Strategic Orientation,Human Resource Management System And Enterprise Performance Effect:The Regulation Of Environmental Uncertainty

Recently,the global manufacturing industry presents a trend of intensive innovation,industrial reform and a highly globalization.Manufacturing enterprises are in the face of the domestic and international business and management environment which is increasing-ly dynamic,changing,uncertain and fuzzy.It's urgent to solve the problem that is adopting what kind of human resources management system(HRMS)to match strategy-oriented for manufacturing enterprises in China currently.This study introduces the matching architec-cture between strategic orientation and human resource management system,into the field of strategic human resource management,and uses 462 sample data of equipment manufacturers in Intra Regional to examine the management of strategic human resource on firm performance mechanism.In this study,SHRM is regarded as heterogeneous system.Besides,the different types of HRMS and strategy orientation are characterized by theoretical deduction.The SHRM connotation system with HRMS type and strategic orientation type is described.The study found that HRMS and strategy-oriented matching have a positive impact on business performance,the specific conclusions are as follows:(1)collaborative HRMS and commitment-based HRMS have a positive impact on entrepreneurial orientation respectively,and market HRMS and compliance-based HRMS have a positive impact on market orientation respectively;(2)Two matching paths between collaborative HRMS or Commitment-based HRMS and Entrepreneurial Orientation have a positive impact on Firm Performance respectively,while environmental uncertainty has no moderated effects on the relationship between the two matches and firm performance;(3)Two matching paths between market HRMS or compliance-based HRMS and market orientation have a positive impact on firm performance respectively,and environmental uncertainty moderates the relationship between the two matches and firm performance.This study considers three important factors,such as strategic orientation,HRMS and environmental uncertainty,which explain the structure and mechanism of strategic human resource management in a better way.This paper further clarifies that the role of environmental uncertainty in the relationship between cooperative and committed HRMS and entrepreneurial orientation is not significant,but the environmental uncertainty in the market or controlled HRMS and market-oriented two Kind of matching and corporate performance in the regulation of the role of significant,thus identifying the manufacturing enterprises in the implementation of SHRM and strategic management process in an important boundary conditions.The conclusion of this paper is of practical significance in enterprise strategic management and human resource management.For the implementation of entrepreneurial orientation strategy,the implementation of matching with the cooperation of HRMS or committed HRMS,can effectively enhance business performance.In the highly uncertain environment,the implementation of cooperative HRMS or commitment HRMS match entrepreneurial orientation,the role of corporate performance is not obvious.This may be due to the lack of adequate external market forecasting and risk control capabilities for employees and managers supported by collaborative HRMS or committed HRMS,as environmental uncertainty:increases.For the implementation of market-oriented strategy,the implementation of matching market-oriented HRMS or controlled HRMS,can effectively enhance business performance,especially in today's highly uncertain environment,market-oriented HRMS or controlled HRMS is the implementation of market-oriented strategy The Because market-oriented HRMS or controlled HRMS companies can be sensitive to changes in the external environment,can effectively grasp the market dynamics,support the enterprise market-oriented strategy,so as to achieve excellent business performance.