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摘要：英国大学人力资源管理硕士毕业论文Analysis of Human Resource Management in Chinese Small and Medium-sized Enterprises during Strategy Transformation我国中小企业人力资源管理的中小企业战略转型的分析

n - 40 -
4.1 Classification - 40-
4.1.1 Questionnaire - 40 -
4.1.2 Interview - 41 -
4.2 Recruitment and selection (R&S) - 41 -
4.2.1 Questionnaire results - 42 -
4.2.2 Interview results - 44 -
4.2.3 Discussion - 46 -
4.3 Training - 49 -
4.3.1 Questionnaire results - 49 -
4.3.2 Interview results - 51 -
4.3.3 Discussion - 53 -
4.4 Salary system - 55 -
4.4.1 Questionnaire results - 55 -
4.4.2 Interview results - 59 -
4.4.3 Discussion - 59 -
4.5 Performance evaluation - 62 -
4.5.1 Questionnaire results - 62 -
4.5.2 Interview results - 65 -
4.5.3 Discussion - 67 -
4.6 Summary - 71 -
Chapter V Conclusion and Recommendation - 72-
5.1 Analysis - 72 -
5.1.1 Recruitment and selection (R&S) - 72 -
5.1.2 Training - 73 -
5.1.3 Salary - 74 -
5.1.4 Performance evaluation - 75 -
5.2 Limitations and further research - 76 -
5.3 Recommendation - 77 -
5.3.1 Recruitment and selection (R&S) - 77 -
5.3.2 Training - 78 -
5.3.3 Salary - 78 -
5.3.4 Performance evaluation - 79 -
Bibliography - 80 -
Appendix I Questionnaire - 88 -
Appendix II Interview Outline - 91 -

Chapter I Introduction

1.1 Background

1.1.1 Importance of small and medium-sized enterprises
Small and medium-sized enterprises (SMEs for short) occupy a very important position in China's national economy. Currently, the number of SMEs registered in China’s administration for industry and commerce accounts for 99% of the total number of registered enterprises. The amounts of industrial output value, sales income, a tax and profit payment of SMEs respectively account for 60%, 57% and 40% of the total amounts. In circulation sector, SMEs account for more than 90% of the retail outlets in the country. More than 60% of the total exports in recent years were offered by SMEs (International Trade Administration, 2012).

Bibliography

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