oes not provide any training to its employees and it is very harmful to the development of the employees in this company.
4.3 Findings, Analysis and Discussion
Based on the results from data collection in the research, the findings of the research should be analyzed and discussed relating to research objectives of the study. In this research, the aim of the project is to investigate the current human resource management practices of the small and medium sized enterprises (SMEs) in China. Based on this research aim, there are four main research objectives that are included during the process of the research. The first research objective is to review the relevant literature about human resource management practices in SMEs especially SMEs of China. This has been done in the chapter two of literature review to review the past studies focusing on this research area about the human resource management practices of Chinese SMEs and summarized the key findings from these past studies. These findings are the basis for the further research in our study, and the findings of this research are analyzed compared with the findings summarized from the past studies.
4.3.1 The status quo of human resource management in China’s SMEs
Compared with the long history of human resource management in the enterprises of the western countries, the emergence and development of human resource management in China just has a short history. Although the concept and practices of human resource management have been gradually accepted by more and more enterprises in China, it is still a new thing to most of enterprises in China. Especially for many SMEs in China, there are not familiar with the human resource management compared with some large enterprises in China.
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 r
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