Study On Human Resource Management Practices Based On Business Model Of Third-party Logistics

Logistics, a new industry, has a very rapid development in China and shows a broadmarket prospect. Specialized logistics gradually form in China and third-party logisticscompanies have sprung up. But the study of third-party logistics enterprises always focuses onthe development model and operating model. The business model or how business model andhuman resource practice match each other is rarely studied.This paper used case study approach; selected SF Express and FedEx as the object ofstudy. The study explores the business model in these enterprises and analyzes the influencefactors in the enterprise’s business model selection.And though the use of AMO modeltheory, this article analyzed how business model in SF Express and FedEx and their humanresource practice in ability, motivation and opportunity to participate matched each other.The main results in this study are:(1) SF Express’s business model was basic functionmodel and FedEx’s business model was supply chain integration model.(2) The choice of thebusiness model of logistics enterprises is based on external factors and internal factors. Theexternal factors can be divided into the industry environment and market demand; internalfactors can be divided into corporate strategy/product positioning and service capabilities.(3)The different enterprise business model led to differences in the types of human resourcepractices. Features in business model affected the personnel requirements, leading todifferences in human resource practices. SF Express used basic function model and selectedthe internal-control model in human resource management practices, FedEx used the supplychain integration business model and selected the participate model in Human ResourcesPractice (internalized-motivator-commitment). Business models and human resourcepractices achieve a mutual match.