Human Resource Management Functions Under The Strategic Change

With the overall advancement of economic globalization and market competition, the survivaland development of the modern enterprise is experiencing an unprecedented complex and changingenvironment. The market is the basis for the survival of enterprises, business strategy must be in line withmarket requirements. The era of dramatic changes in this market, companies will undoubtedly need morethan ever, focus on strategic management, when the current strategy to adapt to environmental changes, youneed timely change, the implementation of the strategic adjustment and transformation. Therefore we cansay, the organization of the development process is the organization to constantly adjust and change thestrategy, strategic change management are the daily management of the organization. Human resourcesmanagement, as the development of corporate strategy, business partner, leader and facilitator of change,strategic change, play an increasingly important role. Once the decision to implement the new strategicobjectives, means that enterprises need to have the resources to re-adjust the configuration, clear that theenterprise is in this special period of strategic change in how to better selection of personnel, to nurturetalent, talent, retain talent, and to re-locate, adjust and improve the human resource management functionsof human resources. Therefore, the strategic change must be adjusted on the basis of the original humanresource management, and even re-build.Firstly, strategic change and human resource management-related theories, discusses the changemanagement process is most critical of the success factors must be people-oriented, pointed out that thechanges in conditions of human resource management roles and responsibilities change: strategic partner,administrative expert, staff motivation as well as change agents, human resource management in the face ofa variety of strategic change trends have raised the requirements, and human resource management to adaptto change conditions in today’s a new trend.Secondly, this paper introduces the work theory, and then describes its new approach in asituation of change, change competency-based job analysis, human resource management and humanresources management can focus on new work under such a changeanalytical methods to expand thefunctions of activities. Including the re-planning, staff recruitment and selection criteria adjustment ofcorporate human resources, strengthen staff training and development, to build a new performanceevaluation system, the implementation of the adjustment of the core functions of the effective pay incentives and effective change communication. Strategic change may also affect other elements of theorganization, human resources management must also ensure that a consistent and balanced strategicchange McKinsey7S elements. Change in John Kotter’s eight-step theory, we will also duties in phases ofhuman resources management in the process of strategic change management. As an effective complementto further analysis of change management, human resource management functions, we further explored theproblems facing strategic change management, human resource management, change management in orderto increase the human resources to create the added value to the enterprise, corporate executives, humanresource management need to seek solutions in many ways.Finally, the case of the human resources function representative strategic change Sanmenxia aanalysis and further validate various human resources functions of the adjustment measures proposed inthis paper.