The Comparative Study On Strategic Human Resource Management Practices In Organizations From For-Profit Sector And Non-Profit Sector

Strategic Human Resource Management (SHRM) became popular in1980’s,its core is to convert external environment source from which organizationalcompetitive capability derives into internal resource, human is the mostimportant internal resource owned by an organization and is also a corecompetitive capability of an organization. SHRM is employed to upgradeorganizational human resource management to a level of organizational strategicmanagement.In the practice, as a representative of for-profit organization the enterpriseintroduces the concept of SHRM at early in order to realize the tasks andobjectives of the corporate, maximally utilize potential capabilities of humanresource, more fully meet the needs of internal quality and development ofhuman resource and more reasonably allocate organizational structure, as aresult to provide positive environment for developing employee’s capability andpotential capabilities. Meanwhile, driven by new public management thinking,non-profit sector organization also starts a human resource reform, for-profitorganization government and marketization government have become an unavoidable trend, non-profit sector organization learns more from corporate,continuously improving the general capabilities of human resource. The humanresource in non-profit sector organization not only is a provider of publicservices, but also a builder of SHRM, generating requirements in higher levelsfor human resource management in non-profit sector organization. Judging bythe reform direction of non-profit sector organization in the new era, theescalating need for social management and social service quality in non-profitsector organization has conflicted with the trend of building a conservativegovernment and controlling government spending, SHRM provides an idea forsolving this problem. Human resource management in non-profit sectororganization must establish a management thinking that matches marketeconomy and establish a scientific, orderly and innovative SHRM system toreach the goal of public services through allocation of human resource withcompetitive advantages.In order to more effectively understand the performance of SHRM innon-profit sector organization and for-profit sector organization in practice andstudy the differences of practice between non-profit sector organization andfor-profit sector organization through the perspective of SHRM, seekingmechanism and method with longer effects to drive the human resourcemanagement development of China’s for-profit sector organization andnon-profit sector organization, the author starts the research based on abovereasons. The thesis employs empirical analysis, conducts comparison and analysisthrough data collection and analysis of non-profit sector organization andfor-profit sector organization practice in SHRM, then draws a conclusion.We can find that they are different in SHRM practices between for-profitorganizations and non-profit organizations. Overall, they are morecomprehensive, in-depth and detailed in nonprofit organizations. As to for-profitorganizations, although they have made some efforts, still need moreinnovations in order to realize organizational performance and publicsatisfaction improvement goals.