| SY company is a growing medium-sized private enterprise.Under the background of knowledge economy,network and globalization,to build a more effective human resources management system for full play of the staff’s enthusiasm,initiative and creativity,becomes one of the fundamental questions of enterprise development.This study,taking "human nature assumption theory","muddy sequence organization theory" and "contingency management theory" as the basis,and with full use of management knowledge learnt,makes a systematic analysis and summary on the development of SY company and its growth path,weaknesses etc.The thesis further studies the development of SY,and the evolution of HR policy,the talent crisis and the confusions of human resource management and gets to the core problem--the human resource management of private enterprises.The study uses human resources diagnosis method,and systematically analyzes the human resources management problems of SY.Optimized strategical policies of human resource management system of SY are worked out,which include the thoughts,the methodology,the planning,the content and facilities of HR construction,etc.The essence of the human resource management of SY company is how to move from the relationship-type enterprise to the standardized enterprise in the process of the expansion of private enterprises.The key to solving this problem is to achieve dynamic balance between flexible "relational" management and scientific standardized management.The research suggests that SY company should implement the core idea of "balanced" human resource management.The concept of balance management is an important thought and principle of modern enterprise development under the complex background.On the one hand,it confirms the position and function of scientific and standardized management.On the other hand,it considers the enterprise in the practical development of "path dependence" and "path lock",especially the impact of the"relationship capital" and the "relationship disorder" factors on private enterprise development.It concludes that the integral and orderly human resources management must be centered on coordination.The construction of the balanced human resource management system requests the correct decision-making of the top management of the enterprise.It also requires mutual understanding,mutual support and mutual tolerance between "stakeholders" and"professionals".Only in this way can the value of human resources of private enterprises be fully achieved and the owners,operators and all employees win at the same time. |
