Employee Relationship Management Of High-tech Business Growth Stage Study

The enterprises hold internal stresses on developing and growing, which could be the most notable phenotype to some extent. With the arrival of knowledge-base economy and consistent improvement of economic integration, the most difficult part of the rapid growth for the enterprises is not obtaining the capital or developing the market any longer, but obtaining and maintaining the talent resource and making them grow up as rapidly as the corporate itself that keep the corporate with long-term competence advantage. At the same time, the growth phase is also the most sensitive and unstable stage of the corporate life cycle. A suitable Employee Relationship Management Model could improve the employee responsibility to the corporate as well as satisfaction and loyalty. Taking attracting and maintaining the outstanding talent into account, the corporate with superior employee relationships could grow more smoothly.In the present study, we described the differences of the employee relationships in each stage of the corporate life cycle. Special attention was given to the basic characters of the employee relationships in Chinese High-Tech enterprises, and its effects on the corporate growth. Moreover, we adopted the questionnaire to do the empirical research on the employee relationship of five typical high-tech enterprises in China. The elements which effect the ER and the extent of effect were also explored using statistics analysis, and objective assessments were determined. Finally, we carried on a case study using the former model to investigate the employee relationships in Huawei Company.Present study reached the following conclusions:Firstly, ER-corporate growth model was deduced from the combination of Havlovic's enterprise profit model in order to discuss the relationship between employee achievement and enterprise profit in the growing phase. Secondly, eight main elements were considered to effect the ER satisfaction index, including communication management, employee personal connections, the approval to the enterprise culture, employee career growth expectation, labor disputations, employee emotional management, the entire qualities and the support & service to the employees.Last but not least, it took the great advantage of the conclusion to do the case study on the typical enterprise Huawei, and raised the solution to the current problem with my own. It made sense.The main innovations of this study:Firstly, research on the employee relationships management in the growing phase of High-Tech enterprises supplements the understanding of the basic concepts in human resources management.Secondly, our work holds an absorption comprehensive evaluation of empirical research and case study, and improved a ER-corporate growth model, while, certificating it's the reasonableness and its advantages.