The Research Of The Realationship Between The Manufacturing Strategic Human Capital And Firm Competitive Advantage-based On RBV

In the context of economic and information globalization, the competition becomes fiercerincreasingly among firms. How can the firms invincible in the competition? As the value,scarce, difficult to imitate and hard to replace resources, the strategic human capital havebecame the key to achieve sustained competitive advantage. In the perspective of theresource-based view, the paper studies the matching relationship between the firm strategy andthe strategic human capital and focus on analysis of the difference of the effect of the strategichuman capital on the firm competitive advantage. This study has important theoretical andpractical significance on the promotion of the firm performance and the improving the firmcompetitive advantage.Firstly, we comb and comment on the domestic and foreign relevant concepts and theoryachievements about the firm strategy, strategic human resource management, strategic humancapital and firm competitive advantage. Secondly, we introduce the matching theory of the firmstrategy and strategic human capital, then induct and deduct their feasibility matching modeland validate the model by cluster and probability theory at last. Thirdly, we measure thestrategic human capital from four dimensions: stock of human capital, specificity of humancapital, complementary of human capital and matching between human capital and firm strategy.We measure the firm performance form three dimensions: financial performance, operationalperformance and human resources performance. Then we analyze the strategic human capital’effect on the firm performance. Finally, we summarize the conclusions of the study and base onthe theoretical and empirical analysis result to put forward a number of policyrecommendations to improve competitive advantage for the firm. Form the study, we can see that when use the cost leadership strategy, the firms tend toadopt the outer achieving human resource management and then get the outer achieving humancapital. They employ mainly from the labor market. When use the differentiation strategy, thefirms tend to use the inner developing human resource management and then get the innerdeveloping human capital. They prefer to choose employees from the inner of the firm.However the two kinds of strategic human capital have difference effect on the firmperformance: outer achieving human capital has positive effect on the financial performance,but has no significant effect on the operation performance and human resource performance.Inner developing human capital all has positive effect on the financial performance, operationperformance and human resource performance.