uman resource management is one of the important differences for Chinese SMEs and the western enterprises.
Liu (2008) did a research to focus on the dilemma of SMEs in China on the aspect of human resource management and present recommendations for Chinese SMEs to solve their dilemma. It was found in the research that SMEs have become the important forces to drive the development of China’s national economy and society, but the development of SMEs is not stable. The shortage in human resource management has become the important factor to restrict the development of SMEs, especially in the period of quick expansion for the enterprise.
Lastly, lack of professionals in human resource management was also found in the research as an important problem for SMEs in China. The history of the development of human resource management in China is short and the education of human resource management is also very weak. This leads to the fact that it is difficult for the enterprise in China to recruit the excellent professionals in human resource management to help improve the performance of the enterprise in managing human resource. It is the problem that is not only faced by SMEs but also faced by the large enterprises in China.
This finding is supported by the research of Zhang and Zhang (2008) that investigated the current practices of human resource managements of Chinese SMEs. They found three main problems faced by the current Chinese SMEs in the human resource management, and lack of the relevant talents in human resource management is the important problem among these three problems because the talents are the basis for the development and perfect of human resource management and it costs time and resources for the enterprise to foster the excellent professionals in human resource management .
4.3.3 Suggestions that can be recommended for China’s SMEs to solve these problems relating to their HRM practices
Based on the main problems involved with the current practices of human resource management for SMEs in China, the findings of the research also presented recommendations for Chinese SMEs to solve these problems and improve their performance in human resource management.
Firstly, the findings of the research suggested that Chinese SMEs should improve their attention to human resource management. If the enterprise wants to achieve a good effect in human resource management and enjoy the benefits from human resource management, they should first realize the importance of human resource management. When the enterprises pay attention to human resource management, they will invest more resources in the development of human resource management in their enterprises and try to continue to improve it. It is very important for the long term development of human resource management in the interior of an enterprise.
Zhang and Zhang (2008) presented three recommendations in the research for Chinese SMEs to better manage their human resources. The most important recommendation among these recommendations is to enhance the importance of both the enterprise and the employee to human resource management. In the research, their findings emphasized that it is not enough to just enhance the attention of the enterprise’s management to human resource management, and it is very important for the enterprise to make their employees realize the importance of human resource management to the development of the enter
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