Research On Key Employee Retention And Business Performance In The View Of SHRM

In the knowledge-based economy era. person with ability has been the core element and strategic resource in the development of business enterprise, which plays an important role in the competition and performance. The distinct difference between human resource and other resources is that human resource has the innovation ability and could flow initiatively. Under this background, how to select the person, appoint the person, retain the person and encourage the person in order to make them work for organization with heart and soul have become the job center of business management. "People oriented" idea has pore deeply to many companies. The role and function of HRM also changes with new ideas and management tools in recruitments, train, evaluation, pay and corporate culture. So HRM has been brought into the category of strategy management in many leading companies. How to improve business performance through effective strategic HRM has been the attention focus of many managers and scholars.Strategic human resource management has gradually come to maturity in western advanced countries, but in our country the research on SHRM is still in notional stage lacking for the support of SHRM tools, furthermore, the action mechanism of SHRM to retention of key employee and performance is still in black box stage. So it is essential to establish a serial of SHRM system which is appropriate for Chinese business administration practice. It is also very important to make theoretical and empirical research on the action mechamsm of SHRM which could give directions for Chinese SHRM practice.As a research cross point of strategy management and human resource management, SHRM theory and practice has achieved great advance in past 20 years. But the research on the action mechanism of SHRM to business performance is still in its infancy. So it is of great importance to make theoretical and empirical research on the relation between SHRM practice and the retention of key employee, which could provide meaningful proposal and way for Chinese company to raise business performance.The paper mainly includes 7 chapters.Chapter 1 is introduction of the paper, which explains the background, significance, research methods and the innovations of the paper.Chapter 2 is theoretical base and research review, which defines the concept of SHRM, compares traditional HRM with SHRM, reviews the achievements of SHRM research.Chapter 3 is the theory of SHRM in duple views, which compares the resource-based view with integration-matching view , establishes the unified theoretical model of SHRM based on competitive advantage view.Chapter 4 is the SHRM applied framework based on competency model and BSC idea, which integrates new HRM tools such as critical success factors and key performance indexes, establishes a serial of strategic recruitment, development, payment and performance management system based on SHRM idea. Furthermore, this chapter also put forward the important ingredients of SHRM applied framework: the recruitment and selection system based on competency model, the performance evaluation and pay management system based on BSC idea, the human resource planning system matching with company strategy, the human resource train and development system for employee competency promotion.Chapter 5 SHRM and key employee retention, which mainly discusses the action mechanism of SHRM to key employee retention based on employee turnover behavior analysis. Furthermore, this chapter establishes the relation model between SHRM practice and key employee retention based on psychological contract theory, organizational commitment theory and job satisfaction theory. Then the paper discusses the relation between SHRM and key employee retention from quantity view based on the research model and the survey data from SHRM questionnaires. Furthermore, this chapter explains the result of the empirical research. Then the paper discusses the action mechanism of SHRM to business performance based on the new achievements in SHRM research. Furthermore, this chapter establishes the relation model between SHRM practice and business performance based on corporation performance evaluation theory.Chapter 6 SHRM and business performance, which mainly discusses the relation between SHRM and business performance from quantities view based on the survey data from SHRM questionnaires. This chapter checks related research hypothesis and explains the result of the empirical research.Chapter 7 SHRM pattern and practice: case study, which mainly discusses the successful SHRM patterns and practices of multinational corporation and advanced domestic companies. This successful practice of the case companies also illustrates the trend of HRM development. Furthermore, this chapter puts forward some suggestions for Chinese corporations to carry out SHRM plan.The conclusion summarizes the whole research of the paper, points out the limitation of the research and puts forward the future directions of the SHRM research.The paper makes theoretical and empirical analysis systematically on SHRM research. The paper puts forward some suggestions for Chinese corporations to carry out SHRM plan by giving answer to the question of "how to apply". The paper also exercises the method of comparative analysis to compare the difference between traditional HRM with Strategic HRM. The empirical analysis of the paper includes mainly two parts: the statistical data analysis of questionnaire survey and case study of advanced company in SHRM practice.The innovation of the paper could be encapsulated to three aspects.(1) The paper establishes an integrated theoretical and applied system of strategic human resource management. The paper discussed the action mechanism of SHRM to retention of key employee and performance by multidisciplinary and empirical analysis. Furthermore, the paper explores the practice pattern of SHRM with the case study of advanced companies.(2) The paper reviews the related research of strategic human resource management home and abroad and draws in the outline of SHRM research. The paper compares traditional HRM with SHRM and the resource-based view with integration-matching view. The paper also establishes the unified theoretical model of SHRM based on competitive advantage view and above ground.(3) The paper takes empirical research on Chinese company's human resource management current situation systematically. The paper discusses the relation between SHRM and retention of key employee and business performance from quantities view based on the survey data from SHRM questionnaires. The paper checks related research hypothesis and explains the result of the empirical research. The paper also puts forward some valuable suggestions for Chinese corporations to carry out SHRM plan based on above research.