| In recent years,more and more old factories has been transformed to cultural industry parks,along with the rapid growth of cultural industry and the deep recession of low-end manufacturing in China,generating a considerable amount of profits and improving effectiveness of the existing assets.However,the boom does not last long,these cultural industry parks start to face fierce competition after the great growth in the number of these parks,making the cultural industry parks transfer their core competence from good location to high-quality human resources which is mainly determined by the effectiveness of HR management.In this paper,the author chooses Sycamore Tree cultural industry park as the object of study and combines theories of HR management and development characteristics of cultural industry parks,summarizing its currently existing HR management problems through the analysis of its current status of human resources and HR management system.The main problem is that the park does not redesign its HR management system according to the characteristics of cultural industry and continues to use the outdated and inappropriate system of its predecessor,leading to severe issues in many aspects such as HR planning,employee evaluation,recruitment management,salary administration,performance management and training management.The author combines common theories of HR management,characteristics of the human resources which modern cultural industry parks need and the self condition of Sycamore Tree cultural industry park,bringing a comprehensive proposal to solve these HR management problems.The proposal starts from establishing employee evaluation system,and improves rationality,fairness,effectiveness and operability in all aspects of HR management,offering reasonable advisory suggestions for the park to improve human resources value.This paper may also help those cultural industry parks which are transformed from old factories in the aspect of HR management. |
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