different business, on the other hand, the human resource strategy has to make the human resource manage various purposes that the fulfillments attain "bind type" to match. The enterprise adopts regardless which kind of human resource strategy, its subjects are all similar, then pass the system valid human resource management, unify the employee's idea and behavior, the coordination relation between employee and enterprise, transfer the aggressive, active of whole members and creativity well. The human resource strategy which only makes the human resource manage various fulfillment coordination to unify an operation then can have support function to enterprise strategy.In the meantime minor enterprise human resource strategy formation isn't a periodical and continuous process. It is usually a nonsked and discontinuous process, carrying on in properly goes together with the impulse. Usually there are three stages in the organization of the strategic management process: the strategy establishment, strategy implement and strategic evaluation.Take character as basal strategic mode of the human resource not only the ability be setting up the bridge which installs contact of the core ability and the specialty of enterprise core competencies and development human resource, and make enterprise can the instruction combines norm the activity of the governor and employee from the strategic level.Because medium minor enterprise oneself influence smaller, should notice enterprise and employee specially in the human resource the strategy the implement the process the communication of enterprise and point talented person especially with deepen the comprehension of enterprise and employee, because the strategic implement of the human resource, is carrying on the profound overall management change of an influence actually, its key lies in making employee of expectation and strategy consistent. Be having strong of predominant place of culture, the employee doubts the necessity of change and will boycott a change.The minor enterprise lacks the understanding of importance which constructs to the corporate culture for long time in our country. in fact successful corporate culture changes and influences imperceptibly to the enterprise employee sometimes are more effective than encouraging of material. The corporate culture is a certain society, economy, cultural background under of enterprise, become gradually in certainly time and the stability, independent value for developing and take this as core and became behavior norm, morals standard, community consciousness, customs and habits. The culture is a kind of emollient competition weapon. Under the circumstance that people share common value and conviction, the basis common behavior standard live, they can obtain an outstanding result.Minor enterprise should be good at developing an own advantage, holding tight lately an opportune moment of enterprise reform, making use of the enterprise limited resources availably, creating a condition of drawing on the talented person hard in various way. Economy development requests an enterprise soon to constantly adjust produce management structure. At the same time, the adjustment of enterprise personnel knowledge structure is requested. In order to adapt this kind of request, the enterprise needs usher in knowledge and professional technique talented person urgently under the situation that the existing talented person lacks, adjusting existing personnel's structure, satisfying the development that the enterprise produces management.In conclusion, in implementation of human resource stratagem of minor enterprise, according to enterprise stratagem human resource stratagem is matched, and modern human resource system is constructed. In reformation, existing human is fully utilized, and external human is absorbed by communication. Improving the enterprise kernel competence by using human resource stratagem is the final goal.