A Study Of Human Resource Management Model Based On The Theory Of Organizational Identity

Twenty-first Century is the globalization, market-oriented, and the informational century, it is dominated by the knowledge. In the new economic conditions, the essence of market competition is the competition of human resource. To ensure the realization of strategic goals in the competition, we must explore a new human resource management model for organizational survival and development. Because of the different identities and organizations, the management pattern of human resource and the organizational performance are both different. In order to achieve the high performance, organizations must carry out in-depth understanding of their own situation. Only in the premise of recognizing the identity of organization, can they combine the actual situation of their own and then carry out a sort of scientific and reasonable analysis about human resource management behavior, so as to explore a mode of human resource management, which adapts to the organizational identity, then create performance for the organization. Therefore this research will have important theoretical value and practical significance.This paper is based on the organizational identity theory and human resource management model theory, introducing the connotation of organizational identity and human resource management mode, describing the present research of organizational identity theory and the model of human resource management. It also constructs the relationship model between practice and performance of human resource management based on organizational identity. On this basis, through the questionnaire design and sample selection, state-owned enterprises, private enterprises and institutions of Anhui province are investigated. In order to compare the differences between human resource management practice and organizational performance in different organizational identities, we obtain the results to verify the research hypothesis based on data analysis. After the statistical analysis, the results show that there are differences in human resource management practice among different organizational identities, and we get the corresponding with the difference of performance, proving that different organizational identities have a significant influence on organizational performance. Finally, from the conclusion of the study, several implications are proposed to improve the relevant human resource management level and organizational performance.