SmallandMedium-sizedEnterpriseHumanResourcesManagementFormostpeople,lifeisthemosttimespentatworkandcareersuccessofhumanlifehaveadecisiveimpact.Enterprisescanwinakeyfactorinthededicationofstaffinitsabilitytocreatetheconditionsfortheiremployees,sothattheyhaveaccesstoasenseofaccomplishmentandself-realizationcareer.Staffcareermanagementhasbecomethebusinessdevelopmentandhumanresourcesmanagement,anextremelyimportantandinnovativeworktoimplementstaffcareermanagementandstafftoachievewin-winbusinesspurposes,andthenupgradetheirmarketcompetitivenessandstaffcareerdevelopmentpotential.Enterprisescaneffectivelystaffcareermanagementisanenterprisecanensureitssustainabledevelopmentwasnecessaryforthestaffofthekey.Wemustfullyunderstandthebusinessstaffforeffectivecareermanagement,andstaffinenterprisesandclearcareermanagementroleresponsibilities,timelydevelopenterprisestaffcareerplanning,careerstaffintheimplementationofacomprehensiveenterprisemanagement.Careermanagementwillhelpimprovethejobloyalty,andreducebusinesstalentdrain.Globalizationandinformationpluralismandthelabourorganizationshavefewerrestrictions,whichrequiretheirmanagerstofocusmoreonthetrainingandenterpriseincentivesystem,thedevelopmentofknowledge-basedemployees,andretaintalentthroughcareermanagement.Socareermanagementstaffwillbecomethefuturebusinessofanewhumanresourcesmanagementfocus,itwillbecomeastrategichumanresourcesdirectlyintothemainengineofbusinessperformance.Humanresourcesarethemostimportantcompetitiveenterpriseresources,ourSMEsinthecurrenthumanresourcesmanagementisstillinitstraditionalpersonnelmanagementphase,humanresourcemanagementagenciespositioninglow,aseriousshortageofinputsfortraining,andthelackofaneffectiveincentivemechanism.SMEsleadtothereasonsforinadequatehumanresourcesmanagementemphasis,coupledwiththeimpactoftraditionalChinesepersonalrelations,humanresourcesmanagementobjectivesunclear,theeffectofpoormanagementtools.Tosolvethisproblem,notonlytoraiseawareness,butalsotocontinuouslyimprovehumanresourcesmanagementsystem,instaffmotivation,staffingandenterpriseculture-buildingefforts.SMEhumanresourcemanagementatthesametimethere---本文来源于网络，仅供参考，勿照抄，如有侵权请联系删除---areunsound,technicalissuessuchasimperfect,shoulddeepenreformandspeeduptheestablishmentofthemanagementsystem,increaseinputinhumanresourcedevelopment,thusencouragingstaffmotivationandpromoteenterprisedevelopment.ThecorecompetitivenessofSMEsareoftenownedbytheenterprise'shumanresourcesandhumancapital,humanresourcesmanagementinSMEshowtohandlethe"recruitment,selectiononly,anduseonly,mode,theonlyremaining"issuescannotbeignoredevent.Therefore,themeritsofourhumanresourcesisvitaltothedevelopmentofSMEs.SMEdevelopmentinordertogetbetter,andstandardizedhumanresourcesmanagement(HRM)isanessentialingredient.Alargenumberofcasesprovedthatthe"people-centered,rationalmanagementteam"isaneffectiveHRMprograms.Successfulimplementationofthisprogramenterprises,HRMtoascientificandorderlytrackandstaffmembersofunityandcooperation,totaketheinitiativeandcodeofconduct,continuousinnovationandenterprisedevelopmentprospectsmorepromising.SMEsstandardizedHRMprogramfromtwoaspectsshouldbeconsidered:1.strengtheningoftheSMEmanagementconcept.AlltheenterprisemanagementsystemdesignandimplementationofmodernHRMfullyembodytheconceptandnature:understandinghumannat...