SME development in order to get better, and standardized human resources management (HRM) is an essential ingredient. A large number of cases proved that the "people-centered, rational management team" is an effective HRM programs. Successful implementation of this program enterprises, HRM to a scientific and orderly track and staff members of unity and cooperation, to take the initiative and code of conduct, continuous innovation and enterprise development prospects more promising. SMEs standardized HRM program from two aspects should be considered : 1. strengthening of the SME management concept. All the enterprise management system design and implementation of modern HRM fully embody the concept and nature : understanding human nature, respect for human and people-oriented. 2, only to a people-centered philosophy and guiding principles, and the key is how SMEs fewer management layers. management, low-cost, quick decision-making and easy to seize market opportunities and other features, to find suitable for SMEs standardized HRM operational and technical programs. Modern HRM including human resource access, integration, and the incentive to maintain, control and adjustment, development and so on. My most current SME institutions, human, material, financial input, can establish such a comprehensive, standardized HRM program. Suitable for the reality of the current SME characteristics, lower management costs, we believe that as long as the key to seizing the HRM, in the line of duty (Position) duties, the performance (Performance) assessment, wages (Payment) distribution and so on (3P) model, fully embody the "human understanding, respect for humanity, people-oriented "nature of the core can be avoided into management difficulties to a more standardized. 3P model of content and operation steps : 1, according to the production and operation of enterprises characteristics job analysis, clear all staff posts (Position) duties. 2, in light of their duties. Design human resources performance (Performance) assessment programs and tools. 3, the use of performance assessment programs and tools to enterprises of all regular staff assessment, according to the results of performance assessment, design wages (Payment) welfare, and even paid bonuses programs and tools. As 3P model and implement a "people-oriented" concept of HRM, HRM grasp the core of modern technology, So it suitable for SMEs, and it can lower the cost of administration and easy operation. The concrete manifestations are : 1,3 mode of duty, performance evaluation and salary distribution is an organic link among the whole, this organic link can be fully reflect fair and reasonable, science, competition. 2, the model can effectively emphasize individual effort and solidarity of the unity, personal fate and destiny integration company. 3, stressed the qualifications, they focus on practical performance, quantitative and qualitative evaluation analysis, performance evaluation and salary, incentives interdependence, assessment is an objective basis for treatment of incentive results, remuneration for work and work incentives reunification. 3P model of effective implementation will gradually enable the management of the company to a "legal" path to avoid the "rule of man", guess subjective feelings about the adverse consequences. In the company of the family of impersonal, and fully mobilize the enthusiasm of the staff members and creativity encourage individuals to proactive efforts. stressed unity and cooperation, promote the company and the staff of common progress and development. 3P model for the effective implementation of a greater impact factors are : 1, leadership, In particular the decision-making level to update the concept of leadership is very necessary. Operation of the enterprises should be gradually into a "people-oriented" concept; 2, the mode of implementation of 3P, should strengthen the building of leading bodies of the middle; 3. 3P model dependent on the effective implementation of enterprise employees to raise their overall quality.