s the key factor to establish an effective human resource management in their enterprises. Professionals in human resource management was looked by 7 of the interviewees as one of the key factors to establish an effective human resource management in their enterprises, while 7 of them also supported that training is an important factor to determine the effectiveness of the human resource management in Chinese SMEs.
Lastly, the interviewees in the research presented many suggestions for Chinese SMEs to solve these possible problems faced by them and improve their human resource management. All the interviewees in the research suggested that their enterprises should improve the attention to the importance of human resource management in the interior of the enterprise. And 8 of them suggested that their enterprises should establish a good organizational culture in the interior of the enterprise. 7 of them suggested that their enterprises should learn experiences about human resource management from the western countries and then combine these experiences in the practice of their human resource management. Moreover, 7 of these interviewees also suggested that their enterprises should foster more professionals in human resource management through education and training, because talents are the basis for human resource management.
4.2.2 Results of Internship Observation
During the process of research, I ever worked as an internship in Ken Bang Business Investigation Company, which is located in Shanghai of China . This company is one of SMEs in China and is also a good case for the author to study the research question about the current human resource management practices of SMEs in China. That is the reason for the author to choose this company for internship. During the period of internship, the researcher s tudied 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. As many small and medium sized enterprises in China, this company focuses more on business rather than management. This company has set up many departments including sales department, marketing department, finance department, service department, computer and network department etc, but does not set up the department of human resource management. In this company, the department of finance takes responsibility for the affairs relating to human resource management, so I work in the department of finance but deal with the affairs 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. They even don’t know the detailed functions of human resource management in the enterprise, and don’t know the importance of human resource management to their enterprise. In their opinions, the business is the most important to the development of a company. In order to continue to develop to become a large company from a small company, they believe that the company has to invest most of the resources in sales and marketing to continue to in
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