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1、黄河科技学院毕业论文第6页SmallandMedium-sizedEnterpriseHumanResourcesManagementFormostpeople,lifeisthemosttimespentatworkandcareersuccessofhumanlifehaveadecisiveimpact.Enterprisescanwinakeyfactorinthededicationofstaffinitsabilitytocreatetheconditionsfortheiremployees,sothattheyhaveaccesstoas
2、enseofaccomplishmentandself-realizationcareer.Staffcareermanagementhasbecomethebusinessdevelopmentandhumanresourcesmanagement,anextremelyimportantandinnovativeworktoimplementstaffcareermanagementandstafftoachievewin-winbusinesspurposes,andthenupgradetheirmarketcompetitivenessands
3、taffcareerdevelopmentpotential.Enterprisescaneffectivelystaffcareermanagementisanenterprisecanensureitssustainabledevelopmentwasnecessaryforthestaffofthekey.Wemustfullyunderstandthebusinessstaffforeffectivecareermanagement,andstaffinenterprisesandclearcareermanagementroleresponsi
4、bilities,timelydevelopenterprisestaffcareerplanning,careerstaffintheimplementationofacomprehensiveenterprisemanagement.Careermanagementwillhelpimprovethejobloyalty,andreducebusinesstalentdrain.Globalizationandinformationpluralismandthelabourorganizationshavefewerrestrictions,whic
5、hrequiretheirmanagerstofocusmoreonthetrainingandenterpriseincentivesystem,thedevelopmentofknowledge-basedemployees,andretaintalentthroughcareermanagement.Socareermanagementstaffwillbecomethefuturebusinessofanewhumanresourcesmanagementfocus,itwillbecomeastrategichumanresourcesdire
6、ctlyintothemainengineofbusinessperformance.Humanresourcesarethemostimportantcompetitiveenterpriseresources,ourSMEsinthecurrenthumanresourcesmanagementisstillinitstraditionalpersonnelmanagementphase,humanresourcemanagementagenciespositioninglow,aseriousshortageofinputsfortraining,
7、andthelackofaneffectiveincentivemechanism.SMEsleadtothereasonsforinadequatehumanresourcesmanagementemphasis,coupledwiththeimpactoftraditionalChinesepersonalrelations,humanresourcesmanagementobjectivesunclear,theeffectofpoormanagementtools.Tosolvethisproblem,notonlytoraiseawarenes
8、s,butalsotocontinuouslyimprovehumanresou
