The Effect Of Human Resources Management Systems On Organization Performance

The research of human resources management systems has been considerably developed since the mid-1980s. More and more scholars believed that the system of human resources management is the fountainhead to gain lasting competitive advantage of the enterprise. However, because of different researchers using different theoretical views, as well as the lack of measurement standards for human resource management systems and organizational performance, the empirical research results in this area are still rather vague and uncertain. Based on such viewpoint and present situation, this paper focuses on the impact of human resources management systems on organization performance.Firstly, based on the theory study and analysis, this paper designs the test-questionnaire. Through the analysis of the data in test-questionnaire, such as reliability and validity, a formal questionnaire is discovered. And the result shows that internal career opportunities, job security, performance management, entry counseling and participation mechanism are involved in the practice activities of human resources management, which are commonly used by its inner system of Chinese enterprises. Secondly, through the theoretical analysis of relationships between human resources management system and organizational performance, this paper mainly studies the theoretical assumptions of human resources management system's affection on the organizational performance. Formal questionnaires are sent out to different companies and we got back 286 pieces of valid ones to analyze our problems. Different methods are used in the path analysis of the hypothesis model, such as describe statistics, correlation analysis, reliability analysis, validate factors analysis, structural equation model (SEM) and so on. The result shows that different practices of human resources management inner system can affect employee's attitude and capability through different paths, and thereby indirectly affect organizational performance. Then the paper analyzes the influence paths' difference of every first-order factors. Thus, through optimizing all kinds of human resources management practices, enterprises can improve the existing system of human resources management, and through various human resource allocation and paths, enterprise can achieve higher organizational performance.Finally, the fitness situation between human resources management system and the competitive strategy are discussed on the background of Chinese enterprises.At last, this paper has discussed the main conclusions, then illustrates the shortcomings of this study and further research to solve the problems.