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This article from the human capital theory, combined with the modern enterprise human resource management theory, the state-owned enterprise reform in human resource development issues in depth discussion, mainly from the state-owned enterprise managers , staff employment system , employee wage system , staff training system and other issues were discussed. Paper is divided into six chapters . The first chapter is theoretical overview introduces the theory Schultz as the representative of human capital theory , demonstration of human capital in economic growth, economic structure evolution , technological progress role in the process , and a review of business management theory , pointing out human Resource Development in the enterprise management activities rising status . The second chapter of our state-owned enterprises and their analysis of the state of human resources , pointing out that state-owned enterprises in China's national economy played an important role, but the weakness of the internal mechanism gradually revealed , the major reform is a historical necessity. Human resource development as an important part of state-owned enterprise reform , one of many aspects worth studying. The following chapters were state-owned enterprise managers , staff employment system , employee wage system , workers on issues such as vocational training system analysis . The third chapter studies the selection of state-owned enterprise managers , incentives, constraints . Under the planned economy of state-owned enterprise managers by the superior administrative, organizational departments appointment , often do not have a market economy under the conditions of production and business activities. In a market economy , the state-owned enterprises which requires higher authorities selection managers , in giving its management rights at the same time how to monitor its implementation , and how to properly reward mechanism to stimulate the potential of managers are is an important issue worthy of study . The fourth chapter discusses how to reform the permanent workers of state-owned enterprise system, and special analysis \Permanent workers of state-owned enterprises system , not free handling of labor , human resources, a huge amount . Some employees of state-owned enterprises , \good state-owned enterprises of great significance . Fifth chapter discusses the state-owned enterprise workers wage system. How good wage system to encourage state-owned enterprises of all kinds of workers enthusiasm for work is an important issue. Previously state-owned enterprises, wages low starting point , the gap is small, a high degree of welfare and mostly paid in kind , focusing on length of service , the average tendencies serious , resulting in inefficiency . In contrast, foreign enterprises, foreign -funded enterprises, private sector wage system has played a role of incentives for workers to work ethic , it is necessary to learn from these good wage system reform of state-owned enterprises wage system. Chapter VI analyzes how state-owned enterprise staff training to maintain and enhance the competitiveness of enterprises . In the enterprise business process, due to the production and operation environment, production technology and personnel changes are taking place , and how to maintain the changes and growth enterprise human capital stock, to require companies to use every means at different levels , different requirements for various types of personnel management expertise, technical knowledge and specific skills training . Through the selection of state-owned enterprise managers , incentive and restraint mechanisms , staff employment system , payroll system , training system and other analysis , human resource development for state-owned enterprises to solve the problem and the objectives of the reform model will have a relatively clear understanding .
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