The global economy, the surplus economy, the network economy and a knowledge-based economy domestic enterprises constitute a major challenge, This also led to the organization of the fundamental design changes than at any other time, they were more concerned about how remodeling, outsourcing, joint ventures, merger, stripping, the Union to improve the professional skills and organizational ability. All organizations design decision ultimate goal is to achieve organizational strategy, adapt to the different characteristics of different organizational design. Facing the background of economic globalization, organizational strategies have become more complex, which requires organizations to re-examine all aspects of the design. including from the company, the cause of the working group, organization optimization and workflow systems. In this process, the traditional way of organization design was gradually abandoned in a series of new forms of organization in there. vertical integration of companies and organizations will be transformed into business outsourcing, networking, and cross-organization, cross-functional organizations, such as the organizational form. In a traditional hierarchical organization, human resources experts through the creation and management of career development, training, personnel selection, remuneration system to increase value human resources function is to allow the officers have a right, as well as planning their career development. Along with the traditional hierarchical organizations times change, innovation and design of the new organization replaced Design changes and innovation means that the human resources function of conversion. How to create a new human resources management system adapt to organizational design, and effectively enhance the effectiveness of the human resources function as conversion to the new challenges. Personnel management challenges in the past, we emphasize loyalty to the company's success is extremely important, but in the new business environment, hard to say employees of the company to achieve high loyalty and enterprises to maintain a high level of achievement seems to be a contradiction. This requires us to reshape the human resources function and human resources professionals to become real business partners, help develop new staff selection, training and development, career, pay, information systems, and to help create a strategic key skills and capabilities. Human resources functions for the organization can achieve these contributions, the need for business and human resources to maintain the same concern, and will have to face the following challenges : creating high performance organizations through the most effective utilization of human resources to achieve the organizational mission, create high-performance organizations, the organization's ultimate goal of recycling. For example, the creation of small, flexible, cross-functional organization and team around the core to the distribution process, business outsourcing, partners. Only successful conversion of the human resource functions, and continue to create a high level of motivation, to successfully win customers sustained attention. In the new organizational forms, continued to produce high performance should be based on effective business process design and the right to work tasks and personnel characteristics. Human resources staff, with deep professional knowledge, and flexibility in the use of incentives, and to adapt to the new changes required to set targets and reward scheme will be to maintain a high performance organization for human resources personnel basic requirements. Effective staffing levels by Branch personnel system based on different ranks will become a thing of the past. In the new organizational design, the work tends to deploy through a series of projects and work flow. In addition, many of the work is completed through the virtual organization, These virtual organization can be part-time and temporary employees and employees of the company form a partnership, inter-organizational assignments, use informal, electronic distribution, and so on. In such organizations, effective staffing challenge is the proper skills and the intelligence to the appropriate allocation of personnel to different jobs, and also to integrate the needs of development. Along with the career development and accumulation of experience, personnel will be assigned the task of competition. not to the hierarchy promotion. This requires the company to establish a new information management system to track and efficient allocation of the company's human resources available, and to guarantee their work tasks possible changes in the posts. In addition, but also to establish a new system of remuneration to attract, develop, and encourage pluralistic and constantly changing staff. Management skills and abilities in the knowledge-based economy human resources management skills and the capacity is a very urgent task, even to the survival of enterprises. Knowledge and information in the exponential growth of today, success depends on more than competitors faster to the development of knowledge, So this needs around the organization's mission of cultivating deep knowledge base and the development of analytical skills. Dynamic environment, strategy, design and technology mean that organizations must continue to adapt to changing skills and abilities, Past success does not mean future success, as many previous knowledge will become outdated. not critical and not relevant. The new organization needs of the Subcommittee procedures and the organization to understand the development of more advanced skills, training and development, through knowledge management to promote the value of knowledge. Management of organizational learning and management skills and abilities related to the topic of organizational knowledge management and learning. In traditional organizations, companies quintessential professional knowledge exists in the minds of staff, Inclusion is limited to the departments and work teams between exchanges. This informal approach to the study of the organization will no longer be competitive functions. Knowledge as very important assets must be managed effectively. Knowledge through cross-functional team to accelerate the proliferation and breaking departmental boundaries, allow users to instantly and the gathering of information and use of knowledge. Therefore, in the process all embedded knowledge to accept in the form of the proliferation of knowledge, to accelerate the learning organizations are facing challenges. New definition of the psychological contract psychological contract meaning individuals and organizations to establish a mutual trust, staff commitment to the organization and the contribution he will be in return. Recent organizational strategy and design changes led to the destruction of the psychological contract, and more organizations, new psychological contract is simply not established. Organization will enter a high difference in the psychological contract, but it is organizations have different groups of employees : If the core staff, contract staff, temporary and part-time workers in line. Psychological Contract definition to recognize the specific needs of the staff and effective incentives, and to let them know that the performance expectations. Organization between employees and the formal contract is not exhausted the relationships between them. Thus the new psychological contract contribute to the achievement of organizational and staff's good recognition. Human resources functions to the new role of human resources to make a significant contribution to performance, Human resources management must adapt to the organizational strategy and organizational design. In order to organizational performance made more meaningful impact, human resources systems must with other organizations system, while human resource managers must practice of human resources with a strong knowledge base. Human resources functions must be on individuals, work groups, business, organizations, cross-organizational level, and commitment to team product lines, departments, organizations such as the development and performance management, there is evidence that the Human Resources Department should become the business partners. In many companies, the human resources department is the senior corporate management team component of the organization to help develop strategy improving organizational performance, focusing on the speed and quality of the development of organizational capacity. In the following key business processes, human resources function play an important role as a partner : successful development strategy is based on the business strategy of skills, knowledge and capacity of the foundation. This is the human resources function can make a strategic contribution to the foundation. Human resources functions of the organization to understand the changes will be used to establish or support different strategic direction for development. Design Organization's human resources functions should be organized and designed the think-tank experts, Human resources work should play members of the design and the ongoing re-engineering of internal consultant role for the organization and affiliated institutions through the continuous adjustment to reach a successful organization transformation, Implementation of the new organizational ability and a high level of organizational performance. Changes in the implementation of the human resources function should help organization development and change management capabilities, to adapt to the changing environment. It should also help the organization to assess the impact of changes to enable organizations to make the right changes and enhancing changes. It should help organizations develop new psychological contract, the new career track to the staff in the ensuing changes and organizational performance to the standard form. Integrated Performance Management practice human resources functions with the line manager should work together to ensure that the performance management practice (Head standard setting, performance assessment and practice of development, remuneration) with the organization's business management practice mutual integration, and adaptation characteristics. These business processes for individuals to a performance standard, the performance evaluation and reward and incentive to support the development of business strategies. Reconstruction in the face of this organization, formed an efficient business partners the ability to become human resources challenges. As business partners, and systems thinking to become cross-functional leadership team part to the planning and management of rapid change in the complex. New human resources functions of human resource organizations how to be business partners play an important role, The key here is that human resources organizations must become more effective, in particular, human resources functions need the following changes : the need to understand changes in business strategy coupled with an understanding of staffing. The senior management team as a valuable member of the business to contribute to the strategic development and operational decision-making. Effective use of outsourcing human resources functions to reduce costs. In a sustained control of the human resources system, set strategic direction. Recycling systems for human resources, strengthening management capacity for implementation. Use of IT to support organizational capacity and skills development and individual career development plan. Development of computer-based human resource management system of human resources organizations from the day-to-day management and administration of extricating itself