It, Communication Industry High Performance Research Of Human Resource Management System

As key industries of the electronic Information Industry, which was emphasized aspart of the new "four modernizations" in government report at18thParty Congress, IT andcommunications industry business has become much more important. While, how toimprove the human resources management to support business strategies changing in thisarea is becoming increasingly important. At the same time, high-performance humanresource management system is becoming a hot research direction. This study is to dohigh-performance human resource management system related research in IT andcommunications industry. The main structure is to explore the contents of HPWS structure,and the relationship with business performance, as while as to find out the mediatingvariable between them. The main contents and conclusions of this paper are as follows:1. Through reference and theoretical research, this thesis studied on current researchstatus of HPWS, and listed out the supporting theory. This thesis used the Resource-BasedTheory and Employee role behavior of OB theory. Then this paper aimed at buildinghypothesis and constructing theoretical model.2. By factor analysis method, the research’s conclusions showed that in IT andcommunications industry, high-performance human resource management system includednine high-performance practices. They were information sharing widely and regularly,clear standards and standards’ implementation, performance improvement basedperformance management, strict recruitment process, organization optimization, training,incentive pay which attention to team factors, the mechanism of competition,organizational culture and employee relations.Combination of theoretical research and factor analysis, the mediating variablesintellectual capital content was human capital, organizational capital and relational capital.The Role Behavior was including extra-role behavior and role behavior. The corporateperformance measurement factor was divided into the learning innovation anddevelopment performance, financial performance, customer performance and operationalperformance.3. By descriptive analysis method, this research set the enterprise’s property, scale,foundation time, listed or not, and the HR department condition as the control variables.By comparison, this thesis found out there were differences in human resource practicesbetween variable companies.4. By Correlation and regression analysis, this study found that high performance human resource management system had very significant effects on corporateperformance.It had very prominent effect on the factor of learning innovation and the developmentperformance and operational performance. The effect on financial performance, customerperformance was weaker. Organization optimization, information sharing widely andregularly, clear standards and standards’ implementation, training were approved to be themost important practices. And strict recruitment, incentive pay which attention to teamfactors organizational culture and employee relations had lower impact. And performanceimprovement based performance management; the mechanism of competition had thelowest effect.5. By hierarchical regression and path analysis methods, the study verified that theintellectual capital and employee role behavior had intermediary effect between highperformance human resource management system and corporate performance. Thehypothesis and constructing theoretical model were verified. The specific five impact pathswere:Route1: High performance human resource management system practices couldimprove through improving human capital to improve enterprise performance.Route2: High performance human resource management system practices could helpimprove relational capital, and further impact extra-role behavior to improve enterpriseperformance. It also could directly impact extra-role behavior to improve enterpriseperformance.Route3: High performance human resource management system practices could helpinner-role behavior to improve enterprise performance.Route4: High performance human resource management system practices could helporganizational capital to improve enterprise performance.Route5: High performance human resource management system practices couldimpact on enterprise performance through intellectual capital and employee’s rolebehavior.6. Through case study, this thesis had further testing the model’s practical application.This study chose one of the IT and communications industry company as example,proposed how to use high performance human resource management system to supportcompany business strategy.