Water Supply Enterprises In Sichuan Province To Enhance The Exploration Of Human Resources Management Reform

With the entry on to WTO and the intensive internationalization of our domestic market, China is increasingly faced with talent competition. Definitely, great improvement has been achieved in our human resource since the policy Reform and Opening. But compared with developed countries there is still a long way to go for our state-owned enterprises, especially for water suppliers, which is specialized. It is believed that a fundamental market reform will take place in this industry, as a result that foreign capital and private investment will have more access to water-supply industry in China, which will dissolve original monopoly of present water suppliers and set back the further development.As for Sichuan, a big province of 21 municipal districts in western China, there are more than 200 water suppliers, most of which have brought in modern enterprise systems, while they remaining drawbacks in human resource , which are regulated by this industry and its specialization, have proved to restrict its further development. Aiming at the present situation, we hereby make this research in order to find out problems existing in the filed of management, know about the causes and above all, present strategies available for executrices and operators, through which water suppliers in Sichuan and national economy can be upgraded .The research starts with the specialization in human resource management of water suppliers as well as the effect on the enterprises in turns. Inevitably, the specialization mentioned above sets the personnel system still after a traditional model that ibis been proved an bustle for the development of the industry, whose negative effect is being intensified due to the pressure brought by investment home and abroad as well as the aggressive mercerization. In this situation, a prompt reform for a modern personnel system is essential for water-supply industry. A report on the current human resource of 23 municipal districts including Changed, Luzon, Meaning, Marching and Zinging, makes up the stem of the second section. By literal investigation, face-to-face talk and inspection in- the-field, we completed a comprehensive analysis cot some related data, presented the phenomenon of the current human resource as well as existing drawbacks, for which a specific investigation was accordingly raised. The crucial problems listed are as follows. (1) the structure of human resource proves to be not very reasonable with relatively low staff nullity; (2) the management cannot function well and the regulations shoal to be improved; (3) the rewarding system cannot efficiently inspire all the staff; (4) No sufficient focus has been kept on the professional training while the present training system fails to achieve the standard.Concerned about the specialization of water-supply industry, we hereby raise this research based on its characteristics in human resource management, which forms the third part that contains the fundamental route and specific strategies. (1) More attention should be placed on the system construction aiming at a reasonable management pattern ;(2) Certain number of positions should be set fixed while some taken by competition as far as the practical availability. (3) An efficient rewarding system is suggested based in the sense of fair play and the ability of competition, especially for salary system. (4) A good training system should be established to satisfy both inner and outside requirements at different levels.On the whole, this research deals mainly with the present situation of human resources management in Sichuan water-supply industry, where some practical and accessible theories have been quoted for the reference of both the public services and the monopolies.