Under normal circumstances, a human resources status of the analysis is to stay more in size, structure and Characterization of the quality issues, but the results of such an analysis will lead to problems in the past. difficult to grasp the human resources is a deeper problem and to improving the human resources and operational guidance enough. Enterprise itself is a system, human resources enterprise system is an important link, human resources issues is not purely human problem, it's with the enterprise system is closely related to other links, interaction, We in Enterprise Management Consulting practice. strove to human resources in real terms rather than characterization enterprises to grasp the human resources issues, gradually formed its own unique human resources four model analysis. 4 analysis model (as shown below) from the perspective of entrepreneurship. bid analysis of human resources in the enterprise performance of the role, in a systems perspective, objective analysis and evaluation of human resources situation in the model, the enterprise's human resources capacity decomposition of four capabilities, that is, decision-making, leadership, implementation, operation, the phenomenon of the description of the nature of your objective, in-depth evaluation of the present state of human resources enterprises, and try to find a way to solve the problem. Model analysis followed the management of an important principle : the 80/20 principle, to seize the main, avoid being complicated by the appearance of interference. -- Decision Analysis Decision Analysis of the main targets of the inspection board of directors of enterprises and the management team, board of directors, Board of Supervisors relatively sound enterprises inspected to the main board, the management team supplemented, and the state-owned enterprises has lagged behind the building of the Board of Trustees of the enterprise, then the management team mainly, the Board supplemented. Analysis methods used mainly in the form of analysis team, a team ability as an evaluation criterion, in some cases, The team may also include external resources. Decision-making power of enterprise analysis and evaluation through latitude to the following four : 1. Team-building. Making team inspected the quality, ability, stability and the corporate culture's approval, the external forces to participate in decision-making, need to study the ability of external forces and the mode of action. 2. Decision-making mechanism. Decision-making mechanism by decision-making processes and decision-making rules of composition, decision-making mechanism of the decision-making process is procedural, scientific, and full participants in the decision-making role, and try to avoid the risk of decision-making. 3. Information studies. Information for decision-making is the correct decision important prerequisite, only the right to take full advantage of information and analysis on the basis of can they begin to talk about scientific decisions. Right information studies major investigation to answer the following questions : Does a rich source of information for decision-making and information gathering, Analysis institutions? The institutional capacity and competence? Making team on the ability to make use of information? 4. Historical data. Mainly to study business in recent years of the decision. -- Analysis of leading edge analysis of the leadership of the main targets of inspection for the enterprises operating team, the chairman, CEO, president or general manager of the main targets of inspection. Analysis of individual methods used mainly in the form of analysis, the individual as the evaluation criteria. On the leading edge analysis and evaluation, mainly through the following two latitude : 1. Arts management. Management science, the arts, business managers of management, management style, management skills, the company is to study the atmosphere of key indicators. 2. Charisma. In a certain sense, is the personification of entrepreneurs enterprises, on the operators Charisma evaluation has become its leading edge analysis of the components. Charisma is a comprehensive performance evaluation can not be carried out simply by several evaluation indicators, In this model, primarily through staff evaluation and external evaluation conducted. (1) staff evaluation. Interviews with staff, the forum or the payment of the questionnaire, staff understanding of the operator's evaluation. (2) external evaluation. External evaluation is mainly refers to the customer, the use of partners, investors, managers and other industry operators on the evaluation. -- Analysis of the implementation of the implementation analysis of the main targets of inspection for the enterprises in all segments and subsidiaries More specifically refers to the functional departments and branches of the responsible person said that the company usually middle managers. Analysis of the main functions of analysis used in the form of so-called functional analysis, refers to the various functions of the main line, through longitudinal analysis of the various functions of the implementation process of analysis and evaluation. The model, the various functions of decomposition : strategic management, investment management, human resources management, financial management of funds, production operation management, marketing, management, management of research and development in seven areas, each of the functions can be further broken down, along various functions in the process, analysis and evaluation, we can clearly understand that each of the functions of the executive power. Implementation of enterprise analysis and evaluation of the adoption of the following six major latitude : 1. Goals. Functional departments, branch offices, the objective is clear? Target decomposition whether fully justified? 2. Authorized. Functional departments, branch offices, if fully authorized? Authorized within the department whether to fully and rationally? 3. Plan. In order to meet the objectives and complete tasks, whether scientific? 4. Organizations. Can form an efficient team, the integration of internal and external corporate resources to achieve this objective? 5. Guidance. Departments, branch offices, the person in charge of their own business managers within the availability of a wealth of knowledge, experience, to guide the work of subordinates and, when necessary, from time to support both inside and outside the company? 6. Evaluation. To the mission, goals of the completion of an objective and fair assessment of the evaluation results of the appropriate incentives to deal with. -- Analysis of operational analysis of the operation of the main targets of inspection for enterprise staff, to be operational units like the Working Group, team or individual study. Analysis methods used mainly to the work of analysis methods. Operation of the enterprise analysis and evaluation of the adoption of the following three major latitude to : 1. Job skills. Working mainly to study business skills in the operation of the stock of the status quo, we can borrow from the commonly used method of human resources, He inspected the structure and number of staff. 2. Attitude. Right attitude survey is to assess enterprises in operation to raise the potential, could focus on the inspection work atmosphere with such enthusiasm. 3. Management system. By analyzing enterprise human resource management system, From the institutional level further investigation enterprises operating fail to give full play to the reasons.