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From a national perspective , in 2006 , the State Economic and Trade Commission issued a \The plan addresses the Eleventh Five-Year period, through the implementation of a large group , science and education , coal , clean coal technology development and application , and the diversity of the four strategic policies of structural adjustment , promote the healthy development of the coal industry , the development of the coal industry more high demand. From the industry perspective , the coal industry 's entry and exit barriers are high , the versatility of human resources is not strong , the natural flow is difficult to solve the problem , industry , professional , closed larger . With the establishment of the market economy , the weakening of most of the coal schools or cancellation of coal-related professional personnel unsustainable . In addition, most of the coal enterprises the downhole and auxiliary workers from remote rural areas to recruit farmers lower the overall quality of human resources of the enterprise . Finally, due to the coal resources are finite non-renewable resource , and therefore part of the coal enterprises forced conversions in order to survive and develop , but by professional restrictions , converting the required professionals and difficult to meet. From the actual situation , due to the long-term plan of institutional constraints and stigma , the imbalance in the relationship between the input and output in China from a planned economy to a market economy in the transition process , the concept of change is slow , but also due to the remoteness of coal enterprises , far away from the city , economic , and cultural environment are poor ; same time, the coal industry and coal miners in social status is very low , even despised , resulting in a small coal enterprises in the attraction of talent , but also a serious brain drain . Therefore , how to build a talent Heights , the effective use of corporate talent to become one of the main challenges facing enterprises . To this end , this paper , this problem for research purposes , from corporate human resources status quo analyzes corporate human resources development and management planning , and from the two aspects of the company's internal human resources and external human resources Human Resource Development management Research . Hoping to provide adequate intellectual support for the development of enterprises .
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