Research On The Path Of Chinese Family Enterprise About Human Resource

Built it to last, sustainable development is the dream of every familybusiness entrepreneurs. After the18thThird Plenary Session raised “wemust develop the decisive role of the marketplace, it stimulated thevitality and creativity of the non-public economic and injected a shot inthe arm into the private enterprises undoubtedly” The main character ofthe family business entrepreneurs are: their relationships are betweenmarriage, love and blood, and committed to seeking the maximuminterests of the family. Their market concept are very strong, they havethe high cost consciousness, they can control the cost effectively. andmake staffs simplify. However, family business with the growing scale ofdevelopment, the management level is often can’t keep up with the paceof enterprise development. Enterprise ownership and management rightsfocused on the business owner or his or her family. Enterprisemanagement system and family relations intertwined, it is difficult to setup scientific human resources management system, it is not conducive tointroduce professional managers. Single talent and personnel, theintroduction of external talent are very few, lead to personnel overallquality is low, the structure of talents is not reasonable. A lot of familyentrepreneurs weight management, light management, ignore the basic work of human resources, the compensation system, performanceappraisal system, configuration, is a dispensable attitude. In the so-called"devil, details", we don’t want to family businesses with broad marketspace for development, but because of the problems on the humanresource management and lead to decline. Therefore, in order to help thefamily enterprises out of trouble,1) Improve the optimization oforganizational structure, implement the "two rights" separation,professional manager governance.2)To implement the right recruitmentsystem, establish the scientific talent selection mechanism.3) Developand implement competitive compensation and welfare policy.4) Payattention to employee education and training.5) To introduce reasonableincentive mechanism and scientific performance appraisal system.6) Toestablish Shared values, create a good corporate culture. Family businessentrepreneurs are a wise, bears hardships and stands hard work, theauthor believes that under the guide of scientific management techniquesand methods to know, our country small and medium-sized family firmswill be able to out of their own development characteristics, carryforward the advantage and disadvantage of slam the door, become thestrong market competition, make more modern family business.Therefore, break through the small and medium-sized family enterprise indifferent life cycle of the main human capital management, activelyexplore a reasonable talent management and talent management efficiency for the long-term development of family enterprises, andbecome the important part of the study of this article. The successfulexperience of the comprehensive study of various fields, and discuss themanagement and development of family enterprises law, break throughthe small and medium-sized family enterprise in different life cycle of themain human capital management, realize the sustainable development offamily enterprises, actively explore the talent management model for thesustainable development of family enterprises, improve the efficiency oftalent management has become the important content of this article.