| Taylor initially established the theory of scientific management in the late nineteenth century. And later on, Peter Drucker went further to discover the function of human factors in promoting organization performance. In1954he initially defined the concept of "human resource" and did a deep research about the ways to develop this function through various human source activities. In the eighties of the twentieth century, Beer, with some other scholars, formally put forward the concept of Strategic Human Resources Management. They focused their effort in studying, explaining and proving that the strategic value of human resources is the basic source of competitive advantage of an enterprise. Because continued competitive advantage is the key for any enterprise to keep itself always in a winning position in the complex market place, finding the proper way of creating and maintaining competitive advantage through systematic HRM practice has always been the focal point of the research on SHRM system construction.China’s society today is experiencing great cultural and technological changes that bring about both challenges and opportunities, greater than ever, to the fast growing enterprises in China. At present, in the field of SHRM, a growing number of Chinese researchers has been advocating that HRM should be given more importance in its relation to the whole management system of an enterprise. As a human resource practitioner serving in such a growing enterprise, I recognize that it will be a tremendously complex undertaking to actually realize the strategic value of Human Resource.In response to the question above, this paper will try to approach from both theoretical point of view and analysis of pragmatic cases to extract some important factors and principles that will help promote the realization of the value of SHRM. In doing so, I wish to bring some new thinking to other HR managers who have been faced with similar problems. |
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