Study On Strategic Human Resources Management Of Agricultural Industrialization Leading Enterprises

The development of agricultural products to sell difficult problem has been plagued China’s "three rural", with the end of the commitment period 12 protection of agricultural products in "WTO", China’s agricultural products face greater pressure in international markets. The cultivation of core competitiveness of China’s agricultural industrialization leading enterprises is the key to solve China’s agricultural products to occupy the domestic market. The core competitiveness of leading enterprises and employees to create and maintain, therefore, study on the leading enterprise HRM has become a breakthrough to enhance enterprise competition. The traditional management mode of China’s leading enterprises have been out of date, the focus of agricultural enterprise competition has gradually shifted to the--HRM center of human intangible assets. Talent has become the core element of strategic decision-making, HRM strategy height determines the bibcock enterprise future development speed. Based on the above understanding, according to the world’s five main HRM mode of enterprise strategy and related theory, this research takes Hunan as an example, combined, through the normative analysis and empirical analysis, quantitative analysis and qualitative analysis of both stage achievement application method and other research methods, put forward the innovation of agricultural leading enterprise strategy for HRM model design ideas:with reference to the strategic HRM mode of enterprise competitive advantage based on Kleiman is presented, the emphasis for the purpose to enhance the core competitiveness of agricultural leading enterprises, with the total goal of business strategy and gradually decomposed and the enterprise HRM functions of two aspects as the main body to build the leading enterprises of strategic HRM innovation model, including six modules: (1) the enterprise strategy of the leading enterprises of strategic HR planning module based on; (2) the enterprise strategy and hHR recruitment functions leading enterprise management competency module based on KPI; (3) the enterprise strategy performance management module and the staff appraisal based; (4) employee development and corporate strategy based on employee training system; (5) employee incentive module based on competition and corporate strategy; (6) create a module core force staff cohesion and enterprises based on corporate culture. And the relevant model involved in each module carries out empirical study. Finally the conclusions and prospects.The main research contents of this thesis in four aspects. The first pari is the theory research. Collection and analysis of leading enterprises in strategic HRM related literature, theoretical basis. Focuses on the five main modes of strategic HRM has great reference function to the research in this paper. The second part is the analysis of the current situation and problems. Taking Hunan as an example, through field investigation and document research, find out the total current leading enterprise HRM status and problems. Summarizes the shortcomings of the present six leading enterprise HRM. The third part is the model creation and countermeasure research. Combined with the first and two part of the content of theoretical research an< policy of existing policies and measures, taking Hunan as an example, first create a leading enterprise strategic human resource management innovatior model, structure and management measures and then study six specific modules in the model. The fourth is the research conclusion and prospect.