Research On Mechanism Of HRM Influencing Employee Performance In YQDI Design Institute Based On Employee Satisfaction

It is well known that the organizational sustainable development is impossible without the support of the employee. They are the implementers of the product or the service, and the source of organizational competitive advantage. However, if you want to make them try their best, you must make them satisfaction. HRM is the most important factor to influence their satisfaction. Recruiting and selecting affect their career development, value realization and achievement acknowledgement; Performance appraisal influence their effort level, achievement and sense of fairness; Training and development make effect on their career development, competence and matching degree; Career development take part in their organizational status and social fairness; Employ affect their loyalty, centripetal force and cohesiveness; And compensation influence their value recognition. Therefore, HRM is very important for the employee satisfaction. Based on above, the author makes research on the effects of the employee satisfaction of HRM to their performance according to the relevant theories and the practice of his organization. Then the thesis can provide the reference to the optimization of HRM in YQDL Design Institute.The thesis can be divided into five chapters. Chapter1firstly introduced the research background, purpose and significance to find the real foothold. Secondly it reviewed the relevant research literatures to find the theoretical base. Thirdly, it illustrated the research target, contents, methods, framework and technical route. Chapter2firstly concluded the concurrent situation of HRM in YQDL with the interview, the group discussion and the experts conversation. Chapter3analyzed the problem and reason of the employee satisfaction of HRM in YQDL with the variable selection, the questionnaire investigation and the statistic analysis. Chapter4indicated the direct and indirect effects of the employee satisfaction of HRM to their performance in YQDL with the factor analysis and the structural equation model. Chapter5concluded the whole research, indicated the innovation and limitation, and then put forth the future advice.According to the research, we can get the follow conclusions. Firstly, the human resource planning, the recruiting and selecting and the performance appraisal have direct effect on the task performance of the employee. Secondly, the training and development, the career development and the job allocation are positive relevant to the environmental performance and the task performance. What’s more, the environmental performance has the significant mediation effects between the three factors and the task performance. Finally, the employee involvement and the compensation management are positive relevant to the environmental performance and the task performance. At the same time, the environmental performance has the total mediation effects between both factors and the task performance.The innovation of the research mainly includes the following aspects. Firstly, the thesis put forward the structural relationship model between the employee satisfaction of HRM and the employee performance. Secondly, the thesis designed the scale and questionnaire between the employee satisfaction of HRM and the employee performance, which includes10variable and44indicators. Thirdly, the thesis put forth the optimization measures of HRM in YQDL to improve the employee satisfaction.