The Research On The Human Resources Cirsis Early Warning Indicator System Of The State-owned Construction Enterpirse

China’s construction industry has been in a continued expansion stage of rapid developmentfor more than thirty years since the reform and opening up, as an important part of theconstruction industry, the state-owned construction enterprises have also made considerableprogress. However, with the depth progress of the reform and opening up, the original humanresource management in state-owned construction enterprises gradually brings about manydrawbacks. For example, the concept of human resources management is far behind, themanagement style is rough, the management system is stiff, the incentives work inefficiently andeven lacks of incentives, which does harm to the development of enterprises. On one hand, itundermines organizational effectiveness and market competitiveness in macro. On the otherhand, it brings about low staff morale, inefficiency and serious brain drain. In the current humanresources management mode, the status of human resources of the state-owned constructionenterprises is bound to a certain degree of human resources crisis. Therefore, the authorresearches crisis early warning indicator system of state-owned construction enterprises,following the principle of " be well prepared for the possible danger ", aims to diagnose andevaluate enterprise human resource situation objectively, timely warning when enterprises arefacing a crisis of human resources, and put forward the prevention and control plan to efficientlyprevent, contain or eliminate the crisis, minimizing business losses at a large extent, which hasimportant theoretical significance and practical value to promote the sustainable development ofthe state-owned construction enterprises.Based on the review of theories and analyzing the situation, this study designs the humanresources crisis warning indicator system of state-owned construction enterprises from these fourdimensions including the organization， the management, the development and thecompetitiveness of human resources. The system takes human resources crisis index as theoverall objective and includes4level indicators and22secondary indicators. Then this studyuses AHP to determine the index weight, questionnaires and interviews with experts to identifyindicators warning threshold, fuzzy comprehensive evaluation method to determine the level ofcrisis. Finally, by the empirical study, demonstrating the effectiveness and enforceability of theindex system and evaluation model, and lastly putting forward countermeasures and suggestionsfor building the human resources crisis early warning mechanism.These methods of qualitative and quantitative combination, normative and empiricalcombination and interdisciplinary theoretical knowledge of cross-use are adopted in this study,the core result is to build a distinctive human resources crisis early warning system ofstate-owned construction enterprises to evaluate the human resources status reasonably andcomprehensively, to achieve the purpose of pre-monitoring human resources crisis and post warning, which provides an effective management tool for enhancing the level of humanresources, and offers valuable ideas for similar enterprises to manage their human resourcescrisis.