Organizational Performance Based On Flexible Management Of Human Resources In Empirieal Research

With the in-depth development of the market economy and the arrival of the era of knowledge economy, and scientific and technological revolution quickly change Economic globalization is more and more deepening enterprises are faced with the complex and diversed business environment.Enterprises are facing critical problems how to maintain a competitive advantage in the fierce competitive environment.Firstly, the paper reviewed the domestic and foreign related research about the flexible management of human resources and organizational performance, and defined and analyzed the content, nature and classification of human resources flexible management. Secondly, the paper proposes assumptions and hypotheses.Through questionnaire and using SPSS statistical software, the paper analyzes the survey data and discusses the role of flexible management of human resources on organizational performance. Flexible human resources includes skills flexiblility, behavior flexiblility and human resource pratice flexiblility.Organizational performance includes financial performance and human resource performance. The paper Studies the relationships between the individual constituents. From the results show,the skills flexiblility affects financial performance and human resource performance; Behavior flexiblility has a significant impact on the financial performance and human resource performance; Human resource practice flexiblility equally has a significant impact on financial performance. Finally, on the basis of the above findings, combined with the practice of Chinese enterprises, the paper analyzes and recommends the proposals on flexible management of human resources Enterprises should pay attention to the job design flexibility to protect the flexible management of human resources for the smooth implementation; Enterprises should make full use of strategic planning flexiblity of human resources to reduce labor costs; Enterprises should implement the recruitment flexiblility to quickly get talent for the business needs; Enterprises should strengthen the functions of training flexibility to improve the skills flexibility and behavioral flexibility of employees by differentiated training and on-demand training; Enterprises should establish key performance indicators,as the core of the evaluation system, and performance examine follow a different purpose, in order to increase the performance evaluation flexibility, truly improve the performance of individual employees and organizations; Enterprises should Implement the flexible incentive functions,and inspire internal enthusiasm of the employees to improve their performance.