Research on the Impact of Strategic Human Resource Management on Enterprise Performance

In the emerging era of global digitization and it is characterized by the development of network information, the role and impact of human resource management on enterprise performance are becoming more and more prominent.The traditional personnel management system is no longer adapt to the needs of modern enterprise development, human resources management is directly related to the success or failure of an enterprise.Human resources management has been gradually promoted to the strategic planning level, more and more enterprises and managers are aware of that the importance and influence of strategic human resource management and enterprise development.Strategic human resource management has become an important part of the core competitiveness of enterprises.Strategic human resource management is an important competitive advantage of enterprises.The rational allocation of human resources is the prerequisite for the sustainable development of enterprises.This paper discusses the theoretical advantages of strategic human resource management in the practical application of enterprises, and studies the impact of strategic human resource management on enterprise performance, and it makes a reference for enterprises to better strategic human resource management. Strategic Human Resource Management Theory and Practical Application AdvantagesWith the development of global economic integration, the economic and trade environment has become complex and challenging.Under this circumstances, strategic human resource management enhance the core competitiveness of enterprises is very significant.Competition among enterprises in various industries has become more and more intense, economic integration and the rapid development of science and technology brought some the enormous opportunities and challenges.Enterprises in this changing, ever-changing situation in order to survive and develop, so they need to learn in the existing resources and human conditions, reasonable and efficient development and utilization of existing resources.Traditional human resource management is often just a simple personnel management, and even cause the cost of the enterprise burden.With the development of economy and the characteristics of modern enterprises, traditional human resources management is no longer applicable, and with the gradual emphasis on human resource management, human resources management has also experienced the development of the transition period.(Table 1)As we can see from Table 1, human resource management from the traditional personnel management has experienced a manpower management resource stage into the current strategic human resource management stage.And it also from the original enterprise a cost burden into the core value of the enterprise to increase an indispensable important resource management.As Table 1, the original human resource management is only a relatively simple personnel management activities, and it mainly responsible for the low technical content, trivial staff work.Human resources management in some business units which even just go through formalities of the department, and it is in the development of enterprises in the long-term passive position, which the management of the work is often ignored by the leadership.With demanding increase of the economic and enterprise development, human resources management has gradually from a single passive personnel management began to adjust and develop, and it has a interrelated clearly concept and theory, and focus on the development of enterprises in the assistance, judgment, arrange,