Research On Human Resource Practices Based On R&D Staffs In Communication Enterprises

In recent years, strategic human resource management has become a hot research field,however, whether or not management theories based on Western enterprises are suitable forChinese enterprises, which is a problem that arouses many researchers’ interest. This thesisattempts to probe into the differences of enterprise human resources managementsystem(HRMS) in different management contexts of Chinese and Western enterprises bycomparative case study, hoping to provide some theoretical guidance for human resourcemanagement practices(HRMP) in Chinese enterprises in transition.This thesis focuses on case study, taking Huawei and Ericsson as example, which are twomost representative enterprises in communication industry. It adopts AMO model proposed byAppelbaum to analysis HRMP of Huawei and Ericsson from three aspects, namely ability,motivation and opportunity.Based on case study, the thesis draws three conclusions:(1) Obvious differences exist inenterprises HRMS in different management contexts;(2) Western enterprises are moreinclined to apply commitment-based HRMS, and yet Chinese enterprises prefer hybrid HRMScombined by control-based and commitment-based HRMS;(3) Different types of HRMP canco-exist in HRMS of enterprises.The innovation of this thesis is reflected on two aspects:(1) It creatively applies AMO model into the study of HRMS. In current research, AMOmodel are mainly applied into illustrating functional mechanism between human resourcepractices and organizational performance. This thesis successfully applies AMO model intoanalyzing types of HRMS.(2) It studies the differences of HRMS in different management contexts of Chinese andWestern enterprises through qualitative case study. In previous research,quantitative researchmethods were mainly applied into HRMS to study the relationship between a certain HRMSand organizational performance, which lacks state analysis of HRMS in differentmanagement contexts of Chinese and Western enterprises. This thesis creatively appliesqualitative case study to probe into the differences of HRMS in different managementcontexts of Chinese and Western enterprises.