Human resource managers (HRM) to help create unique competitive advantages, Enterprises need to be participants in the strategic planning, change agents, the department of personnel consultants, Enterprise and the staff of spokesmen finally personnel business experts. HRM must first truly understand enterprises to learn more about the industry has been able to survive and the key to successful development. Only then will not be entrepreneurs and business sector there is a generation gap. If communication platforms are not naturally play value. Through with firms up a plan, determine the enterprise mission and vision. HRM enterprises can better understand the future needs of the people. This is a simple human resources strategic thinking and know the needs of enterprises today. know tomorrow enterprise development needs what kind of human resources, guidelines for all human resources specific direction. Encourage enterprise in the pattern of competition, the success of the "no deterioration before" implementing change. HRM should lead to changes in the vanguard, with the goal of using performance management, salary re-design, and guide cultural change, process reengineering. HRM is synergistic with the business sector in human resources management, to help business sector development performance, HRM business sector can really win the understanding and support, we will not become bureaucratic style department. Traditional personnel departments into a pretty difficult, ugly face, so badly, things difficult "reputation", the fact that it only controls, no help. For example, the business sector diagnosis of human resources and make recommendations for improvement. or together with the business sector to develop effective training methods, the business sector is to help resolve operational bottlenecks can be used to enhance the performance of the practice. In the human resources strategy and policy formulation and implementation, HRM must always uphold the promotion of business and the employees win-win position do enterprises and a bridge between the staff, but also the views of staff spokesman. As training, we should consider not only the requirements of enterprises, employees also have to take into account the demand for future development. HRM's role is a final personnel business experts, is the most basic role. This includes personnel to understand Act, pay and benefits, objectives and performance management. more important is to understand the various human resources management module between the logic. HRM is a consistent, but also tightly linked, the analysis is the basis for recruitment, as well as training and performance evaluation of the shared platform, the design also pay Because of this, separated from one another, will certainly troubled lot. With the five role to evaluate the performance of your side of the Human Resources Department, to give them scoring. We will be able to judge whether they might make what kind of contribution.