Four Results and Analysis [13]
论文作者:留学生论文论文属性:硕士毕业论文 thesis登出时间:2010-05-03编辑:vshellyn点击率:30890
论文字数:8762论文编号:org201005021456418162语种:英语 English地区:中国价格:免费论文
附件:the last chapters.doc
关键词:
od of internship, the researcher studied the research question about the human resource management practices of SMEs in China and research objectives through observation in daily work of the company. Firstly, although the company has a certain scale of employees and revenues, the company does not have the special and independent department of human resource management. Secondly, this company is a SME and also a private enterprise. The boss and the management of the company do not pay attention to the human resource management. They only care about the business of the company, and don’t pay attention to the aspects of management in the enterprise. Thirdly, although I can take part in the human resource management affairs relating to the company, the only thing related to the human resource management in this company is recruitment and selection. Fourthly, this company does not have its organizational culture. All employees of this company just work in this company together and it seems that they do not feel them belong to this company. Lastly, there is lack of professional employees in human resource management in this company. Although the company has to involve in some affairs of the human resource management such as recruitment and selection, the company does not have professional employees in this aspect .
Based on the results from data collection in the research, the findings of the research are analyzed and discussed relating to research objectives of the study. The first research objective is to investigate the status quo of human resource management in China’s SMEs. Firstly, the findings of the research showed that there is lack of attention to the human resource management in most of Chinese SMEs. With the encouragement of the government, SMEs in China have experienced very rapid growth and play an increasingly important role in national economy of China. But most of Chinese SMEs do not pay attention to the development of the human resource management practices and realize the importance of the human resource management to the development of SMEs. To most of SMEs in China, the business operation is the core of the enterprise. Sales and marketing, rather than human resource management, is looked by most Chinese SMEs as the most important factor to determine the success and failure of the enterprise in the market. But in fact, the human resource management is a key factor to influence the long-term development of the enterprise, especially for SMEs. It was found in the research of Kasturi et al (2006) that the attitude of the firm’s owner(s) towards its employees is a major determinant of the firm’s profitability, and on the other hand, the effect of human resource management philosophy on productivity is smaller, albeit still highly significant. Moreover, the findings of the research also suggested that at least for small and medium-sized enterprises (SMEs) in the developing countries, HRM systems architecture is the guiding principle that affects a firm’s performance .
Secondly, the findings of the research indicated that most of China SMEs do not think that the human resource management plays an important role in the interior of the enterprise and they think that it is not necessary to set up the independent department of the human resource management in their enterprises. Most of SMEs in China do not believe that the human resource management can bring benefits to the development of their enterprises, and most
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