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With the changes in the business environment and to establish people-oriented thinking, the world is gradually Personnel Management Personnel Management from the traditional to the modern human resource development changed. Traditional personnel management has many shortcomings, no longer fit the requirements of the knowledge economy, the competition for human resources as well as the cultivation of innovative talents of each enterprise has caused great concern and even countries. China's reform and opening up, introduced from abroad a lot of advanced technology and equipment, but has very little management experience, learn from, so stage of China's enterprises are facing a lot of management issues, namely how to achieve human resource management innovation , so that the company's talent to achieve truly utilized, can make the best use.
随着企业环境的变化和以人为本思想的建立，世界的人事管理正在逐渐地由传统的人事管理向现代人力资源开发改变。传统的人事管理存在诸多弊端，已经不再适应知识经济的要求，对人力资源的争夺以及对创新人才的培养已经引起了各个企业甚至国家的极为关注。我国在改革开放以来，从国外引进了大量的先进技术和设备，但是对管理经验的借鉴却少之又少，因此现阶段我国企业面临着一个很大的管理问题，即如何实现人力资源管理创新，从而使企业的人才做到真正意义上的人尽其才、才尽其用。
The so-called modern human resource management refers to a range of organizations to use the scientific method to coordinate people, the relationship between people and things, to be truly utilized, can make the best use of the process. Traditional personnel management and modern human resource management are significant differences between the resistance, mainly in the following aspects:
1 传统人事管理与现代人力资源管理的区别
所谓现代人力资源管理就是指组织利用一系列科学方法，协调人与人、人与事之间的关系，做到真正的人尽其才、才尽其用的过程。传统的人事管理与现代人力资源管理之间存在着很大的差异性，主要表现在以下几个方面：
(A) management concept and different center of gravity http://www.ukassignment.org/essayfw/
(1)管理理念和管理重心的不同
Traditional personnel management to human as a "tool", management is the focus of the "thing", but modern human resource management will be people as a "resource" and the focus shifted to the "people." In the traditional personnel management, there is a very serious on the qualifications, except for diplomas, titles and other heavy outdated employing the concept, but also in the process of human resources management rules and regulations and incentives and disincentives in value such things can be materialized for talent lack of innovation management; modern human resource management is to break this tradition, the introduction of heavy capacity, heavy performance, heavy contribution, encourage innovation and competition, and other new concept of employment, and in the management process, human-centered, focusing on employees' career career planning, training programs. .
(2) different division of powers
Modern human resource management focuses on the training and scheduling, incentives and other aspects of the design of work processes, and for the payment of salary, pay basis, jobs and other aspects of the establishment referred to other departments or even outsource to other agencies to develop and operate, this decentralization has counterbalancing power is more in line with people-oriented thinking and direction of enterprise development.
(3) manage content and different requirements for managers
Modern human resources management Personnel management is more traditional in the management of the content is greatly expanding its management focus and focus has also been completely different. In the traditional personnel management, human resource management is simply just new hires to fill vacancies, and modern human resource management in addition also have job design, coordination between functions. In this form, the new management will inevitably human resources management departments who have higher requirements, human resource managers must not only have the talent management knowledge, but also have experience in corporate management, the only way to successfully play the role of modern human resource management.
Two modern era of enterprise human resource management requirements
(A) to deepen the "people-oriented" thinking
Era of knowledge economy, companies establish a people-oriented management thinking is out of their own development considerations, especially in the country's scientific development concept in the context of China's enterprises should make the people-oriented thinking is rooted in the company's human resource management , to promote talent development talent to play the role as the most important task, stimulate the potential of employees, so that employees get the comprehensive development. (2) to create a corporate culture times
Corporate Culture on the importance of enterprise survival and development is self-evident in the context of the knowledge economy should be more corporate culture based on human emancipation and full development and use of knowledge, innovation and spiritual culture as the main content . In this situation, companies should assess the situation and create a study with a strong, innovative and common progress of the business environment to enable enterprises to employees' personal skills and experience in their own corporate culture to get a good development.
(3) reinforcement learning atmosphere
Learning ability and skills to master their business apart from the competition is an important part of modern human resource management also requires attention to learning, reinforcement learning atmosphere. Enterprises through learning-oriented management, you can create a more intense learning atmosphere, which can improve the learning ability of talent and knowledge for the development of talent to provide a good environment.
3 Improved human resource management specific practices
(1) differentiation of human resource management functions.
Human resources management, including allocation of human resources, training and development, wages and benefits, and institution building, these functions are interrelated, mutual restraint, in the traditional personnel management, these functions entirely by the personnel department blanket, resulting in a right excessive concentration, waste of resources and costs and other problems arise, it is now due to social changes in the environment, these functions were differentiated, and some can even be outsourced to other organizations, which will help strengthen the division of various departments of the organizations, and can reduce management costs, so that all resources are fully utilized.
(2) improve the human resources management system. Human resource management Human resource management system is the important part, companies in the development of human resources management system should work performance and evaluation system will be combined to establish an effective promotion and incentives, and to establish the first induction training and life-long training system in order to improve the innovation ability and talent to promote career development talent, professionals can also provide some additional benefits beyond the statutory non-statutory welfare programs, in order to enhance the sense of belonging and loyalty talent.
(3) the human resource management is more flexible, flat. For human resource management to achieve flexible and flat, it is necessary first of all to personnel management from the traditional personnel administration to come out, the talent development and to absorb as the most important task, and strive to develop human resources a both a personnel administration bodies, but also the implementation of talent strategy Staff. Once again to the selection and training of talents. Personnel selection not only by degree, according to the actual need to select the appropriate corporate creative talent, in addition to personnel selection should also be considered within the enterprise found that not just rely on imported from outside. After selecting the right talent after talent development according to the needs of enterprises and were cultured for talent. Second, we must respect and care for the growth of talent talent, to create a good corporate culture, a dynamic vision to attract and retain qualified personnel. Finally, the employment system reform, the establishment of a fair and equitable system of promotion and incentives, allowing personnel in the organization to the fore.
In the context of the knowledge economy, talent competition in the enterprise to become the competing resources, rational and effective human resource management system is to attract talent and retain talent an important factor, but also the unity and cohesion of the enterprise is more important safeguard. Companies should be placed on innovative human resource management an important strategic position, really be people-oriented, give full play to the role of talent, so that businesses and individuals get shared development goals.
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