Foreign Trade Enterprises Human Resources Flow

Nowadays the management of human resources (HRM) has become the core of Modern Corporation Management (MCM). Along with the accelerated course of globalization, and step-by-step consummation of the socialist market economy, the competition of human resources among enterprises is even fiercer. In this circumstance, it has become an important factor of corporation HRM to maintain a reasonable and orderly movement of human resources. Human resources mobility means the changing of personnel from one state to another, which includes HR inflow (outside recruitment), HR internal movement such as promotion, job rotation, education and training, and HR outflow like retirement, resignation, refusal, dismissal, laid-off or waiting for sentry duty, release from contract, etc. The effective policy and practice of HR mobility shall strike a balance between the career demands of individuals and the corporate requirements. HR mobility is an important tache running through the whole process of HRM. Only appropriate velocity and direction of HR flow can bring promised benefits to the corporation during its development.The paper is based on the analysis of a great amount of first-hand statistics of the HR mobility in foreign trade and economic cooperation enterprises and the interviews to some of their HR managers. The paper labors and concludes on the HR collectivity status, HR inflow, HR outflow and HR internal flow of these companies. The paper also points out that the developing foreign trade and economic cooperation industry and China's entry to the WTO will bring more austere competition and challenge to the foreign trade and economic cooperation enterprises. Under the guidance of modern management science and the fundamentals of economics, aiming at the current situation of the state-owned foreign trade and economic cooperation enterprises, the paper discusses the countermeasures and suggestions on implementing effective HR mobility management in these corporations from macroscopical and microcosmic aspects. The companies shall establish proper HR mobility concept and have their own HR mobility policies accordingly. They shall consider the law, justice and corporation culture and pay more attention on microcosmic HR mobility management. They should put human concept and multiplayer inspiring skills into making and implementing HR mobility policies to suit the corporation's development so as to generate positive effect and create good mechanism to attract, develop and hold capable personnel. At last the paper puts forward other methods to accelerate the benign HR mobility, for example, to set up consummate and effective evaluating system, to built up Inside Promotion concept, to impel line managers to participate in HRM, and to cultivate excellent corporation culture to affect employees, and so on, for the same purpose of training an energetic and enterprising personnel who have international horizon for foreign trade and economic cooperation corporations. Thus, the corporations will stand on an invincible position in the future market warfare.