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t of Chinese SMEs. 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 resource management in their enterprises. Thirdly, the findings showed that there are obvious differences in the human resource management practices, and the differences are mainly realized in four aspects of history, cultural differences, degree of attention and experiences. Lastly, the findings of the research also indicated that the current human resource management is not effective in Chinese SMEs, and the human resource management in most of Chinese SMEs does not have the perfect functions.

As to pProblems involved with the implementation and development of human resource management in China’s SMEs, the findings of the research indicated that firstly lack of attention is the most important problem faced by their enterprises, because human resource management is generally neglected not only by the management but also by employees; secondly lack of a good organizational culture is another important problem faced by Chinese SMEs in developing and implementing human resource management in their enterprises; thirdly lack of experiences in human resource management is also an important problem faced by Chinese enterprises; lastly lack of professionals in human resource management was also found in the research as an important problem for SMEs in China.

As to Ssuggestions that can be recommended for China’s SMEs to solve these problems relating to their HRM practices, it was suggested in the research that Chinese SMEs should first improve their attention to human resource management; secondly establish a good organizational culture in the interior of the enterprise; thirdly, learn experiences from the western enterprises to combine in practices of human resource management; lastly foster more excellent professionals in human resource management.

Chapter Five Conclusions and Recommendations

5.1 Review of Research Findings
The aim of this project is to investigate the human resource management practices of small and medium sized enterprises (SMEs) in China. There are four main research objectives in this research. The first is to review the relevant literature about human resource management practices in SMEs; the second is to investigate the status quo of human resource management in China’s SMEs; the third is to find out problems involved with the implementation and development of human resource management in China’s SMEs; and the last is to present suggestions that can be recommended for China’s SMEs to solve these problems relating to their HRM practices.

The research is mainly based on the primary research including interviews conducted with some SMEs in China and the direct observations of the researcher through the internship in a SME in Shanghai of China. But the research also use the secondary data that are collected from the public sources including the published book and journal article, online database and some websites. The findings of the research are based on results from interviews with ten Chinese SMEs and the direct observation of the researcher in a SME in Shanghai of China.

During the peri