生育政策是影响一国人口结构以及人力资源结构的关键之一。中国的生育政策在不停的变换，每一个生育政策都对企业人力资源管理造成了不同程度上的影响。全面“二孩”政策从长远看，可以在一定程度上解决中国人口的“老龄化”，为劳动力市场提供更多的劳动力。但短时间内，给企业带来了影响，大致上全面“二孩”政策对企业人力资源管理的影响体现在，人力资源规划，员工招聘与选拔，员工岗位调整，对员工的培训和开发，薪酬管理，绩效考核，与员工的劳动关系。 本文研究的目的是从全面“二孩”政策出台后女性的生育意愿出发，研究全面“二孩”政策对纺织企业的人力资源管理的影响。从而提出相应对策，以解决北京市纺织企业在全面“二孩”政策实施后所面临的挑战，应对生育政策下北京市纺织企业人力资源管理的困境。 研究结果表明，全面“二孩”政策出台后纺织女工生育二孩的意愿高，女性生育二孩后会短暂性离开职场或者永久退出职场。纺织企业目前的人力资源管理体系需要根据全面“二孩”政策的实施进行相应调整，人力资源管理体系需要优化和完善才能解决全面“二孩”政策带给纺织企业人力资源管理的影响。 在当下纺织企业间的激烈竞争的背景下，本文为北京市纺织企业人力资源管理部门提出了应对对策。其中包括：企业招聘与选拔人才时需多方面考虑，招聘男性纺织工人和招聘大龄纺织女工。人力资源利用上，合理化使用老龄纺织工人，合理安排人手并且增加纺织工人的休息日，储备替补人员。使用国际劳动力。薪酬管理上，提高薪酬，留住人才。增加绩效，在增加绩效管理的同时合理化发放绩效。设立企业“托儿所”。在劳动关系管理上，有效地发挥劳动关系管理作用。为企业在全面“二孩”政策背景下，逐步探索、变革并制定出一份有效的人力资源管理战略规划提供参考。

Fertility policy is one of the key factors affecting a country's population structure and human resource structure. China's fertility policy is constantly changing. Every fertility policy has a different impact on human resource management of enterprises. In the long run, the comprehensive "two-child" policy can solve the "aging" of the Chinese population to a certain extent and provide more labor for the labor market. But in a short time, it has brought about an impact on enterprises. Generally speaking, the impact of the comprehensive "tow-children" policy on human resource management is reflected in human resource planning, recruitment and selection of employees, post adjustment of employees, training and development of employees, salary management, performance appraisal, and labor relations with employees. The purpose of this study is to study the impact of the comprehensive "two-child" policy on human resource management in textile enterprises from the perspective of women's fertility intention after the introduction of the comprehensive "two-child" policy. In order to solve the challenges faced by Beijing textile enterprises after the implementation of the comprehensive "two children" policy and the plight of human resources management of Beijing textile enterprises under the fertility policy, the corresponding countermeasures are put forward. The results show that after the comprehensive "two-child" policy was introduced, women textile workers have a high willingness to have two children, and women will leave the workplace temporarily or permanently after having two children. The current human resource management system of textile enterprises needs to be adjusted according to the implementation of the comprehensive "two-child" policy. The human resource management system needs to be optimized and perfected to solve the impact of the comprehensive "two-child" policy on human resource management of textile enterprises. Under the background of fierce competition among textile enterprises, this paper puts forward countermeasures for human resource management departments of Beijing textile enterprises. These include: when enterprises recruit and select talents, they need to consider many aspects, such as recruiting male textile workers and recruiting older female textile workers. In terms of human resources utilization, we should rationalize the use of the aged textile workers, rationally arrange their manpower, increase their rest days and reserve replacement personnel. In salary management, we should improve salary and retain talents. Increase performance and rationalize performance delivery while increasing performance management. Establishment of enterprise nurseries. In the management of labor relations; we should play an effective role in the management of labor relations. It provides a reference for enterprises to gradually explore, change and formulate an effective strategic plan of human resources management under the background of comprehensive "two-children" policy.