Research On The Small And Medium Sized Family Enterprises' Personnel Flow Based On The Enterprise Culture

Family enterprises play a very important role in today's economy for each country throughout the world. In China, family enterprises have gone through an extremely fast development. In the year of 2005, the number of family enterprises account for 15.8% among the list of China Top 500 Enterprises, and in 2002, it only had 3.8%. However, the worried problem is that the average life span of our country's family enterprises is only 2.9 years. The situation of the development of family enterprises will directly affect the development prospect of the economy and society in China.The research object of this thesis is to target on relatively small-scale enterprises, such as small and medium enterprises which is in the phase of starting business and growth. At present, the frequently brain drain phenomenon seriously impede the sustainable development and expansion of scale in the small and medium family enterprises. The fundamental reasons for the loss of talented people lie in that it is hard for the staffs to form a unified values and goals with the small and medium family enterprises, and the enterprises lack of fairness, trusty, and respective working environments, which all belong to the fields of enterprise culture. Therefore, it is considered that the enterprise culture can help the enterprise to solve the problem of brain drain. The research purpose of this thesis is to make the enterprise realize rational flow of personnel through building up the enterprise culture, to attract various talents and put them into full play in their working position, to work as various roles, and create a vitality enterprise atmosphere.The thesis firstly analyze the present situation of flow of personnel in the small and medium family enterprises and the existing motive which tends to be simplification, and the problem of the high wise talents cannot stay for long and the low quality staff do not want to resign; secondly, give an analysis on the reasons of flow of personnel in the small and medium family enterprises from the perspective of enterprise culture; in the end, draw lessons from the experiences of large and medium privately managed enterprises such as Huawei and so on, as well as the experiences of successful small and medium family enterprises, summarize the specific countermeasures concerning the building of enterprise culture so as to realize the rational flow of personnel in the small and medium family enterprises.Each small and medium family enterprise has its own features; however, to establish the enterprise culture which is fit for itself and with individuality, it should start from some common character. Firstly, start from the entrepreneur himself; secondly, respect the staffs, and take it as cooperative partnership of the enterprises; in the end, no matter whether the scale are big or small, they should all ensure the credit and trustworthiness. In order to realize the unification of idea and behavior mode, the most important thing is to involve the enterprise culture into the specific daily management of the enterprise, only in this way can really put the enterprise culture into full play in the role of inspiring and constraints, help the enterprise to make a rational flow of personnel according to the self-development of enterprise. In the end, the author hopes that the conclusion can provide practical meanings which are worth to use for reference to the future development of the small and medium family enterprise.