Improvement Solutions Of K International Logistic Company's Human Resource Management

With the rapid development of economy and the deepening of reform and opening-up,the companies in China have gain opportunities to develop themselves.Meanwhile,human resource has played an important role in the management of a company.Effective human resource management will enhance the core competitiveness of an enterprise.After China's reform and opening-up,huge amount of management methods from the West are pouring into China.With the integration of the advantages of the West and the East,Many companies are making continuous innovations for the strategy of their own.Company K mentioned in the article is one of the leading companies of its industry in China.During the past 16 years in China,K has developed itself from a small company of around 20 persons to a top company with more than 600 employees.However,its level of human resource management is still in the primary stage and has become the bottleneck of its next growth.Thus,it is an urgent task to analyze the current situations,find out the problem and propose the ways to solve them.The first chapter introduces the current research status of human resource management both at home and abroad and the methods and meaning for research.It aims to solve the existing problems of Company K and provide some references for the similar companies of the same industry.The second chapter introduces some typical theories of human resource management and some contents of the frame of human resource management,laying the theoretical foundations for the article and its following solutions.The third chapter introduces the current status of company K.Some charts and data have been used to reveal the basic information of staff covering age,working span etc.The main problems focus on a high turnover rate,the deficiency in evaluation and the inflexibility in compensation and benefit.The fourth charter proposes a series of solutions and improvement about recruitment,evaluation,compensation and benefits.The fifth chapter introduces some tips of the executions of these suggestions,which includes setting up a group for leading the reform,forming a new department of human resource management and following the schedule for implementation in a strict way.The sixth chapter is the conclusion that scientific and advanced human resource management strategy can lower the turnover rate,motivate the employees,absorb the talents and stimulate the potential of all the staff members,which will lead to the mutual benefit between both the company and its staff.