The Human Resources Management Model Comparative Study Of South Korea And China Enterprises

In recent years, the development of human resources is so fast. The talents competition has become the core of the modern enterprise competition. Human resources management refers to the use of modern scientific methods, Reasonable manpower training, organization and deployment with the combination of material make human and material keep the best ratio, People's thinking, Psychology and behavior make appropriate induction, control and coordination, give full play to their subjective initiative, let them make the best use of their talent and achieve organizational goals. By definition, we can understand Human resources management from two sides of Human resources external factor—the volume of management Human resources internal factor—the quality management.In the area of management, Human resources management focus on People's values to handle people and work, people and people, people and organization and adopts a series of development and management activities including development of human resources plan human resources cost accounting job analysis and design work human resources recruitment and selection. employment management and labor relations education, training and development in the plant. performance appraisal helping staff career development.This paper uses comparison example, compare and analyze the Human resources management model of the South Korea's LG and the China's Haier Group, Specifically, by comparing the two companies'culture, recruitment, training, performance management, salaries and benefits management, staff relations management and human resources management information, discuss the advantages and problems, the development prospects and proposals of South Korea and China enterprise.This paper introduces on five aspects of the organizational structure of enterprises, product features, market distribution, the course of development and the current situation about LG and Haier enterprises. and the LG and Haier Human resources management model made the following comparison: LG Group's corporate culture: LG Group old corporate culture are the three components of stability, coordination, respect. This three-part corporate culture philosophy underpins the way of the development success in the LG group. and promote global-oriented idea and transform some of the old corporate culture vigorously and reserve a positively significant part of the old corporate culture, make efforts to build better enterprise development needs and try to have emerging enterprise culture in new times: Challenge, speed, simplicity, no boundary.Haier Group's corporate culture: Haier culture is divided into three levels: material culture, the system behavior culture, spiritual culture. In other words, most surface is material culture. That is apparent speed of development, Haier's products, quality of service;The middle layer is the system behavior culture; The core layer is the most values, the spirit culture. Haier's cultural development : Haier's corporate culture is a systems engineering, the purposes are creating and training people, the core of that is truth, good and beauty. Cooperation, alliances, mergers of Haier and other enterprises depend on the integration of culture.The new model of Human Resources Management from South Korea and China Enterprise are continuous innovation in human resources management information construction the important ways of solving the insufficient talents demand through enterprise staff training staff'Loyalty-incentive the creation of a new human resources management model for developing new profit growth strengthening the building of enterprise culture developing a truly effective incentive mechanismThe development and proposal of South Korea and China enterprise Human resources management are human resources management to networking: Human resources-oriented era, the profound changes of Human resources management, Human resources manager's survival ensuring talents is the key of success in the enterprises:having professional capital, strong liquidity, engaged professionals in intelligence work in order to maintain their ability and value have to keep on learning. therefore, Human resources department must consider how to view, educate, stay, and hire the people.Giving full play talent's ability can promote the development of enterprises. Contemporary enterprise competition have become the competition of human resources from the past cost competition and product competition. In past, it emphasize on product and cost difference, and now it pays attention to defeating competitors on the advantages of human resources. Enterprises do not have the talent and will lose the competitive advantages, and they will lose the core of the survival and development.