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ModernHumanResourcesManagement1.ThegeneralsituationofhumanresourcemanagementModernhumanresourcesmanagementofenterpriseroughlycandivideintothreelevels,tacticsplan,andcarryoutplan.Threelevelsrepresenthumanresourcesmanagementadvance,canembodythetransitionfromtraditionalpersonnelmanagementtomodernhumanresourcesmanagement.WewillwelcomeEerainthe21stcentury.Inthefaceofthebrand-newchallenge,enterprisestoobtainthecompetitionadvantage,humanresourcesdevelopmentandmanagementcan'tbeignored.ThroughadapttoEeraviolentchangeandnewchallengecanpromoteenterprises’organizationsystemdevelopment,procedurerecombinationandmanagementtransformation.Topromotelatentenergyofhumanresourcesbecomeenterprisehumanresourcesmanagementdepartment’schiefduty.Amongthecourseofenterprisemanagementdeveloping,itisnotdifficulttofindthatenterprisemanagementhavegonethroughproductionperiodandmarketperiod,thenenterthehumanresourcesleadingperiod.Wecansay,atEerahumanresourceswillbecomedirectionofenterprisesmanagement.Asweknow,productionperiodhavekeptquitealongstage,thenwepaidattentiontoproducts.FordMotorwasavividcaseofthatperiod:Doyouneedtheautomobilewhichothercolors?Weonlyproducetheblack.Marketleadingisthetrendofrecenttenyearsdomesticenterprisesalsopayattentiontoit.Itscharacteristopayattentiontomarkettrend,marketrequire,andcustomersatisfaction.Productsqualityandservicearethefoundationofcustomersatisfaction.Productqualityandservicepromoted,enterprisecouldkeeptheoccupationrateofmarket.EnterprisewilladopthumanresourcestoEeramaincharactersglobalization,worldnetandknowledge.Enterprisesmustknowthefunctionofhumanresourcesinthedevelopment.Firstofall,knowledgeandtechnologyhavechangedthemeasureofenterprise’swealthandcompetitionrule.Knowledgeisstrategicassetsofenterprise,enterpriseistheorganizationwhichcancombine,create,transmitanduseknowledge.Sowhetherenterpriseshaveinnovativeknowledge,orheterogeneitytechnologybenotcoded,willpromoteenterprisestoboostproductivityinsuccession,promoteandcreatetheadvantageincompetition.Asknowledgeandtechnology’smedium(humanresources)onbehalfofspecialknowledge,technologyandability.Thoughscienceandtechnologyandknowledgeofenterpriseinvisible,knowledge,technologyandability’smedium(humanresources)isrealistic,andcanmanage,trainanddevelop.So,humanresourcesofenterprisesbecomethekeyfactorofenterprise’smarketvalue.Forinstancespeaking,themarketvalueofMicrosoftgoesbeyondGE.Ineraofknowledge-driveneconomy,thefundamentalchangetakesplaceinenterprises’competition.E-eraisknowledge-driveneconomyera,thecompetitionbasedonkeyabilityofenterprise.AccordingtoMcKinseyadvisorycompany’sviewso-calledkey1abilitymeanorganization’saseriesofcomplementarytechnicalabilityandknowledge,ithavemadeoneormanyaspectsofbusinessreachcompetitionfieldfirst-classlevel.Thecultivationofenterprise’skeyabilitywillbebasedoninformationmanagement.AstoabroadpositionCEO,CIO,CKO(ChiefKnowledgeOfficer),Chineseshouldbecalledchiefknowledgeofficerorknowledgeinspector.Theresponsibilityistopromotestaffknowledgeandtechnicalabilityconstantly,toguaranteeorganization’scompetitivenessathighlevel.Secondly,networkeddevelopmentchangetraditionalspace-timeconception,createonenodemarcationandglobalworkingenvironmentandvision.So,thedevelopmentatfullspeedofthenewtechnology,notonlyimprovedproductionefficiency,reducedthetradeexpensesgreatly,butalsomadeanimpacttoenterprise’smanagement.Forexample,applicationofcomputerandnetworktechnology,redistributethepowerofenterprises.Thedevelopmentofcommunicationmeansandnetworktechnologyenablecustomerandstaffgettingmorerelevantinformation,improvingreactionspeedandflexibility.Thedevelopmentoftechnologywillredefineworkingtimeandworkingmodelconstantly.Thedevelopmentofinformationtechnology,makeenterprisesrealizetheimportantfunctionoftechnologycreator.Moreandmoreenterpriseswillimprovethehumanresourcesmanagementtoquiteimportantextent.Moreover,globalizationhasalreadychangedtheborderofthecompetition.Enterpriseswillfaceunprecedentedchallenge.Globaleconomyintegrationundertradeliberalizationwillmakemultinationalenterprisesbecomeimportantstrengthininternationalmarketcompetition.Toobtaincompetitionadvantageunderglobalizationbackground,enterprises’administratorsandhumanresourcesdepartmentmusttakehumanresourcestoprogram.Theywillsetupnewmodeandprocedure,trainglobalsensitivesenseandkeyability.Alotoftrans-corporationadhere“thinkingglobalization,takeactionlocality”principle.Itisthechallengethatglobalizationbringtoenterprises.Thepromotionofinternationalcompetitionmustpromoteenterprisestodisposeresourcesinthewholeworld,includinghumanresourcesdispositioninworldwide.Managementincludingproblemsasfollows:thedifficultytraining,conflictofdifferentcultureandmanagingcross-culturallywillbecomeimportantproblemsofenterprise’shumanresourcesmanagement.2.Eera:DeepchangeofhumanresourcesmanagementEera,knowledgeandtechnology,networkandglobalizationarethemaincharacter.Newmarket,newproductandnewconceptcontainnewthinkingofenterprise’skeyabilityandmanagementstyle.Humanresourcesmanagementinenterprisewilltakedeepchange:In