The Relationship Between Strategic Human Resource Management And HR' Proactive Behavior

In order to adapt to the rapid change of external environment,strategic human resources management is a set of procedures,activities and systems that combine human resources management with enterprise management strategy,mobilize the enthusiasm and creativity of employees through various human resources practice activities,and give full play to the advantages of internal talents to promote the achievement of enterprise strategic objectives.The implementation of strategic human resources management practice in the 21 st century requires human resources departments to change their function roles from passively responding to the requirements of business departments to actively promoting the implementation of enterprise strategic objectives.At the same time,the new human resources management model also puts forward new role expectations to HR practitioners,hoping that they can break through the limitations of traditional functional modules,not only become experts in their own professional fields,but also become strategic,operational and business partners of the organization.They should think about the practical activities of human resources management from a strategic perspective,be future-oriented and have the spirit of change.In this organizational context,it is of great significance to study whether strategic human resource management can promote human resource practitioners to show more proactive behavior,which is in line with organizational expectations,in promoting the implementation of organizational strategic objectives,and to promote the implementation of strategic human resource management and the successful transformation of human resource departments.Based on the theory of role behavior and social cognitive theory,this paper constructed a research model of "strategic human resource management-proactive behavior".Taking HR practitioners in enterprises as research objects,this paper tried to explore the relationship between them,and took role breadth self-efficacy as mediating variable and work resources as moderating variable,deeply analyzed the mechanism and boundary conditions of the model.At the same time,on the basis of theoretical discussion,this study combined with empirical research methods,270 HR practitioners of enterprises in Beijing,Shanghai,Shenzhen and Wuhan were surveyed by questionnaires,and the data were collated and analyzed by statistical software SPSS20.0.Finally,the conclusions were drawn: strategic human resources management has a positive impact on HR practitioners' proactive behavior;Role breadth self-efficacy plays a part of mediating role between strategic human resources management and proactive behavior,and work resources have a positive moderating role on the relationship between strategic human resources management and role breadth selfefficacy.The conclusions enriched the empirical research on the impact of strategic human resources management on employees' behavior,and improved the theoretical research system of strategic human resources management.At the same time,it also provided practical management suggestions for enterprise management and the transformation of human resources department.Firstly,according to the change of external environment,organizational management should adjust the internal human resources management mode adaptively,so that human resources strategy can be better assisted in organizational management strategy,so as to promote the implementation of strategic human resources management,and promote the achievement of organizational strategic objectives.Secondly,we should pay attention to the cultivation of HR practitioners' proactive behavior,so that they can stand at the height of enterprise strategy,take the future as the guidance,make use of their professional advantages,actively optimize the internal process of the organization,realize the innovation of the organizational system,and provide more valuable advice for other departments in selecting,educating,employing and retaining employees.Finally,more support should be given to HR practitioners from the organizational level to enhance the role breadth self-efficacy of HR practitioners,thus generating more proactive behavior expected by the strategic human resources management.