Analysis Of Human Resource Development Strategy In Shenzhen XX Logistics Company

Today in the21st century, enterprises pay more and more attention to human resources and regard human resources as a key factor to help the enterprises to realize their strategic goals.Shenzhen XX Logistics Company is a joint venture founded by the XX Services (China) which is a company under the world’s Fortune500enterprise ZZ Group and two Chinese companies. The company provides logistics services for industries of mobile phones. Just like other logistics companies in China, Shenzhen XX Logistics Company faces the difficulties such as talent shortage, work is not centralized, difficult management, high training cost, etc., which requires the company to have a human resources strategy which conforms to its own situation, train and retain the professional logistics talents, thus the company can have sustainable and stable developments.The thesis begins with a detailed investigation of the current status and problems in human resources of Shenzhen XX Logistics Company based on the theoretical foundation of relevant knowledge in human resources management home and abroad. The thesis also researches and analyzes the satisfaction degree of the staff in the company by questionnaire, and analyzes the status of the human resources in the company by using SWOT analysis. Then the author concludes below strategic targets of human resources based on the overall strategic development targets of Shenzhen XX Logistics Company.1. Establish clear job classification system, formulate comprehensive and clear job descriptions, and strengthen the competency management;2. Forecast the middle-and long-term human resources demand and supply of the company, expand the recruitment channels, strengthen the training of interview skills, bring in quality evaluation, build the recruitment concept of matching responsibilities with capabilities, and set up reasonable and effective talent reserve system;3. Enhance training needs analysis, formulate and implement effective training plan, and set up perfect training effect evaluation model;4. Enhance the enterprise culture development to make the German culture integrate into Chinese culture. Identify the culture differences, build cross-cultural awareness, develop cross-cultural training projects, establish common business concepts and enterprise culture, have more cross-cultural communication, and turn the company to be a learning company;5. Make planning for the staff’s career development, set up two-channel career development, manage the staff’s career by stages.