The Problems And Countermeasures Of Human Resource Management In Small And Medium-sized Textile Enterprises

With the improving of macroeconomic environment, Chinese small and medium-sized textile enterprises gained rapid development. But the disadvantages in fast growth stage of the small and medium-sized textile enterprises radually 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 textile enterprises have to face.Based on the fast-growing of small and medium-sized textile enterprises, The article discuss in several aspects of the elaboration, such as the actual state of the fast-growing of small and medium-sized textile enterprises, the actual state of HRM in small and medium-sized textile enterprises, and its countermeasure. There are several factors leading to the HRM of small and medium-sized textile 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 employees withcareer design; Get done with HRM foundation work------work analysis, and take theprofessional 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.