Assessment, Based On Strategic Human Resource Management Effectiveness Of The Hrsc

Strategic Human Resource Management (SHRM) can provide value to achieve key competitive advantage for enterprises. But how to determine a set of criteria to measure the implementation of SHRM in theory and practice is a puzzle both for Enterprise Managers and Human Resource Managers. Based on this, the dissertation uses Human Resources scorecard (HRSC) to evaluate the effectiveness of SHRM. In order to discuss HRSC how to measure the effect of SHRM, this study uses the literature study, questionnaire survey, case analysis, hierarchical analysis and other research methods.This paper includes four aspects:Firstly, literature review.Clear up the literature about SHRM effectiveness evaluation from three aspects:the definition of SHRM, the research of SHRM effectiveness evaluation, HRSC. Secondly, based on the analysis about content and features and significance of strategic human resource management, the author points that the strategic themes, human resource management activities, strategically relevant emergent employee capabilities and behaviors, organizational results and strategic performance are composed of HRSC. Thirdly, this paper designs the model about "Based on the HRSC's SHRM Effectiveness Evaluation ". This model shows the relationship between SHRM and strategic objectives.It also reflects relations of variable levels between SHRM and strategic objectives. In particular, it analyzes the content and implementation steps of the model,those are the foundation of practical application. Fourthly, after the empirical study of Supor, it frames the model of the company's SHRM effectiveness evaluation model, and yaahp5.2 software and AHP method is used to determine the weight of index. This Provides Decision-making support for the company's future direction.The main conclusions are:First, the logical relationship beween human resource management activities-strategically relevant emergent employee capabilities and behaviors-strategies related to organizational results-organizational results-strategic performance and strategic objectives is in line with the actual situation. Secondly, strategic human resource management effectiveness evaluation index system should be based on the corporate's strategy and actual situation. Thirdly, it is very important to determine the weight of evaluation index, the direction for future improvements should be detemined by the weight of evaluation index.