Taking The Chinese enterprise as an example, this paper describes the reasons for the reform of enterprise human resource management Human resource reform mainly refers to the reform of human resource management mode, which is reflected in the reform of employee management mode in enterprises. As a strategic management of a company, human resource management must adapt to the development of the enterprise. China's human resource management theory was introduced into China in the 1980s. With the change of The Times, it has obviously not adapted to the current development needs, so the human resource management of Chinese enterprises must also be reformed. In general, the main reasons for the reform of human resource management in Chinese enterprises are as follows:
1. It does not meet the needs of economic development. The human resource management of western enterprises has experienced from the people-oriented human resource management to the people-oriented human resource management, which ADAPTS to the economic development situation and promotes the rapid development of economy. However, many Chinese enterprises still adopt the traditional personnel management method, only paying attention to the completion of work tasks, ignoring the management of employees, employees can not find a sense of belonging and development direction in the work. The competition in today's society is mainly for talents. Many companies in China still adopt the traditional personnel management method, which is not suitable for the needs of social and economic development, and will seriously hinder the cultivation of talents and the development of enterprises.
2. Human resource management is not professional enough. Although the theory of human resource management has been developed for a long time in China, each enterprise has workers who are specially responsible for personnel management. However, the human resource management of Chinese enterprises is still very unprofessional, which is mainly reflected in the unprofessional management personnel and the unprofessional working mode. Modern human resource management not only requires personnel recruitment, but also pays attention to staff training management, salary management, etc. Professional staff must be managed in accordance with the standard workflow. Unprofessional human resource management methods and management talents lead to the failure of the implementation of various systems of the enterprise, resulting in the human resource management department of the enterprise to become the subsidiary department of the company, reducing the strategic position of the human resource department in the enterprise.