A Comparative Study Of Beijing Smes Consulting Management Companies’ Operation Mode

The thesis takes three three management consulting company at Peking as cases study. Based on the cases ’s organizational structure, project operation, personnel management exploration and description,the thesis summed up the operation mode of three companies, and a comparative study, finally put forward the improvement suggestions. The different scale management consulting company has certain difference in the organizational structure, but on the whole shows convergence. This convergence is caused by forced mechanism, imitation mechanism and social norms. Small and micro company organization structure mainly is to give the members of the organization of foreign exchange to provide formal identity, organizational structure and medium-sized companies include the company’s internal management. Small companies in the project to obtain basic depends on the founder of the social relations, and medium-sized management consulting company is mainly to partners and market as the main way to get the project bidding. In the structural hole theory and transaction cost theory under the assumption, this is a small micro companies can get the premise of the project. In personnel management, small and micro company adopts the decentralized decision-making model in decision making, and medium-sized companies using hierarchical decision model. Small and medium-sized enterprises are facing the problem of excessive staff mobility. Due to the limitation of limited rational people are often small and medium-sized companies, the lack of long-term planning, lack of occupation career planning of staff in the company.The thesis suggested that small and medium-sized enterprises, to ensure the adaptability and flexibility of the management of the environment in the organizational structure. In the company to get the project, should be based on current stable access to actively participate in market competition, enhance their competitiveness. In personnel management, small and medium-sized companies should strengthen the management of the human resource investment, planning for employees and the company’s development phase with the occupation career, enhance emotional ties and benefits.