“如果你有任何问题，请到我办公室来谈。别把我堵在洗手间里。”——北卡莱罗纳州一家中型企业的人力资源专家。
“If you have a question, come to my office. Don't corner me in the bathroom.” –HR professional at a mid-sized firm in North Carolina
企业的竞争实质上就是人才的竞争，实施有效的人力资源管理是所有企业面临的问题。
The competitions of enterprises are talents' competition in fact, it is the problem that all enterprises face to implement effective manpower resources management.
在企业的人力资源管理工作中，薪酬问题无疑是最为敏感的问题之一。
In the human resource management of enterprises, the payment issue is undoubtedly one of the most sensitive problems.
为了能够实现预定的兼并目标，企业应该整合两者的人力资源，妥善处理员工流动问题，加强沟通及文化的融合。
In order to realize the merger aim as scheduled, Enterprise must compose human recourses, deal with employee float and strengthen culture communication.
科技型企业开始意识到对企业的人力资源进行合理的管理与开发将是解决问题的关键。
Hi-tech enterprises realize that it is the crucial solution to integrate the human resource management and development.
然后，针对制药企业质量部门广泛存在的人才流失严重、人力资源结构不合理等问题进行了分析，说明了对从事质量工作员工职业生涯管理研究的重要性和必要性。
Third, focuses on the analyzing the seriously rapid turnover of staff and the un-balanced personnel structure etc. to interpret the necessity and importance of the quality staff's OCM.
近年来，我国企业的人力资源培训开发管理方面取得了很大的进展，取得了一定成绩，但是仍然存在一些问题。
In recent years, China's enterprises had made great progress and some achievements in training of human resources development and management, but there are still some problems.
随着优秀的人力资源不断流向民营钢铁企业，加之国有钢铁企业在人力资源管理与开发方面也存在诸多问题与不足。
With excellent manpower entering into civil-owned enterprise continuously, state-owned enterprises have a good many problems and shortages in man power's resource management and development.
其主要原因在于企业发现很难留住他们的技术熟练的员工，因此它们对解决这一问题的可能有用的人力资源实践抱有高度兴趣。
The main reason for this is that companies find it difficult to retain their skilled employees; therefore they are highly interested in possible useful HR practices to solve this problem.
希望本文所做的研究能够对解决我国企业海外并购中面临的人力资源整合问题有所裨益。
Hope that this study can be done to solve the transnational mergers and acquisitions in China's enterprises facing the human resources integration benefits.
最后以重庆x机电企业为案例，研究了该企业的基于企业文化的人力资源培训现状及问题，并给出了对策建议建议。
Finally it gives a case of Chongqing X motor company to study human resource training based on corporate culture and finds a suggestion of author's.
最后以重庆x机电企业为案例，研究了该企业的基于企业文化的人力资源培训现状及问题，并给出了对策建议建议。
Finally it gives a case of Chongqing X motor company to study human resource training based on corporate culture and finds a suggestion of author's.
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