【正文】 ture and quantity andefficiencyinspection, es the science appraisal each staff to be petent thenature to the inspection is to staff39。s innovation ability and the creation in the work in the enterprise to be supposed to adopt high techand the high investment measure, makes the enterprise human capital unceasingly to rise in to the training education investment, both can meet theenterprise economy development needs, and can satisfy the talented person earnestly seeking which enhances to the professional profession development andindividual ability, this kind of investment can obtain pared to a material higher repayment, moreover this kind of repayment has the persistent effect and the ultra to talented person39。使人盡其才，事得其人，人事相宜，以實現(xiàn)組織目標(biāo)的過程。人力資源管理還蘊涵著一種認(rèn)識，現(xiàn)實中的人存在各種差異，只有與其他資源結(jié)合的人才有能力創(chuàng)造價值。s functionThe human resource management is using science method, coordinating person and matter relations, processing the person and person39。s will acplishes, may say in the modern management idea thehuman resources management is the enterprise culture resources management has three big contents：the employment advertise hires, the staff trains, the achievementsinspection, other work is all serveing for these three big human resources manage an art are a employment advertise enterprise39。t past that kind regards the low price sale to attachit for the main method by the high quota buckling rate, but at presentin under the modern management idea instruction enterprise39。s development transportation qualified human resources, the present training work has bee asystem, strengthened the goal, market as under guidance production method, enterprise in order to survive, in order to develop also must ply with market development is a rule, is not taking person39。straining is take improves the personnel quality take the market as theguidance as the key point, but is not in corrects the time waste atstaff39。s development and the up the establishment to adapt the management system which each kind of talented person must according to the market economy system request, the deepenedenter prise personnel system reform, speed up establishes adapts eachkind of talented person to grow the characteristic new talented person management must revolve the high quality leader only then, the management managerial talent, the specialized technical talented person and the technical worker four troops constructs, establishes each characteristic the classification control system, takes to pay specialattention to the innovation talented person, the pound talentedperson39。s drive enterprise in the introduction of talent, the use needs positively to study individual demand and the system satisfies the feeling toindividual demand the influence as well as can have each kind of drive function mechanism, formulates the talented person troop inetreatment and its the post responsibility and the achievement,contributes the suspension hook the principle, implements according to the post, according to the duty, the distribution system which pays pensation according to the achievement, encourages element of production participation ine assignment and so on the technology,management, maximum limit arouses the talented person enthusiasm,finally realizes the enterprise economy development and the talented person resources development double abundant 三．The human resources department also must create the human resources department therefore the parison difficultywith acplishes the strategic status, is “spends” the departmentwith the human resources department to have the greatest relations,because needs to spend, therefore enterprise mister considers from the economic efficiency aspect, the implementation taps new resources andreduces expenses policy, irreproachable, the human resources department can not blame god and if can change this kind to be congenitally deficient, also turnsthe human resources department the creation profit the department,then the human resources department39。包括人力資源規(guī)劃、人員招聘、績效評估、員工培訓(xùn)、工資福利政策等等。人力資源管理的另一個典型的特征是關(guān)于整合的概念，一整套的的員工政策、活動和實踐需要前后連貫并同組織戰(zhàn)略結(jié)合起來?，F(xiàn)如今，我國中小企業(yè)的主要特點是量大、面廣、起點不高，多集中于勞動密集型產(chǎn)業(yè)。一、中小企業(yè)人力資源管理的現(xiàn)狀(一)人力資源管理缺少規(guī)劃中小企業(yè)人力資源管理缺少規(guī)劃。有閑置人才時又找借口，任意降低薪酬，減少經(jīng)營風(fēng)險。我國已加入WTO，借鑒發(fā)達(dá)國家人力資源管理一整套技術(shù)和方法，對企業(yè)內(nèi)部中高級管理人員進(jìn)行二次開發(fā)、推進(jìn)企業(yè)信息化進(jìn)程，積極“補課”以實現(xiàn)人力資源管理在企業(yè)組織中角色的戰(zhàn)略轉(zhuǎn)移，成為中國企業(yè)家群體的當(dāng)務(wù)之急。一個優(yōu)秀的人力資源管理者不僅要懂得專業(yè)知識，還要十分熟悉勞動法律、法規(guī)及相關(guān)的政策，更要有大量的實踐經(jīng)驗，這些都需要較長時間的刻苦鉆研和積累才能掌握。一個職業(yè)經(jīng)理人的年薪甚至就是一個小企業(yè)的純利潤。(五)中小企業(yè)人力資源流失嚴(yán)重當(dāng)今市場競爭機制的不斷完善和人事制度改革的深入推進(jìn)，使得大中型企業(yè)與中小型企業(yè)之間的人力資源競爭空前激烈；中小企業(yè)在人力資源管理理念和管理制度等方面不完善，造成人力資源與企業(yè)發(fā)展戰(zhàn)略不匹配，人事任用不當(dāng)，績效考核體系、員工報償制度、激勵機制有缺陷不公正，培訓(xùn)缺乏效用，員工職業(yè)發(fā)展規(guī)劃滯后等問題，這些都會造成中小企業(yè)人力資源嚴(yán)重流失。而中小企業(yè)一般缺乏較明確的發(fā)展戰(zhàn)略，尤其在快速擴(kuò)張階段，往往涉足于不同的業(yè)務(wù)領(lǐng)域，其中不乏許多新興產(chǎn)業(yè)。通過調(diào)查，了解和掌握中小企業(yè)在改革和發(fā)展中人力資源開發(fā)管理方面最迫切需要解決的問題，并以此確定我國中小企業(yè)人力資源開發(fā)管理的戰(zhàn)略目標(biāo)。所以，企業(yè)要想方設(shè)法提高他們的素質(zhì)。(三)加強企業(yè)學(xué)習(xí)氛圍及員工培訓(xùn)對于中小企業(yè)，尤其是高新技術(shù)的企業(yè)，知識上的落伍，將直接導(dǎo)致企業(yè)在市場上缺乏競爭力。此外，加強上下層之間的經(jīng)常性溝通，使員工釋放挫折感和不滿情緒。(五)利用網(wǎng)絡(luò)促進(jìn)中小企業(yè)人力資源管理科學(xué)化充分利用網(wǎng)絡(luò)，企業(yè)可以更好地進(jìn)行科學(xué)的人力資源開發(fā)、人才培訓(xùn)，高效地完成招聘計劃。(六)建立科學(xué)的人力資源管理觀念首先，中小企業(yè)應(yīng)樹立起人力資源開發(fā)與管理的觀念。人力資本理論的先驅(qū)者——西奧多企業(yè)應(yīng)注重人力資本的作用，在企業(yè)中建立利益共同體，讓員工分紅入股，讓技術(shù)創(chuàng)新者憑技術(shù)入股，讓職業(yè)經(jīng)理人以管理股的形式擁有企業(yè)的產(chǎn)權(quán)，使員工與企業(yè)利益共享、風(fēng)險共擔(dān)、共存共榮，使人們自覺自愿地努力工作。本論文主要分析我國中小企業(yè)在人力資源管理方面現(xiàn)狀和存在的問題，并針對性地提出了加強人力資源管理的建議，以期提高我國中小企業(yè)的競爭力。因此，企業(yè)要在市場上獲得競爭優(yōu)勢，在很大程度取決于其充分利用人力資源的能力。（二）、人員流失嚴(yán)重 由于中小企業(yè)在制芳安排、利益分配、福利保障、精神文化建設(shè)、激勵等方面的問題，使其難以留住優(yōu)秀人才，尤其是中高層管理人員和關(guān)鍵部門關(guān)鍵人才，跳槽現(xiàn)象比較普遍。對人力資源進(jìn)行管理時既要有科學(xué)的人力資源管理制度方法，又要求上至總經(jīng)理下至各級主管在內(nèi)的所有管理者的直接參與。職業(yè)經(jīng)理以打造和規(guī)范企業(yè)管理秩序為使命，從經(jīng)營理念、管理技術(shù)、制度建設(shè)、團(tuán)隊培養(yǎng)等方面入手，使企業(yè)經(jīng)營管理有序運行。用人不疑，穎人不用，放手讓職業(yè)經(jīng)理人在職權(quán)范圍內(nèi)開展工作，而不是處處制約。企業(yè)一是應(yīng)做好使用能人留住人才的工作，需要有相應(yīng)措施，其主要內(nèi)容是事業(yè)留人、環(huán)境留人、制度留人、待遇留人、感情留人，缺少其中任何一項都會造成人才傷害。（二）、加強員工的管理 隨著經(jīng)濟(jì)全球一體化的深入發(fā)展，中小經(jīng)濟(jì)在其發(fā)展中也遇到了一些問題，如籌資困難、信用不足、人才匱乏等。企業(yè)要從物質(zhì)、精神等諸多方面來努力創(chuàng)造條件，使員工在工作崗位上體會到工作的樂趣，看到工作對自身的價值。企業(yè)管理人員是企業(yè)重要人才，這就要求企業(yè)家改變傳統(tǒng)的經(jīng)營觀念和人才意識，學(xué)會以科學(xué)的人力資源管理理論為指導(dǎo)，建立合理化、制度化、人性化的現(xiàn)代管理機制；把企業(yè)的經(jīng)營權(quán)切實交給經(jīng)營管理層。構(gòu)筑企業(yè)的約束與激勵機制應(yīng)從三個方面來考慮。加強“感情投資”，多關(guān)懷員工。企業(yè)文化是企業(yè)成員的思想觀念、思維方式、行為方式以及企業(yè)規(guī)范、生存氣氛的總和，是企業(yè)在經(jīng)營過程中創(chuàng)造的具有企業(yè)特色的精神財富的總和，對企業(yè)員工有感召力和凝聚力。③正確引導(dǎo)員工擺正國家、企業(yè)和個人三者的利益關(guān)系，鼓勵員工的獻(xiàn)身精神忠誠度?！究偨Y(jié)】總之，進(jìn)行科學(xué)的人力資源管理，減少跳槽現(xiàn)象發(fā)生，避免人才流失，提高人力資源利用效率。當(dāng)前，我國中小企業(yè)的人力資源管理雖然具有一定的優(yōu)勢，但也還存在著一些問題。目前我國中小企業(yè)已經(jīng)超過4200多萬戶，%，中小企業(yè)創(chuàng)造的最終產(chǎn)品和服務(wù)價值相當(dāng)于GDP的60%左右，上繳稅收約為國家稅收總額的53%，并提供了全社會70%以上的就業(yè)機會。本文對中小