Currently, some SMEs head biggest thing is no longer a technical issue. Enterprises are no longer earn a small profit, but the SME human resource shortage. The author of the work, had encountered such a boss, he has nowadays have two small companies. annual turnover reached 100 million, this should also be a successful case, but until now the two companies are unable to leave him. After five years as the company's washing Jimmy, leaving little talent. This makes it worthwhile for us to thought. Right now, such companies to see many. I think the following major issues : First, the enterprises themselves a problem. generally not specific to the human resources department in charge of personnel moves, such as infertility work given the necessary human resources are limited, Many SMEs do not set up the human resources department, and of course that is out of the operating cost considerations, Human resources work without attribution strategy, which is when it needs to, that's when you go trick demand for talent is no overall planning. Personnel training, most enterprises with their own head of the experience of some skills transfer to internal staff. systemic and very difficult to achieve. 2. SMEs are not well-established incentive mechanism because some SMEs proprietor wrong, Enterprise is too small and not establish any mechanism for everything with a mouth. Of course, if the boss is the emperor of the jade that was somewhat, but many bosses say one thing, do it is another. For some, if some good behavior into reality, a set of sound systems, Not only on the employees an incentive, but also the head of a constraint. 3, not many of the budgets to the training of talented people given the limited funds, annual budgets to the training of talented people with few resources, or even none. No study, no progress. 4, organizations are generally more fragmented, more personal hero, not a very strong team. As SMEs division inaccurate, often a few people and the post, making more personal hero, not a very strong groups. Each staff member that you do not need me, I do not need you, thus contributing to a lack of team pride. 5, the competitiveness of SMEs in the circumstances, it is difficult to attract good talent. SMEs limited to their own advantages, talent and enterprise formation of the two-way choice, created the kind of good talent SMEs, lost its charm. 6, in light of their own conditions, sometimes screening personnel, and too much to consider dowry, which led to the election to do good business people now popular phrase : suitable talent is the best. This remark is correct, but some SMEs his distorted. Consider, for example, the enterprises of funds, with the non-competitive appointment to pay a good talent, One can imagine it is almost impossible. Sometimes enterprises are often set up to own a door and let people do not dare enter. Of course, I did not mean to go to consider the issue of funding, but that can only be done with a comprehensive considerations, In good talents, due to the uneven breakthrough. 7, in the process of applying, the role is not clear, it is very difficult to be potential talents to the limits SME division is not clear, a number of people who post Then personnel on the many shortcomings highlighted out. Some good long and not so communicative management, and you have to force him to do both, the management will certainly not be good. not just not be good management, they also spend a lot of time, so that the communication is not quite as good. 8, personnel turnover rate low, timely hire talents as SMEs usually do all reserves, Only when they used to think of strokes, and we all know that talent is a lot, but do not want to move we will be able to hire. sometimes in order to fill a vacancy as soon as possible, enterprises unmotivated love to recruit a fairly good. Strive for speed is not seeking quality SMEs strokes of a major flaw; Even if you could hire a more suitable person, but it takes some time to use some enterprises favorite one came quickly, and the project-by-doing and watching. Second, the problem of a talent, the talent in the eyes of large enterprises is a symbol of the future of the development. small businesses finally make it this wrong thinking to guide his behavior. In fact, each have their own advantages and disadvantages of large enterprises division Details, if you wish to become a more complete person, not appropriate, Small enterprises will be able to do so, although a small sparrow, but it complete, and he could provide a platform to allow you to display various advantages. Small enterprise development space as large enterprise development space. Specific choice up to you their own qualities, and you want to be from the enterprise point? 2, a good talent, a greater choice of good talents, he has much choice. Enterprise unilaterally favor of this talent is far from enough, you must talent enterprises are also interested Like this young girl with love, the two sides are satisfied with each other, will it be possible to come together. He can be effective for your enterprise. 3, good talent, and sometimes can not stand the temptation of money jargon, with the following words : SMEs are large enterprises training base. SMEs often do very reluctantly, as time goes by, people SMEs to grow up slowly, then, large enterprises to tap the resources you this, the idea began Dawai. Traveling to SMEs talent out some temptations are hard to withstand the temptation of this money. thus leaving you had had its SMEs to go, and now what will happen after? 4, professional ethics is not strong, make some SMEs do not want to take the risk to make great efforts to train qualified personnel in professional ethics getting worse. make some SMEs do not want to take the risk to make great efforts to train personnel. Existing personnel is difficult, and it is not enterprises to develop human resources and talent from where? 3, a social problem, talent and between enterprises of the credibility crisis, not related policies issued between talent and enterprise of the credibility crisis, they have no solution? The answer is negative, in Japan, only you have bad behavior, were dismissed by the company or your company sued by others on the court. you will be included in the integrity of files, others an investigation, you know the history, then if you would like do something quite difficult, because no one will believe you. 2, the competition for talent intensifies, made some good talent to be headhunting companies go hunting talent already difficult request, sometimes occasionally bumped into one or just a trained, a headhunting company to use his sensitive, One day you took away the talent. SMEs how to do a better job of human resources in order to do a good job? SME development of human resources, it has to start with themselves, some factors are beyond the power enterprises will be able to rely on the reverse. According to the development of SMEs, each SME must establish a set of human resources planning system. Operators do not go step by step, this is so bad personnel work. 1, the SMEs to enhance their core competitiveness, and do a small but excellent. Now many domestic SMEs little success, it just, to go all out to expand. Such a management strategy is not feasible, so a lot of SMEs do not many years with the expansion of the scale of the collapse. Leadership sometimes wonder, how to expand sooner die faster? In fact, just as a child would climb, in the absence of hard feet before he is not stand by, only feet long hard. will be to try to climb up after several wrestling, it firm. Some SMEs are not the same, not hardened feet, forcing the front walk, fall and break the skin will not forgive. SMEs to take advantage of its superior advantages will play to the extreme, it is better for SMEs to live a magic wand. Carefulness to be done, highlighting their strengths and will put invincible. 2, and establish a sound system of incentives people often rely on incentives, in order to do our best. Some children, and to encourage others to hear, will do my best to pick up a piece of normal not to lift a rock. In secondary schools, said teachers heard such a story, a track and field coach to train its students designed a special track on gasoline wrote. This order, the teacher will be ignited gasoline. Gasoline students will soon be watching the banks of their own, so Bingmingdewang before racing, a look at the final table, results above the average of many times. This is a fear of incentives, of course, enterprises must absolutely not use fear to motivate staff. We will use the awards and punishments to stimulate the potential of the staff, staff's potential to the limits. 3, to establish a mechanism for training not because he grew up on the go, rather than to nurture talent. This concept will only hinder your enterprise personnel growth, leading to your business forward. Training mechanisms must be established, but we want to make their enterprises to pay double to back, This is for the corporations to do things. Therefore, we have to firm to develop human resources Meanwhile, we also have to let the train up personnel in enterprises to play their full potential for enterprises to make contributions. 4, treat their staff so that staff have a feel at home treat staff and retain talent only method used. This treat is not only refers to the spirit of giving people the satisfaction of the appropriate material interests also supported. Very often, SME bosses are doing a good opponent, but the final outcome was broke up in discord. This is why, SME bosses are they simply engage in cheating, and I told him so well, he betrayed me. 1985, is not convinced. In fact, the most critical is that you only emphasized the emotional investment, and no material inputs, staff can not watch several times higher than the salaries of existing work to do, and you enjoy your hands on good, This feeling is of a hole in space. From another perspective, the staff concert halls, you make a lot of money and never care about us, so we can see that you our good are hypocritical. 5, the volume can get, not in order to save money and make do with a lot of SMEs because of the annual operating income is not very large, over-relying on the savings to generate profits, and they do not want to spend a lot of money to employ only some really solid person. Thus leading to a business-to the lack of talents. Everyone knows talent strokes and education is an investment, in order to achieve greater efficiency, must be willing to advance input hire a good talent and nurture a number of effective stem hand, enterprises will embark on a virtuous circle. And enterprises must always remember to make the strengths and weaknesses of the controller, which is employing to win the subject. 6, the division as clearly as possible. but with the important job of a part-time or not appropriate to some SMEs have such an illusion, feel too small enterprises, will provide a clear division of enterprises have increased their operating costs. In fact, a clear division of labor, is not to say that no part-time, if the job clearly, it distinguish its responsibilities, such as : doing clerical work can also offering accounting, but the job must hours do you know who should bear two clerical and accounting duties, as long as no one has a problem, you can be putting the responsibility on him and let him clear what to do. Of course, bear in mind in the course of the operation can share some duties, better not let one person part-time, For example, accounting and cashiering not allow a person to part-time. 7, the introduction of external forces, to help you quickly find themselves in need of them now, of course the community more and more appropriate and they maintain a good relationship, so that you benefit greatly from. Of course SMEs to do human resources work, we must have a plan for personnel needs. Possible to install a simple human resources department, although he could not serve as the role of teacher training, But it can at least serve as a human resources database management role in the enterprise talent required to respond in a timely manner, allow enterprises at the moment there is more talent on the screening room.