The international SMEs have some problem in individual resource management structure, the mobility of workers is fast, the salary payment is weakened, the staff education, training and teamwork management is not enough. Within the international market, these problem need to be solved at the earliest opportunity, therefore, some international SMEs have to produce a revolution in its management structure, as some international SMEs often target some process that can profitability immediately, and dont care about the future advantage, and their management framework is overstaffed and complex. Therefore the international SMEs have to develop the new management framework to adapt the competitive in the international market, decentralization is the pattern, which can motivate the worker and managers productive and sensible, decentralization firstly requires the manager who have good knowledge and skill in management. The inspiration system can boost the employees drive, the equalitarianism is not appropriate, therefore the international SMEs desire a change in their management composition.
2. The variant in the organization structure
Most of the international SEMs have the condition in organization structure, the variance is quite big. Usually, the organization structure is lines, the result of which can cause the overstaffed, bureaucracy, and the low efficiency. Therefore, the business structure must simplify the business structure, decrease the hierarchy. A flatten of an organization is one of the answer, but not the only person, and it could not be enlarged permanently. The purpose of the flatten is to reduce the price of the management, more communication between up layer and down coating, it is necessary in the international SMEs, the business originally has the situation in the management, so this method of management can improve the efficiency, it is convenient to the most notable manager.
3. The globalization of HRM
In term of the factor of the law and insurance plan, the international SEMs should make a completed inspection on the insurance policy environment, like the characteristic of the labor business, and it is necessary to make a review in regulations and regular of the work. If it does not do like these, it'll suffer from the criminal demand upon the labor discrimination and the right of the labor, and the labor dispute also have to pay more litigation cost, which damages the trustworthiness of the company in labor market.
In the part of culture, the international SMEs have to combine in the business process, anticipated to the several cultures in different countries, the international SMEs have to adapt the cultureЇїЅs differentiation, except value their culture, it also have to understand and study the neighborhood custom and culture. This is the long ЇїЅterm program, the conflict will happen in the future, but the company should pay more attention on the culture, and bottom part on it, creating its corporate and business culture in the globalization market.
In the facet of economic, the accomplishment of the international SMEs depends on the labor cost, the fluctuation of the money. In the international market, the organization need to consider which countryЇїЅs employees should be used, the home countrywide, the local people or the expatriate, and the good thing about the company and the labor cost well balanced.
4. Administration intervention in the HRM
As the international company, no subject the size of the enterprise is big or small, when the marketplace has some actions or the coverage evolved. The international SMEs should conform the various situation and then make a right decision at the right time, but this process is quite hard for these people. Because the administration in order to protect the right of the labor, which models a whole lot of plan or regular to limit the habit of the corporate. The government intervention in HRM will increase the cost of exchange between the worker and the employer, at the same time, to be able to cut the cost, the international SMEs need to recruit the professional personal who studies the administrationЇїЅ labor policies and labor law as regulations consultant to manage the HR. if the company can react the government policy as soon as possible, it will achieve the fantastic successful.
5. The reputation of the business in the HR marketing
In the HR marketing, many individuals want to discover a company which has good reputation on the market, and they have comfortable work environment, high salary, excellent management encounters and future development opportunity. But every one of the above, the Small-Medium enterprises cannot manage to the employees. Due to it is lack of enough capital, and successful human being tool management experience and the ability of the executive.
Without enough capital, the SMEs just only can used the applicants who are insufficient the professional skill and professional knowledge, as they haven't any money, so they also donЇїЅt want to squander more money on training these employees, or the opportunity for training is not regular. And then the employees who have not accepted the opportunity of training, they'll lose working desire, so the work efficient will be down. As well as the other hands, the employees who've more experiences want to leave the business, because the business cannot provide excellent working treatment. Therefore the SMEs are simpler to lose their good human being resource.
The successful individuals learning resource management experience and the capability of the executive are extremely important to the business. But the Small-Medium Enterprises are weak in these, their management experience is quite limited and obsolete, most of that is traditional management way. As we know, the excellent innovator can change the life span of the business, so the exec capability is the standard of measuring a good or bad head. If the good leader will set up the strategy purpose, during the process of the strategy, she or he will lead his or her company will end up in the right way and make the right decision immediately according to the different changes, which can entice their employees, and work hard for the company.
