Study on the Impact of Strategic Human Resource Management on Enterprise Performance

Jie Ding, Xiangyu Cai

Abstract


With the development of economy, the competition among enterprises is becoming more and more intense in China. Human resources as the core competitiveness of enterprises are very important to the performance of enterprises. This article mainly discusses the impact of strategic human resource management on enterprise performance. The article has four parts including introduction, literature review, materials and methods and result and discussion. In this article, there are two hypotheses. The first one is the career development and employee training programs have the positive impact of improvement of strategic human resource management on business performance; the other one is performance based wage has the positive impact of improvement of strategic human resource management on business performance. After data analysis, these two hypotheses are verified.


Full Text:

PDF

References


An, H. (2005). Discussion on Strategic Human Resource Management. Human Resources Development of China, 3, 8–12. https://doi.org/10.16471/11-2822/c.2005.03.002

Baird, L., Meshoulam, I., & DeGive, G. (1983). Meshing Human resources Planning with Strategic Business Planning: A Model Approach. Personnel, 60(5), 14–25.

Baron, R. M., & Kenny, D. A. (1986). The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations. Journal of Personality and Social Psychology, 51(6), 1173–1182. https://doi.org/10.1037/0022-3514.51.6.1173

Delaney, J. T., & Huselid, M. A. (1996). The Impact of Human Resource Management Practices Perceptions of Organizational Performance. Academy of Management Journal, 39(4), 949–969. https://doi.org/10.2307/256718

Devanna, M. A., Fombrun, C., & Tichy, N. (1981). Human resources management: A strategic perspective. Organizational Dynamics, 9(3), 51–67. https://doi.org/10.1016/0090-2616(81)90038-3

Ferris, G., Arthur, M. M., Berkson, H. M., & Kaplan, D. M. (1998). Toward a Social Context Theory of the Human Resource Management-Organization Effectiveness Relationship. Human Resource Management Review, 8(3), 235–264. https://doi.org/10.1016/S1053-4822(98)90004-3

Gai, Y. (2004). Human Resource Strategy and Organizational Structure Design. Shandong: Shandong People’s Publishing House. P. 66.

Huselid, M. A. (1995). The Impact of Human Resource Management Practices on Turnover, Productivity and Corporate Financial Performance. Academy of Management Journal, 38(3), 635–672. https://doi.org/10.2307/256741

Kim, H., & Kang, S. (2013). Strategic HR Functions and Firm Performance: The Moderating Effects of High-involvement Work Practices. Asia Pacific Journal of Management, 30(1), 91–113. https://doi.org/10.1007/s10490-011-9270-8

Kochan, T. A., & Osterman, P. (1994). The Mutual Gains Enterprise: Forging a Winning Partnership Among Labor, Management, and Government. Boston: Harvard Business Review Press. P. 32.

Li, Y. (2001). The Strategic Role of Human Resource Management. Human Resources Development of China, 1, 9–12. https://doi.org/ 10.16471/j.cnki.11-2822/c.2001.01.002

Penrose, E. (2013). The Theory of the Growth of the Firm. Eastford: Martino Fine Books. P. 86.

Pfeffer, J. (1996). Competitive Advantage Through People. Boston: Martino Fine Books. P. 38.

Sheppeck, M. A., & Militello, J. (2000). Strategic HR Configurations and Organizational Performance. Human Resource Management, 39(1), 5–16. https://doi.org/10.1002/(SICI)1099-050X(200021)39:1<5::AID-HRM2>3.0.CO;2-I

Wright, P. M., & Mcmahan, G. C. (1992). Theoretical perspectives for Strategic Human Resource Management. Journal of Management, 18(2), 295–320. https://doi.org/10.1177/014920639201800205

Wu, Y. (2009). Study on Strategy-based Performance Management. Journal of Human Resource, 9, 39–41. https://doi.org/10.3969/j.issn.1672-1632.2009.09.012

Zhao, S. (2005). The Analysis of the Current Situation of Human Resource Management Theory. Foreign Economics & Management, 27(1), 15–20. https://doi.org/10.16538/j.cnki.fem.2005.01.003




DOI: https://doi.org/10.5296/ijhrs.v8i3.13087

To make sure that you can receive messages from us, please add the 'macrothink.org' domain to your e-mail 'safe list'. If you do not receive e-mail in your 'inbox', check your 'bulk mail' or 'junk mail' folders.

Copyright © Macrothink Institute   ISSN 2162-3058

'Macrothink Institute' is a trademark of Macrothink Institute, Inc.