Human Resource Management Strategies By Small And Medium Enterprise Networks

In the recent decades, Japan and other Southeast Asia countries' high speed of economy development have made scholars do a lot of researches on the business organization with special features of East Asia. Compared with the large-scale enterprises of West countries, academicians from all over the world agree that the feature of weak organization & strong linkages among the enterprises of the East Asia is very ordinary. This thesis agrees that, in our country, the way for small and medium enterprises (SME) to achieve further development should be networks, technological and international, especially networks.Currently, most community primary enterprises pertain to small and medium enterprise in China, which face the tremendous pressure from overseas and domestic market, for their small scale, low-grade technological products, and employees with poor qualities. There are several researches in accordance with human resource management (HRM) of state-owned enterprises in our country, but few on HRM of SME.We break through conventional research mode of enterprise management, which emphasize interior management but lose sight of relations among enterprises and networks of enterprises. From the view of organization theories, labor economics and HRM, this thesis probesinto status quo of SME in China, particularly in Zhejiang province, and analyses the present condition and characteristics of SME. Combined with theoretical analysis of personnel networks, internal labor market, and sharing system of human resource, we start with investigations of SME HRM strategies, and discuss on recruitment, employment, skills training, evaluation, control, communication of technicians and managers. By doing so, we aim at examining the relationship between internal innovation of enterprise management and enterprise networks.