| With the globalization of economy and the rapid development of scientific technology,the competition between the international high-tech enterprises is as hot as ever. And thecompetition is the competition of the talents basically, high-tech enterprise talent shortage hasbecome a worldwide phenomenon. These competition makes enterprise managers know thatthe talent is valuable,rare,imitable and non-substitutable, and the enterprises that attract,selection, and keep talents will be able to improve its performance in ways that its competitorscannot. Organization's decision makers aware and take the staffing as important strategicopportunities to improve the enterprise competitive advantage. And different configurationplays a different role in the process of creating enterprise performance.This study tried to set up―staffing–competitive - performance‖research framework onstaffing practices, enterprise competitive advantage and business performance in theperspective of resource-based view. This study choosed high-tech enterprises in China asexamples to show that how staffing practices influenced enterprise competitive advantage, andultimately affected the enterprise performance, so as to establish a complete theoreticalframework, causing people to think of the importance of the enterprise human resourcesselection practice.In the survey, we got 103 examples and analyzed the data by SPSS statistical software.We got the following conclusions:1,The personnel selection practices have significant impact on the enterprise competitiveadvantage. The personnel selection practices show on five aspects:(1) the use of following-upstudies of recruiting sources to determine which sources yield greater proportions ofhigh-performing employees,(2) the use of validation studies for the predictors used inselection,(3) the use of structured, standardized interviews for selection,(4) the use ofcognitive aptitude and ability tests for selection, and (5) the use of biographical informationblanks(BIBs) or weighted application blanks(WABs) for selection. These five respects arerelated to the enterprise competitive advantages markedly. 2,The personnel selection practices have significant impact on the enterpriseperformance. the following-up studies of recruiting sources, the use of proportions, the use ofstructured, standardized interviews, the use of cognitive aptitude and ability tests and the useof BIBs and WABs will help enterprise to attract and select more suitable talents, and help toimprove the enterprise marketing, sales growth, profitability and market share, thus have amarked influence on the enterprise performance.3,The enterprise competitive advantage has significant impact on the enterpriseperformance. The enterprise competitive advantage of reducing cost, exploiting target marketand defending against competitive threats could improve enterprise's marketing, growth insales, profitability and market share, and then has a marked influence on the enterpriseperformance.4,The enterprise competitive advantage is the mediator between the selection practicesand the enterprise performance. The selection practices have significant impact on themarketing, sales growth and profitability and market share of the enterprise performancethrough the mediating effect.5,Different company attributes such as company scale, company industry, forms ofownership and types of company have significant impact on the personnel selection practice,competitive advantages and enterprise performance of high-tech enterprise.From the above conclusions, this paper puts forward the following suggestions forenterprise managers and human resource managers: Due to the personnel selection practiceshaving a significant impact on the enterprise competitive advantage, the business managersmust firstly understand several ways of the personnel selection; Because of the notable effectof the enterprise competitive advantage to the enterprise performance, business managers mustfurther strengthen and maintain the sustainable competitive advantage to competitor. Becauseof the influence of different attributes such as companies scale, company industry, forms ofownership and types of company to the personnel selection practice, competitive advantagesand enterprise performance, the business managers should make different way of personnelselection and different management system according to the companies scale, companyindustry, forms of ownership and types of company. According to the empirical results, we learned that the high-tech enterprise staffing had asignificant influence on the competitive advantage and enterprise performance. Therefore, inthe process of enterprise the management, we must pay attention to staffing. We took LNcompany as an example, and applied AHP to build evaluation index system of human resourceemployment and allocation of high-tech enterprise, and had analysis and calculation of therelative weight of each index. On that basis, the paper used BP neural network for quantitativecomprehensive evaluation, trained and tested this network on giving data, and got goodevaluation effect. In group decision, we could exaggerate the comparison matrices given at thebeginning stage for representing individual opinions simply and clearly. The matrix elementswe got is not crisp, but intervals. Sometimes decision makers have tended to give fuzzycomparison results, the matrix elements were intervals too. As for this, we applied the leastupper approximation model and the greatest lower approximation model based on intervalregression analysis to solve the interval judgment matrix given by decision makers on theanalysis of the relative importance of selection index, and we combined the interval weightswith their approximate evaluation, so as to offer more objective and reasonable weights orderfor the decision makers. On the basis of scientific and effective assessment of staffing, we thenanalyzed job quality ability, established and clearly defined the dictionary and cross-referencesof job quality ability, so that provided with strong basis for the staffing optimization.
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