英语论文网

This study aims to explore the human resources management strategies of SMEs in China to propose recommendations on this issue. Based on relevant www.51lunwen.org/humanresource/ research results, this thesis is from three aspects: recruitment, salary system and staff training to discuss the theme. This thesis makes use of a questionnaire and an interview to collect relevant information, based on analyzing the first-hand data to draw a conclusion that in Chinese labor-intensive SMEs, problems, including failing to attach to talent recruitment, a lack of strategic foresight and personnel evaluation model exist in their recruitment. In Chinese labor-intensive SMEs, problems such as a lack of uniform standard, neglecting non-material incentives, a lack of a strategic viewpoint and implementation of egalitarianism in salary system are found in their salary systems. The investigation results of this study reveals that China's labor-intensive SMEs have problems of a lack of attention for staff training, a lack of a strategic viewpoint and a lack of evaluation model for training effect in their staff training. The research results in this study also point out that Chinese knowledge-intensive SMEs do not have the above-mentioned problems. Besides, this thesis also mentions, as China's economic pattern and the characteristics of the labor market change in future, Chinese labor-intensive SMEs may face challenges in their human resource management strategies while Chinese knowledge-intensive SMEs’ human resource management strategies can adapt to future changes in the external environment better. Based on the obtained results, this thesis proposes recommendations on human resource management strategies of China's labor-intensive SMEs.

本研究旨在探讨中小企业的人力资源管理策略在中国提出在这个问题上的建议。基于相关研究成果，本文从三个方面：招聘，薪酬体系和员工培训要讨论的主题。本文采用问卷调查和收集相关信息时，根据第一手的数据得出一个结论，中国劳动密集型的中小企业，存在的问题，包括不重视人才，缺乏战略远见和人员招聘存在评价模型。中国劳动密集型的中小企业，如缺乏统一标准的问题，而忽略了非物质激励，缺乏战略的眼光和工资制度中的平等实现在他们的薪酬系统。本研究的调查结果显示，中国的劳动密集型中小企业有一个缺乏关注问题的员工培训，缺乏战略的眼光和他们的员工培训缺乏对培训效果评估模型。在这项研究中的研究结果也指出，中国知识密集型中小企业不具备上述问题。此外，本文还提到，作为中国的经济模式，在未来的劳动力市场变化的特点，中国劳动密集型中小企业有可能在中国知识密集型企业的人力资源管理策略能够适应未来的外部环境的变化，更好的面对自己的人力资源管理战略的挑战。得到的结果的基础上，本文提出了对中国的劳动密集型中小企业人力资源管理的对策建议。

Keywords: China; small and medium enterprises (SMEs); human resources management; recruitment; salary system; staff training

Table of Content

Chapter I Introduction……………………………………………………………………………5
1.1 Background……………………………………………………………………………………..5
1.2 Importance of the study……………………………………………………………………….. .9
1.3 Aim and Objectives……………………………………………………………………………..9
1.4 Framework of the thesis……………………………………………………………………….10
Chapter II Literature Review…………………………………………………………………....11
2.1 Introduction of this chapter……………………………………………………………………11
2.2 Human resource management…………………………………………………………………11
2.3 Recruitment……………………………………………………………………………………11
2.4 Remuneration system………………………………………………………………………….15
2.5 Human resources training……………………………………………………………………..18
2.6 Critical analysis………………………………………………………………………………..21
2.7 Summary………………………………………………………………………………………22
Chapter III Methodology………………………………………………………………………..24
3.1 Introduction……………………………………………………………………………………24
3.2 Research philosophy……………………………………………………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。