| China's economy is undergoing a developing new normal period, enterprises in different industries are obviously feeling the environment is undergoing great changes. To adapt to change, the enterprises need to make strategic changes, so do the enterprises propose an expectation for a new strategy role for human resource. To meet the requirement of the new role,HR must liberate from traditional personnel management out to strategic human resource management. However, it's a consensus that there are gaps between implemented human resource management and the strategic one. Therefore, it's necessary to explore the deviation of the actual role of human resource management and the expected role and its influencing factors, a construct "the fit of human resources management role"(hereinafter "fit") is proposed to describe deviation degree between human resource management actual role and expected role. Combined with the uncertainty of current business environment, organizational strategic change is made to be moderator, human resources influence is the independent variable, the fit of human resource management roles is the dependent variables in this paper.Firstly, we reviewed the relevant literature of human resources management roles in this paper, and put forward a conceptual model and the research hypotheses. Secondly, we designed the questionnaire, and ensure it can be used to large-scale issuance through the pre-survey. Next, we use SPSS 19.0 software to analyze the data collected, through the empirical analysis to test hypotheses. Finally, conclusions are proposed:human resource influence has a significant positive impact on the fit of human resources management role, and the degree of organizational strategic change there has a significant positive regulating effect between the correlation above, which means the deeper level organizational strategic change has made, the more significant the positive correlation will be, and vice versa. |
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