"The world is as close as a neighbor", with the support of the development of IT technology, especially Internet technology, it is no longer the heart-to-heart connection it once was, but has generally expanded to daily areas, such as interpersonal communication, consumer entertainment and remote trading. This is the new economic era, the era we are in now. In the new economic era, business management can no longer be treated as usual. Here, knowledge is growing explosively, information is transmitted and shared at an order-of-magnitude speed, online consumption and entertainment are highly favored, online public opinion is powerful, people are more critical, their needs are enriched, and their values ??are diversified. Here, if companies want to establish or maintain competitive advantages, they need to adopt a more open concept, open channels for rapid response, always focus on customer experience, creatively establish business models and efficient organizational structures, and adopt the most advanced IT. Technology and virtualization means, using professional and caring services to win customers, advocating value innovation and lifelong learning, and implementing a staged differentiation strategy. As the most representative Internet enterprise in the new economic era, it is the enterprise with the most vitality and management reference value in this era. When discussing human resource management strategies in the new economic era, taking "Human Resource Management Strategies of Internet Enterprises" as the path should be regarded as a proper extension. When talking about Internet companies, of course, we must first talk about the current major types of Internet companies. The author believes that the current Internet companies can be generally summarized into eight major types: first, portal websites, such as Sina, Sohu, NetEase, etc.; second, search engine types, such as Baidu, Google, etc.; third, online games, such as Shanda, Ninetowns , Zhengtu, etc., the fourth is instant messaging, such as Tencent, MSN, etc., the fifth is e-commerce, such as eBay, Alibaba, Taobao, Dangdang, etc., the sixth is online recruitment, such as 51job, Zhaopin, etc., and the seventh is tourism Hotel category, such as Ctrip, E-Long, etc.; eighth, online social category, such as Century Jiayuan, FACEBOOK, etc. Of course, in fact, today's Internet companies are of all kinds, and their business units are intertwined and involved in each other. However, in terms of influence, it can be roughly summarized into the above eight categories, and some smaller categories can be classified under the eight categories. Different types of Internet companies have different priorities in corporate management, but overall, the industry characteristics and management challenges they face are the same, and their human resource management practices are also roughly the same. Below, the author will elaborate on the human resource management strategies of Internet companies: 1. Human resource management of Internet companies should first grasp the industry characteristics and corporate strategies, understand the personality characteristics and demands of Internet practitioners, and grasp the basics and key points and then make effective human resource planning. (1) Only by grasping the characteristics of the Internet industry can human resources management be targeted and focused. The characteristics of the Internet enterprise industry generally include the following three aspects: 1. The industry develops rapidly and changes, and the competition is fierce. The Internet industry is an emerging industry with rapid technological development and highly innovative business models. This brings great strategic challenges to Internet companies. Internet companies can only continue to develop and innovate, work hard in aspects such as business models, business models, management models, logistics models, etc., constantly pursue excellence, pursue efficiency, and achieve both Only by being forward-looking and pragmatic can we lead the development of the industry and form strong competitiveness. Based on this characteristic, the challenges brought to human resource management are frequent changes in corporate organizational structures and intensified department integration. As a result, employee recruitment, training, deployment, labor relations and other tasks have become more important and urgent. 2. Involving diverse industries and integrated development. Due to the virtual nature of the Internet, it is difficult to say that current Internet companies, unless they are in the early stages of development, will have a separate business model. The ultimate trend will be diversified integration to form an overall advantage. For example, Alibaba covers B2B trade, B2C trade, online payment and search engine and other fields; Tencent covers instant messaging, online games, portal news, online video, online dating, input methods and other fields; Shanda covers online games and online literature. , network online and other fields. Internet companies with truly leading positions will not have a single business model.

Generally speaking, a systematic and complete training system should include the following eight subsystems: 1. Training organization system: This mainly refers to the organizational structure of the training system. Only by establishing a suitable organizational structure first can the establishment and implementation of the training system have an organizational foundation and systematic planning and arrangements. 2. Training demand system: This is the primary link of the training system. Only when needs are clear can training be targeted and truly effective. Therefore, the training demand system, like market research in marketing, is of great significance. 3. Training course system: With training needs, targeted courses need to be established. How to make the course more systematic and make the course content and form more effective requires a comprehensive consideration of the course. 4. Training lecturer system: With training courses, lecturers are naturally needed to teach. Lecturers are divided into internal lecturers and external lecturers. How to find suitable lecturers and how to reasonably arrange lectures are all important factors in determining the quality of training. 5. Training evaluation system: After the training is implemented, how to evaluate the training effect requires a complete evaluation system. The effectiveness of evaluation determines the effectiveness of training. 6. Training incentive system: Both training objects and training instructors need incentives. Only with their active participation will the training atmosphere be better, the interactivity better, the training delivery rate improved, and the training quality guaranteed. 7. Career system: The design of employees’ careers must be based on the company’s human resources strategic planning. It is the company's human resources strategy