Systemic View Of HRD After China Entering WTO

Because of the development of modern science, with the formation of the systems oneness optimizing thinking, Man naturally understand the nature from general "viewpoint of matter" to deeper "systemic viewpoint of matter". Many scholars think systemic view, part of materialism dialectics, may belong to Marxism philosophy dialectics, with which we can observe things from the interrelation between systems oneness and its components.HRD type change abides by the law of nonlinear systemic state change. The law is: the original state is made unstable by the changed mechanism of nonlinear interaction and control parameters, then the objective state is made stable by the new one, moreover the way of change is decided by the form of change for control parameters and fluctuation. According to this law, in a certain HRD type change, various HRD subject should have certain behavior and behavior pattern.HRD principles, including ecological restriction gene transfer theory, up-growth surroundings integrant theory, framework optimizing theory, sequence level corresponding theory and supplement increment theory, emphasize the opinions of systemic theory.After entering WTO , the contradiction between the delay of China HRD and the high-level need for HR by the global competition, will be much more prominent. We ought to envisage the crisis and take corresponding counter-measures.After entering WTO, the greatest challenge and conjuncture for China is HR environmental crisis. First of all, we commit ourselves to improve and optimize the HR environment.The article defines its conceptions, types, value and feature, and gives necessary description about the opportunity & challenge China is facing after entering WTO . At the same time, the article introduces HRD status quo in China, and expects its development foreground with the law of systemic state change. Using materialismdialectics, the article analyzes the advantages and disadvantages after joining WTO and proposes one feasible way for China to walk on. Its main content is solving the WTO talents shortage problem from macroscopical and microcosmic point of view, and building scientific HRD systemic engineering.HR system can be complicated framework one. Its forming and progress can be dynamic process that is recessionary, regenerative, and vegetal continually. Its feature can determine that its development should need comprehensive and systemic method with which the best results will be obtained. HRD systemic engineering can aim at building one all-way, multiplex, multidimensional and integrated pattern for HRD.The article can elucidate the organization HRD problems with arrangement of ideas. The standpoints include: Maslow's Hierarchy of Needs Theory & Impetus Development; Organization Value Theory & Trait Development; Stress Moderation Theory & Competition Development; Employment Moderation Theory & Sustainable Development; Colony Momentum Theory & Colony Development; Lifetime Learning Theory & Self-fulfillment Development; Benefit Symmetry Theory & Optimal Development; Interest Cultivating Theory & Systematism Development; Cases Analysis Method & Skill Development.Finally, on the basis of designing the advantages of HRDM for 21th century, the article combines HRD principles with China idiographic fact, so as to make great efforts to grope for a HRD way with Chinese characteristics.