Four Results and Analysis [8]
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:30891
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:
ngs of the research also indicated that the current human resource management is not effective in Chinese SMEs. For most of SMEs in China, their human resource management is not effective enough to support the operation and management of the whole enterprise and other departments of the enterprise. Harris (2000) considered evidence from a recent survey of small businesses, which examined their main employment concerns and the sources of advice they use on employment relations matters. The survey’s findings illustrate the particular challenge increased employment rights presents to the smaller organisation. It identifies a need for more intensive support tailored to the specific circumstances of individual firms in developing proactive approaches to human resourcing which not only comply with but also reflect the spirit of the legislation.
On the other hand, the human resource management in most of Chinese SMEs does not have the perfect functions and most of them just have the function of recruitment and selection with their human resource management. Human resource management generally should include many functions such as recruitment and selection, motivation, performance appraisal, reward management, training and development, and employee relations. But because most of Chinese enterprises do not pay attention to the human resource management and realize the other important functions of the human resource management, so the human resource management is mainly just used as a simple tool for recruitment and selection in most SMEs of China. This finding is similar to the findings of the research of Jin (2008). Jin (2008) did a research to investigate human resource management of Chinese SMEs on a new vision of globalization. China is gradually involving in world economic system upon the background of economic globalization, and globalization has brought many impacts on many SMEs in China. Human resource management is particularly important to SMEs compared with the large enterprises, but it was found in the research that Chinese SMEs have shortages in many aspects of human resource management such as bias ideas of HRM, inefficient development of human resource and lack of scientific system of human resource management.
4.3.2 Problems involved with the implementation and development of human resource management in China’s SMEs
SMEs have to face more problems including problems of human resource management. The findings of this research indicated that SMEs in China have to face more problems in the human resource management compared with the large enterprises in China. This was also found by the research of Szamosi et al (2004). In that research, it was found that compared with the large enterprises, SMEs have many disadvantages in resources, talents, governmental support, strength, funds etc. so that SMEs have to deal with more problems during the process of developing and implementing the practice of human resource management. Large enterprises have more resources to invest in human resource management, and can attract more professionals in human resource management to work in their enterprises . So they generally have advantages in human resource management than SMEs and can face few problems during the process of implementing the practice of human resource management.
There are four main problems to be found involved with the implementation and development of human resource management in Chinese SMEs in this
本论文由英语论文网提供整理,提供论文代写,英语论文代写,代写论文,代写英语论文,代写留学生论文,代写英文论文,留学生论文代写相关核心关键词搜索。