A Study On The Relationship And The Intervention Mechanism Between Cost-minimizing Human Resource Management System And Organizational Performance

Human Resource Management is the hot spot of the current era, many scholarstried to interpretation and study of human resources management from differentangles.1990s, the influence of strategic management theory, human resourcesmanagement system from the perspective of strategic human resource managementresearch enterprise. There are three strategic human resource management researchperspective: universal theory, contingency theory and configuration theory, this paperunder the perspective of system concept based on the configuration of humanresources management. The cost-based human resource management system exists ina large number of Chinese enterprises, especially labor-intensive industry, the researchcost in today’s market-oriented human resource management practices conducive toprovide a reference for the labor-intensive enterprises human resources practicedecision-making.This study through the literature review to clarify the characteristics of thevarious aspects of the cost type of human resources management system, and with theAOM model from the three dimensions of ability, motivation, and opportunity tobuild cost-based human resource management system. Then from the organizationalstructure to investigate the the intervention mechanism between the cost-based humanresource management system and organizational performance.The study design scale of human resource practices, organizational structure, scaleand organizational performance scale, as a valid sample of567enterprises of thesample distribution by SPSS17.0, AMOS7.0statistical tools, reliability and validity ofthe judgment analysis, and the use of regression analysis on the basis of the effectivesample collected for statistical analysis, to verify the reasonableness of the researchframework and hypotheses. Empirical research, come to the following conclusions:(1)the cost of the type of human resources management system organizationalperformance forecast a significant negative effect;(2) vertical boundary between thecost type of human resources and organizational performance regulate role;(3) theregularization cost type of human resources and organizational performance between the regulating role.Finally, this study is based on the empirical findings were discussed with practicalexperience and academic research of the past compared vertical and horizontalcomparison analysis, to find innovative findings and conclusions, to explore the studyof the theory of academic significance and practical guidance significance, alsopointed out that the Institute of the inadequacies of the existing, and follow-upresearch prospects.