Abstract:
With the continuous development of China's market economy, the increasingly fierce market competition, human resources as the most dynamic, the most promising most profitable strategic resources, become the dominant factor for enterprises to participate in the competition and the pursuit of development. Human resources are the most important competition for resources. In this article, quantitative surveys, qualitative analysis of staff in Indonesia's Chinese private enterprises recruitment, training, compensation management, performance evaluation, incentives and other human resource management issues, research and analysis, as well as private enterprises in human resource management is still in the traditional personnel management stage, positioning serious shortage of human resource management agencies, investment, training, and the lack of an effective incentive mechanism. Private enterprises due to many different reasons, do not have enough human resources management focus, coupled with the traditional interpersonal relations, human resources management objectives are not clear, a variety of management tools is invalid. The efficiency of the production sector and private enterprises is not high, cannot replenish the supply, accounting for the sales department recovered receivables and other problems can be attributed to human resources management to solve. To solve this problem, not only to raise awareness, and constantly improve the human resources management system, employee motivation, employees and corporate culture efforts.
