Competitive Advantage, Research And Development Of Human Resources Management Strategies

Facing knowledge economy and intensely competitive and globalized marketplace, Human Resources(HR)play a chief and decisive role for an business to achieve a competitive advantage.From the point of adapting the needs of era development, based on Human Capital Theory and Human Resource Management (HRM)Theory, this paper puts forword the theory of business HR development and Management (HRD&M)strategy by studying the intrinsic relationship between HR and business competitive advantage.The paper consists of six parts.In the first part, the paper analyzes the era background of the study of business MRD&M strategy, and explains the necessity of creating the business HRD&M strategy adapting the needs of era development.The second part looks back and studies Human Capital Theory and HRM Theory, so as to lay the theoretical the foundation for the study of this paper.In the third part, the paper analyzes rationally the relationship between HR and business competitive advantage. Firstly, from the point of competitive strategy, the strategic role HR plays in business achieving competitive advantage is discussed, and then, based on Resource-Based View, the contributions of different HR characteristics a are discussed from valueness,rareness and imitation.In the fourth part, based on the theoretical analyses above, the paper puts forward the strategic measures of business HRD&M constructing competitive advantage.In the fifth, in order to confirm the reasonableness of the strategic measures of business HRD&M the three business cases.are discussed.In the sixth part, the paper reaches the conclusions: Employees today are central to achieving competitive advantage, businesses must think highly of HR,construct the strategic HRM model, pay attention to developing and training HR characteristics of valueness, rareness, and difficult to imitate, and improve the quality of HR managers.Additionally, there is not a single model for HRD&M, each business should develop its own HRD&M system and measures.