What challenges are being accepted by the traditional management style

I. Innovation in human resource management models

II. Labour market image of the company

III. Changes in organizational structure

IV. Globalization of human resource management

V. Increased governmental involvement in human resource practices

VI. Liberalism and diversification of values

Thanks to the contribution of human capital theory, we understand the importance of HRD for a country's economic growth and the decisive role that macro policies play in the effectiveness of HRD. However, effective human resource development only increases the stock of human capital, and its impact on economic performance also depends on how to revitalize this stock, i.e., how to effectively allocate human resources at the micro level. This involves the issue of human resource management. In the face of the surging tide of the new century, enterprises will encounter unprecedented serious challenges, as an important tool to gain competitive advantage, human resources are also facing unprecedented challenges.

I, the innovation of human resource management model The traditional human resource management model can be broadly divided into the United States as the representative of the Western model and Japan as the representative of the Eastern model of two categories. The Western model focuses on the external market, personnel mobility, salary and compensation is more rigid; the Eastern model focuses on internal cultivation, such as focusing on staff education, training and team participation in management. Both models have proved to be effective throughout history, but have since been proven to have certain shortcomings. So what kind of human resource management model will be more helpful for enterprises to succeed in the internationalized competitive environment in the time to come? It is foreseeable that due to the increased liberalization of international trade and the intensification of economic globalization, competition in the international market will be unprecedentedly fierce. The market changes require enterprises to respond quickly, therefore, the Oriental model must make fundamental changes to adapt to the intensified competition in the market; on the other hand, in the highly competitive and fast-changing market, if the enterprise is not highly decentralized, it is bound to be slow to respond to the market, and lose unlimited business opportunities. The prerequisite for a high degree of decentralization must be the staff's good knowledge and skills and technical literacy, a high degree of responsibility and conscientiousness as a guarantee. From this point of view, the Western model can not be inherited, and must be like the Japanese companies, focusing on the absorption of workers to participate in the management, to protect the interests of employees in the enterprise, while strengthening the training of employees to improve the learning ability of the enterprise and the ability to adapt to the environment.