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hes. It is very important especially in today`s multi-cultural and international workforce market to possess the most talented followers. As a result, the leaders should discard their tranditional notion forever about the followers are just a cheap worker in the organization and their effort could be explointed arbitrarily. Moreover, they should accept one new notion and tranferred into respecting and valuing the people resource.

3.2 Human resource department(HRD)

Human resource department(HRD) has the absolute function of regulation the value balance between the people and organizatoin development. It is one of key divers of coming ture the integrity of all activities including organization value, employees empowerment, structure designing, production system and recruitment planning, etc. Thus, the practices and strategies of human resource department is the most significant improvement of customer satisfaction and is the direct relationship reflection between organization management and the employees(Fisher, 2005). The human resource department is a kind of system but not just a simple system as the same as the material or technology department, because it is empowered the most important authority to decide and organize the organizational employees. The overall objective of Human resource department is to utilize organizational people resource so that they are better able to contribute to the goals and values of organization development(Tzafrir and Gur, 2007).

Uauslly speaking, the human resource department includes four systems in the management of organization. One is an recruitment system. Chooosing the most talent and competent people is primary important, then organize them effectively onto the suitable job position. A well operating recruitment system should also have the ability to improvement and sometimes determinate the quantity of employees according to the scale and needs of business. Of cource, there are uauslly a position adjustment and retirement or dismissal strategy. Second is a working condition system. This sub system involves in the working time and position, welfare programmes and labour union development. Based on the Google corporation`s woking condition and working time designing, it is believe that a delight, comfortable working condition is the resource of innovation and inspiration for employees. Instereting, the working time is a kind of flexible and freedom designing(Kishita, 2006). The employees could arrange the working time according to themselves life cycle, for example, they could sleep in day and work at night. As a result, the Google discards the general managing system and hold the managing concept of people oriented. This is largely why the world telent people is yearn to work for the Goolgle company. The third is rewards system to provide wage, bonus, promotion and recognitions for employee`s good behave. Final is personnel evalutation system to give a collecting information about the other system involving in the human resource management. Conbined with the oeverall practices in the human resource department, the personnel system show the evalution and concept about the value of human resource. Thus, this kind of personnel system is a evalution of the people, job activities and performance oriented and give the total determination about the effect or function for the human resource department.

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