| People are increasingly considered as important assets for organizations. Therefore,the management of the employment relationship in organizations can be considered a keymanagement task. Since the development of Human Resource Management (HRM) as afield of scientific research in the1980s, many changes have taken place in this area. Animportant development has been the integration of HRM into the strategic managementprocess. The research of fit or alignment of an organization will be very important. First,before exploring the relationship between the Strategic Human Resource Managementand Organizational Performance, in-depth study to the fit problem is needed first, while itcan be scientifically and objectively reflect the measurement of the degree of fit, therefore,fit the problem is of great significance. Second, a deep understanding of fit could play akey role in guiding an organization to build an effective strategic human resourcemanagement system.On the basis of an extensive literature review, four types of fit were identified andcollectively called as “Fit Structure of SHRM”. An empirical study is also presented toshow the relationship among the fit in strategic human resource management, humanresource management effectiveness and organizational performance.The study confirms that the Fit Structure of SHRM has a positive and significantimpact on HRM effectiveness and organizational performance and also HRMeffectiveness could directly increase organizational performance while the Fit Structure ofSHRM strengthened the relationship between them. Considering the dynamicenvironment which enterprises survive in, the P-E fit is adding to the research to bridgethe macro and micro human resource management field. A summary and discussion isdrawn at last to explore the potential contribution of the five types of fit to theorganizational performance. |
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