Research On Human Resource Of Small And Medium - Sized Private Enterprises

Since the reform and opening policy in the new century, the private economy of China has developed rapidly. It almost covered all walks of life. The private economy makes a significance difference not only in deepening the reform of state-owed enterprises, activing and improving the market economy, delivering the profits or taxes, but also plays a more and more important role in flourishing the economy, promoting innovation, increasing the work opportunities and other industries. From the view of whole country, the value of small and medium-sized enterprises has contributed about 60% GPA. But the private enterprise takes most seats of SMEs. It’s very important in developing the national economy and social development. Promoting the development of SMEs is not only an important fundamentation of the steady and rapid development of the national economy, but also a major strategic task of the relationship between people’s livelihood and social stability.At present, because of limitation by their own, China’s private enterprise is at an inferior position. Its survival and development troubled by lacking of talented people. The people crisis influences the SME’s life cycle from basic, limites the development of enterprises, determines its rise and fall. If can’s solve this crisis properly, even if you have perfect products, effective organization, unique corporate culture or the boss has great personality. You can only achieve glorious shortly. It is difficult to meitain sustainable development. So it is necessary to study talented people of SME and explore the mechanism about attract and leave talents.Enterprises are alike all the creatures of nature, they all have " lives", they all getting through the life course that from birth, grow up to getting old until the death. The needs of talents varies from different stages of its own. In each stage, who suitable the development of enterprise, can contribute profits are talented people. On the other hand, today’s talents may not tomorrow’s talents. But even if you are not today’s talents you may tomorrow’s talents. Above all, talented people are changing and developing. The concept of outlook development tells people that the theory of human resource management is effective. People’s some qualities or abilities can be cultured or trained through hard working. The developing and applying human resource is one of the most important parts of enterprise management.This article mainly want to solve these fatal questions that how to attract talents and make them stay, how to lead in the human resource management concept and how to gradually establish human resource management system from introduction stage to growth stage. The enterprises which still in the early days or developing rapidly are have the two features that they still at high risks but they have potential development. They desperately needs talented people. But under this condition, the enterprises can’t provide a perfect stage for the talents because they don’t have perfect governance structure and management system, too relying on talented people, lack of attraction to talents and the experience of human resource management. Because of the enterprises often lack of talents, can’t find suitable person and at high risk of hiring people, the management of human resource become more and more important. Whether can rightly make a full use of talents determines the company’s fate and future development direction.The article starts from analyzing the "short life"——the most serious crisis SME confront, and finding out the reason, which limits the SME’s development. The key point is lack of talents. Talented people is the foundation of enterprises’long living. First of all, they need to set up a correct concept of talents and a sense of talent development. Then, starting to analyze the usually happened talent problems. The article tries to use HR development and management, the theory of corporate governance as a guide and investigate talents problems such as attraction, selection, employment, encouragement, etc. which concerns the whole SMEs’development and survival.The HR development and management can be the main clue, then study how to bring in talented people appropriately, and establish HR system gradually. this article is depending on my own long-term working experience in SME, coting investigated data, analyzing cases and providing the final solution. I believe it is very meaningful to most SMEs in HR development and practice.Continuing encouragement can solve the enterprises’sustainable development problem and employing problem at the same time. This subject deserves more bosses of SMEs’ to dig harder.