Research On The Relationship Between HRMP And Enterprise Performance

With the development of global economic and the technological innovation, the characteristics of external environment where enterprises stay in presents to be dynamic and complex. The relationship between enterprises is more and more competitive. Enterprise should respond and adapt to the changing environment timely and quickly, which is the key for enterprises to obtain and maintain competitive advantage. Human resource flexibility as a kind of dynamic capability would help enterprises optimize the allocation of human resources, and adjust business strategy reasonably. It can also make the enterprise maintain and improve competitive advantage as well. As the source of enterprise competitive advantage, human resource flexibility has important strategic value.At present, research about the relationship between human resource management practices and enterprise performance are numerous, however, they haven’t got a consistent conclusion. The influence mechanism between human resource management practices and enterprise performance is still in a state of "black box". Existing research have constructed the theoretical basis and theoretical model for the relationship between human resource management practices and enterprise performance. The field of human resource flexibility is still lack of systematic research. Among the current study, industry characteristics haven’t been paid enough attention to for their important influence on this relationship.On the basis of demonstrating the hypothesis model scientifically, this study regard high-level managers and key employees of enterprises as the respondents. From the perspective of human resource flexibility, we have a deep research on the relationship between human resource management practices and enterprise performance systematically. We have also examined the moderating effect of industry characteristics on the relationship between human resource flexibility and enterprise performance. This research can get the following conclusions: First, it verified that human resource management practices have positive influence on enterprise performance significantly. Second, human resource flexibility is partial mediating variable between human resource management practices and enterprise performance. Finally, different dimensions of industry characteristics have different moderating effect on the relationship between human resources flexibility and enterprise performance. Industry maturity and competitive rivalry have negative moderating effect on the relationship between human resources flexibility and enterprise performance, while the moderating effect of enter barriers are not exist. The research reveals the mechanism between human resource management practices and enterprise performance. It also further enriches the resource based theory related to the field of human resource management practices. The research complements and expands the "black box" of existing human resource management practice research.