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WTO Enterprise Human Resources Development and Management of


Negative consequences. Rewards and punishments, and strict justice is appropriate reward and punishment. Strict reward and punishment is to Untouchables, regardless of intimacy, regardless of distance, equal treatment as the Han Fei Zi said: \Reward and punishment is appropriate to proceed from reality and enjoy the match with the power, penalty corresponds with the crime, neither minor merits amply rewarded, not greater than the light punishment. As the ancients said: \A fair is mainly based on the incentives to implement the principle of distribution according to employees more work, less but earn less. The only way to get rid of the traditional concept of egalitarianism, encouraging employees to work hard, and actively compete for business at the same time contribute to more personal interests, but also one 4 \material incentives can really play its due role. in the development of incentive systems, incentive programs in the absorption of workers involved in the process of supervision will be conducive to the prevention of irregularities, to ensure maximum fairness. 4, Employee compensation and benefits. return not only make the things people access to basic needs, but also to meet people the tools they need a higher level. talent is talent competition system fundamental competition, especially competition in pay systems, modern compensation system is designed to attract, maintain and motivate talented employees. So the design from the grade pay for employees classified into categories, as wage workers into the pricing, emphasizing key positions, key positions, and the general position of the difference. employees often return as manager to the evaluation of their result,[link widoczny dla zalogowanych], the enterprise is that they reflect the contribution made. Employees want distribution system and treatment policies allow them to be just, clear, and consistent with their expectations. When fair compensation based on job requirements, personal skills,[link widoczny dla zalogowanych], work standards basis, it will lead to employee job satisfaction, and thus stimulate the enthusiasm of the staff. 5, corporate culture. corporate culture is the production and management company in the long process of the formation of the specific business idea, business purpose, development strategy, goals, professional ethics, code of conduct,[link widoczny dla zalogowanych], corporate style, etiquette style, social image and so on, are areas of soft factors. truly outstanding corporate culture, once formed, will be the foundation for building enterprise can not see, and show great culture of strength and force of personality. generally be divided into material and cultural level corporate culture, institutional culture and the spirit of the cultural layer layer, while the spiritual and cultural level is the highest level of corporate culture. a good business, we must first create a warm, harmonious, harmonious human environment and has a healthy corporate culture. talent to play and where intelligence is closely related to corporate culture. a large number of proven, a person in the leadership of justice and integrity, cultural and harmonious relationships is not only effective use of existing capabilities and His potential could be demonstrated. Otherwise, he has to do not want to sacrifice. enterprises with good culture to corporate culture allows employees to pursue the formation of noble, elegant taste, good morals, and thus feel to the true value of life. On the other hand, the labor needs of enterprises to implement the security system, implementation, and in particular to improve the implementation,[link widoczny dla zalogowanych], development, and now some companies there are serious credibility problems, the most prominent workers in violation of labor relations; Some companies deducting any arrears of wages, casual employees to work longer hours, do not give workers pay social insurance. to the case of China's enterprises, the growth mechanism in shaping talent development in the selection, employment, assessment of people and train people and other mechanisms, has attracted attention of many companies, and the adaptation of complex relationships, which had been ignored. This calls for building harmonious relationships within the enterprise, so that employees feel the warmth of community, the organization of care , imperceptibly to accept the impact of corporate culture, the staff of the thoughts, ideas and actions directed to the objectives set up enterprises, and for the common goal. Secondly, in the talent competition, liquidity and enhance the area, must be open, fair and transparent. to clear standards, procedures, norms, fair competition and prevent unnecessary interference with the human factor. talent competition is the eternal theme of the future development of enterprises, China is a populous country is the shortage of talent and the country. In this world of economic globalization and China's post- , must achieve the intense level of competition for talent. The above discussion of human resources development and utilization of comprehensive and profound enough, our dead, the foreign enterprises to enter, bring us a lot of advanced human resource development and management theory and technology, intense Market competition is also forcing companies to pay more attention to technology and service innovation, and enhance the concept of talent, of human resources development and management will be improved overall.

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