Research On The HRM Practice And Organizational Effectiveness Of Different HRM Modes In Innovative Private Enterprise

With the acceleration of economic globalization, the international competition is more intense, the international division and the transfer of industry are becoming more and more relay on the level of enterprise innovation capability. If enterprises want to be more competitive in fierce market, they must improve their innovative capability. On the National Science and Technology Conference convened in 2006, Hu Jintao raises a target that to build China into an innovation-oriented country by 2020. In this situation, more and more enterprises start setting their foot on the road of innovation responding to the challenges of the age and state's appeal. And as a dynamic team, private enterprises are the important part of innovative enterprises.The aim of this paper is to analyze which is the best HRM mode is in innovative private enterprises. Based on the theory and practice, the paper has proposed three kinds of HRM mode which are ability-oriented, staff development-oriented and performance-oriented. The paper also builds the model which takes HRM practice of different HRM modes as independent variable, effectiveness of organization as dependent variable. We researched the relationship between HRM practice and effectiveness of organization of different HRM mode in innovative enterprises. And by analyzing the effectiveness of the organization's performance, the most suitable HRM mode can be chosen for innovative enterprises. Based on the results of research above, the paper also gives the theoretical and practical guidance for innovative enterprises.The most of research data of this paper are coming from the innovation enterprises in Zhejiang Province, while the others is collected form from Shanghai, Guangzhou and Shenzhen, and 116 valid samples were gathered. Through factor analysis, correlation analysis, regression analysis and one-way ANOVA, the paper gives us some important results. Firstly, there are significant differences in the organizational effectiveness of different HRM models. Secondly, besides salary satisfaction, there are significant differences in HRM practices of different HRM modes. Third, we partly proved that there are significant correlation between HRM practices and organization effectiveness. At last, this paper found that the ability-oriented HRM mode is the best mode for innovation enterprises.This research proved that the ability-oriented HRM mode is the best mode for innovation enterprises who can learn form this mode and improve their HRM practice. In addition, this paper showed that salary satisfaction degree, working environment and goodness of fit between work and individual are the keys of organizational effectiveness. For this reason, innovative enterprises should pay more attention on these areas. Based on the results of research, the papers also give the theoretical and practical guidance for innovative enterprises of difference HRM modes.