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prises. The findings of Liu (2008) also suggested that Chinese SMEs should pay more attention to their human resource management in order to solve the current dilemma in human resource management .

Secondly, it was recommended in the research that Chinese SMEs should establish a good organizational culture in the interior of the enterprise. A good organizational culture not only can realize the attention of the enterprises to their employees but also can make the employees have belongs to the enterprise .

Liu (2008) suggested that Chinese SMEs should try to constitute the scientific plan of training and construct good organizational atmosphere in the interior of the enterprise, and this is a key factor for the enterprises to improve effectiveness of their human resource management. Zhang and Zhang (2008) also found that lack of organizational culture is the general situation in Chinese SMEs and is also the important problem to influence the human resource management of Chinese SMEs. So they suggested that it is important for Chinese SMEs to establish a good organizational culture in the interior of the enterprise in order to solve their problems in managing human resource.

Thirdly, another recommendation in this research is for Chinese SMEs to learn experiences from the Wwestern enterprises. As we all know, the western enterprises have more experiences in human resource management compared with Chinese enterprises especially SMEs, so their advanced experiences may be very helpful for Chinese SMEs to achieve a good human resource management. But this recommendation should consider the differences between China and the western countries in many aspects such as the society, culture, and market environment and so on . Cunningham and Rowley (2007) suggested that a distinctly Chinese HRM approach combining western practice with Chinese characteristics may be one way for SMEs in China to develop, and it is central to a better understanding of Chinese SMEs and helps fill some of the gap in the analysis of HRM in Chinese SMEs.

Lastly, the findings of the research suggested that Chinese SMEs should foster more excellent professionals in human resource management, because it is very important for them to improve the performance in managing human resource. The research evidence of Jin (2008) supported that in order to face the challenges of globalization, the findings of the research indicated that Chinese SMEs must gradually perfect their human resource management. It was suggested that Chinese SMEs should change their ideas about human resource management, pay attention to the training of employees, establish the effective system of motivation, and foster the good culture of the enterprise.

Zhang and Zhang (2008) also suggested that foster more professional talents in human resource management. On the one hand, the enterprises can try to recruit excellent talents in human resource management. On the other hand, the enterprises can try to foster their own professionals in this aspect through the long-term training and development.

4.4 Conclusion
This chapter presents the results from the research and analyzes findings of the research in terms of research objectives and findings summarized from the literature.

As to 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 mos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。