【正文】 of their initiative. AngloAmerican management model, manager market development, business management personnel remuneration are closely linked with the contributions and the market, pay way more diverse, which makes under American management incentive pensation system better able to fully mobilize the management staff initiative. However, the . corporate highpromoted, highreward, highstimulated management to some extent also be adversely affected. Very serious shortterm phenomenon, many young people to work less 人力資源管理 5 than a year to replace the five or six times the work, this phenomenon is upset the pany39。 the high mobility of the pany39。 for the relatively high concentration of large stateowned enterprises, strengthen internal control and governance is very important. The effects of two management 人力資源管理 4 The effect of AngloAmerican model AngloAmerican model of the internal management of its rationality. Board of Directors and managers do their job, is conducive to the operator to concentrate, improve management, use of the work of the operators to maintain enthusiasm and innovation, prompted the pany to develop. However, at the same time, Anglo American also obvious internal management problems. British external marketbased management need to address the question of how the operators work to keep the passion in the same time, the lack of adequate monitoring mechanisms and of a great dereliction of duty and senior managers to control the issue for personal gain. Beginning of the 20th century, 80 years, this issue may bee increasingly prominent in the AngloAmerican performance. In particular, in 2021 Enron, WorldCom, Xerox and other corporate scandals have exposed the credibility with the market mechanism to ensure the authenticity of financial information and the independence of independent directors was suspect in the supervision of AngloAmerican model more apparent defects . Therefore, in the AngloAmerican, on board the improvement, the introduction of independent directors and outside directors on how to play a substantive role has bee a focus of attention. External marketoriented AngloAmerican management talent management model is built on a more sound market mechanism and legal system based on its management of the pany and operate better supervision and restraint. But it also has the following shortings: the highly fragmented ownership structure resulted in the operator39。s stock, the association of the mutual holding pany looser trading restrictions and so on. Therefore, we select the operation and management talent management mode, to consider the overall system environment, consider the situation resulting from the history, consider the ownership concentration. Therefore, in the market system is not perfect, not perfect laws and regulations under construction, the pany39。 on line managers, often type of education and training to promotion mode, with the incentive mechanism is also easy to find talent from which panies, because this layer of workers who directly anize production and business activities, the status of important and irreplaceable role. Ownership structure is the formation of the determinants of different management models. 人力資源管理 3 Different ownership structure is the formation of the pany management talent management pany the deciding factor. Differences in the ownership structure of the pany, thus the formation of different panies and management talent dispersed ownership of . panies, the lack of strong corporate governance by shareholders in the supervisory board of business by the board of directors and the supervisory board often a mere formality, the actual control easily transferred to the hands of managers. To this end the United States established a welldeveloped capital markets and sound corporate laws and regulations, effectively inhibited from outside the opportunistic behavior of managers. Meanwhile, the dispersed ownership of the pany39。s business munity and flexible training methods for employees, diversity, efficiency, the kind of training on the use of which benefit. Content from the training point of view, a new adaptive training of workers, have jobs diverted to training, job training, promotion, professional training and corporate training managers at all levels. The training of professionals so that they are often taken to study problems with anizing seminars, exchanges, anizing short courses, the purpose, direction, practical, very strong. Training for enterprise management approach often taken at different levels. Senior management of enterprises rely mainly on the self, anize them into a condition of good environmental sites, conduct discussions and exchange。 人力資源管理 6 參考文獻 [1] Lacroix M, Pirotte A. ILL: An English Structured Query Language for Relational Data Bases. in Nijssen,1977: 169176. [2] Codd E F. A Data Base Sublanguage Founded on the Relational of ACM SIGFIDET Workshop on Data and Control, 1977: 145160. [3] Bruce Eckel. Thinking In Java. Prentice –Hall. 537588. [4] LJ. ARACIL， ， . Analysis and stochastic characterization of TCP lows[J]. 559566. [5] Dick Oliver， Michael Morrison Sam . Teach Yourself HTML and CSS in 24 Hours[M]. California： Sams Publish， 2021： 20100. 人力資源管理 1 Human Resource Management Lacroix M Pirotte A Japanese business management personnel of the supervision and restraint mainly from two aspects: first, the holding pany from the crossshareholdings, if a poor performance or business operators can not afford, the major shareholder of the business operat