Research On Small And Medium-Sized Private Enterprise HR Manager Competence In China

Generally, small and medium-sized private enterprise refers to those enterprises which are smaller or in the growth stage, and in the national economy, those enterprises are the most vigorous part, numerous. Along with the global economy integration and the advent of knowledge economy, small and medium-sized private enterprises faced the good development opportunities, but at the same time, met with more severe competition and challenge: the increasingly fierce market competition, the rapid development of high-tech enterprises, monopoly from the large enterprises, financing difficulties, poor execution of a series of policy, etc. All the problems made these small and medium-sized private enterprises have difficulties in advancing, also made them pay more attention to enterprise's management level. At present, there are more than 1,000 million small and medium-sized enterprises in our country, and these small and medium-sized enterprises provide 75% of the urban employment opportunities. The research both at home and abroad shows small and medium-sized enterprises will play an increasingly important role in the national economy. But, at present, more problems existed at the quality and the development situation of small and medium-sized enterprises. To the small and medium-sized enterprises, to solve the problem, promoting enterprise human resources management is a necessary way. About this topic, there are many useful references, which will be based on the proposition of small and medium-sized enterprise HR management competence quality requirements.This paper is divided into four parts. In the first part, we will introduce mainly the research background, the research significance, the research methods and innovation and analyze the enterprise HR manager for quality. In the second part, we will put the overview on quality theory. Main content conclude: competence definition, the development process of the HR manager competence, and the overview of HR manager competence model. This part will provide theoretical basis for the research. In the third part, the medium-sized and small enterprises HR manager competence will be discussed. And the part includes: domestic enterprise human resources management status, the HR manager competence status and case analysis. Finally, HR manager competence model for small and medium-sized private enterprises will be obtained. This chapter is the core and key. The fourth part concludes the main research summary of the conclusion, deficiencies and study suggest. The writer built a new HR manager competence model in the paper: "integrity, honesty and pragmatic" is the foundation stone, and then basic ability, core ability, excellent capability, which is the innovation of this paper. Especially, the paper put forward higher request to administrative ability, executive ability, communication and coordination ability and systems thinking ability. Good administrative ability, executive ability and systems thinking ability help small and medium-sized enterprise HR managers to be closer to the executives, and good communication and coordination ability help HR managers to get along with employees, especially line managers and establish harmonious working relationship.