The Quandary And Countermeasure Of GCI's Human Resource Management

This thesis aims to solve the quandary of GCI's Human ResourceManagement, and can be as the reference of small enterprises too.Presently, for the research of initial stages or developing Small Corporation's HumanResource Management, it is still in an unsatisfactory situation. Usually the smallcorporation has the disadvantages of small scale, understaffed, faulty managementsystem; undound structure of organization, so it is unrealistic to copy or use any existingtheory mechanically and indiscriminately. It is the only way to build their own HumanResource Management System and implement Human Resource Management byintegrating the corporation's actual situation and development stage. The main contentis as below:According to Snell model, derives the model of small enterprise's core competenciesand human resource, then establishes the small enterprises' human resourcesmanagement system which is basing on the human resource management to set up theenterprise's core competencies.Considering human resource value chain management model to build GCI own humanresources value chain management system, including human resource training andexploiture, enterprise performance management's errors and countermeasures, humanresource management in the moral, Fair and equitable treatment, and so on.With cross-cultural human resource management theory, sets up the culture-orientedstrategies of human resource management to solve the facing troubles in GCI overseadevelopment, including localization of human resource, cross-cultural conflict and theintegration of management resource , And other issues.The entire countermeasure about GCI is based on the existing theory and some GCI'sprevious practice. It can be as the reference of GCI human resource management.