单位代码 学号 分 类 号 密 级 文 献 翻 译院 （ 系 ） 名 称专 业 名 称学 生 姓 名指 导 教 师2012 年 3 月 30 日 第 0 页Human Resource ManagementHuman resources in corporate governance, not only has the human resources planning and strategic leader in the implementation of corporate strategic planning and overall development objectives of the course also has a vital role in this. At present, an increasing number of SMEs in the development of human resources planning is there are a lot of confusion and helplessness. Conditions in the knowledge-based economy, human resources of small and medium enterprises have a vital role in development. More and more small and medium-sized owners, corporate governance has become accustomed to the level of human resources management on the importance of enterprise development, but for the development of human resources planning is always there are a lot of confusion and helplessness. Human resource planning is very simple, not that more recruitment, remuneration, such as content, and sometimes combined with some training things., CEOs are still racking their brains set strategy, how can I make a planning, human resource planning has not done very much sense, does not change plans quickly, the end of the day can be honored only 20% -30%. HR is more than many small and medium enterprises are the views of human resources planning. So, how small and medium enterprises have no need for human resource planning? How can we work out a scientific human resource planning? First of all, let us take a look at the implementation of small and medium-sized effect of human resource planning is not ideal because: Human resource planning is not fully familiar with Do a good job in human resources management are the trilogy: a clear strategic planning - human resources planning - human resources management system and specific implementation plan. Corporate strategic objectives of the overall development of human resources planning determines the content, and these contents for the establishment of human resources management system, develop specific plans to add staff, the use of plans, personnel and promotion plan to succeed, education and training plan, assessment and incentive plan, labor relations, retirement plan termination to provide the direction and in accordance with the 第 1 页guidelines. A broad sense of human resource planning includes all of these specific content, and not merely just more of recruitment, remuneration, such as content, sometimes coupled with the training point of things. Human resource planning is the development of strategic planning an important component of the enterprise but also the human resources management of the foundation and basis. And the management of small and medium-sized and HR are not fully aware of precisely this point, so that the specific process of the formulation and implementation of a lack of sufficient attention, at all levels of department heads and line managers can not effectively cope with. The strategic objectives of the company is not clear Human Resources Department must be combined with the implementation of corporate strategy to human resources support and guarantees. In human resources development and governance activities, strategic objectives should be to the strategic guidance of human resources policies to ensure the accuracy and effectiveness. Therefore, human resource planning is a prerequisite for enterprise development and corporate strategy clear first, and then can be decomposed into human resources, then demand will have plans, recruitment plans, payroll and other welfare plan with matching. And small and medium-sized general lack of a clear development strategy, particularly in the rapid expansion phase, is often involved in different business areas, including in many emerging industries. These new industries in R & D, marketing, management, and service all aspects of the experience does not mature for reference, especially to open up some new projects, setting a quota of work posts and not as mature as traditional business. Therefore, in human resources management can not have a clear plan, can only go one step further and look forward. Changes in the external environment company too fast, not planning Changes in the development of the market very quickly, and with the market despite changes in the industry to make plans, to reach a rate of year-end target of 20% -30%, however. If an IT company is a regional association in one of the major agents. In the beginning of the year, the companys Human Resources Department in accordance with the 第 2 页companys annual development strategy this year to develop the companys human resources planning. But in the New Year began less than three months, the Lenovo Groups own strategy, and the significant changes in organizational structure. So the supply chain as a part of the IT