Search

Discussion on the Dynamic Management Model of Human Resources under Strategic Transformation

Author(s)

Jiaqi Fan

Affiliation(s)

The Unversity of Queensland, QLD, Australia

Abstract

This study discusses the dynamic management model of human resources under the background of strategic transformation. By analyzing the impact of strategic transformation on human resource management, combining dynamic capabilities and strategic human resource management theory, a dynamic management model of human resources that adapts to the needs of strategic transformation is constructed. This model emphasizes flexible talent allocation and flow mechanisms, personalized employee training and development systems, and dynamically adjusted performance management and incentive systems to enhance the adaptability and innovation of enterprises. In addition, the study points out the important role of digital transformation and sustainable development in promoting innovation in human resource management. Through digital technology to achieve precise decision-making and rapid response, enterprises can maintain their competitive advantage in a changing market environment. This study provides theoretical support and practical framework for enterprises to achieve dynamic management of human resources during strategic transformation.

Keywords

Strategic Transformation; Dynamic Management of Human Resources; Digital Transformation; Sustainable Development; Performance Management

References

[1]Ghanam, D., Cox, P. W.: Dynamic capabilities: the strategy-HRM intersect? International Journal of Learning and Intellectual Capital 4, 57-74 (2007). [2]Lado, A. A., Wilson, M. C.: Human Resource Systems and Sustained Competitive Advantage: A Competency-Based Perspective. Academy of Management Review 19, 699-727 (1994). [3]Kochan, T., Dyer, L.: Managing transformational change: the role of human resource professionals. International Journal of Human Resource Management 4, 569-590 (1993). [4]Aydoğdu, H., Bağçivan, R.: Changes in Human Resources Management (HRM) in Transition From Past Towards Today’s Information Society. International Journal of Learning and Intellectual Capital 6, 25-51 (2020). [5]Schuler, R.: Strategic Human Resource Management and Industrial Relations. Human Relations 42, 157 - 184 (1989). [6]Garavan, T., Shanahan, V., Carbery, R., Watson, S.: Strategic human resource development: towards a conceptual framework to understand its contribution to dynamic capabilities. Human Resource Development International 19, 289 - 306 (2016). [7]Fenech, R., Baguant, P., Ivanov, D.: The Changing Role of Human Resource Management in an Era of Digital Transformation. Journal of Management Information and Decision Sciences 22, 166 (2019). [8]Joseph T. Mahoney, P. Wright.: Human Resource Strategy: Formulation, Implementation, and Impact. Academy of Management Review 25, 883-885 (2000). [9]Yao, C.: The Transformation and Strategic Development of Human Resource Management in the Public Sector Under the Digital Economy. AEBMR, pp. 665-668 (2021). [10]Zehir, C., Karaboğa, T., Başar, D.: The Transformation of Human Resource Management and Its Impact on Overall Business Performance. Contributions to Management Science, (2019). [11]Way, S. A., Johnson, D.: Theorizing about the impact of strategic human resource management. Human Resource Management Review 15, 1-19 (2005). [12]Syamsuri, A., Dalimunthe, R., Gultom, P., Siahaan, E.: Modelling Concept: Human Resources Professional Transformation in Manufacturing Company. KnE Life Sciences (2022). [13]Khatib, O., Alshawabkeh, K.: Digital Transformation and Its Impact on Strategic Supremacy Mediating Role of Digital HRM. WSEAS Transactions on Business and Economics (2022). [14]Sakovich, V.: State strategic management of innovative transformations: theoretical-conceptual and organizational aspect. Vector European (2021). [15]Wei, L.: Literature Review of Strategic Human Resource Management. 2010 International Conference on Management and Service Science (2010). [16]Zhu, W., Chew, I., Spangler, W. D.: CEO transformational leadership and organizational outcomes: The mediating role of human-capital-enhancing HRM. Leadership Quarterly 16, 39-52 (2005). [17]Siagian, M.: Transformational Leadership in Human Resource Management: A Bibliometric Analysis of Academic Research on its Impact and Organizational Implications. DiE: Jurnal Ilmu Ekonomi dan Manajemen (2023). [18]Al-Qaruty, T. M., Dabbaghia, M. N., Shaban, E. A., Al -Doori, J.: The digital transformation of human resources and its impact on the organizational strategic sustainability. International Journal of Health Sciences (2022). [19]Nicolás-Agustín, Á., Jiménez-Jiménez, D., Maeso-Fernandez, F.: The role of human resource practices in the implementation of digital transformation. International Journal of Manpower (2021). [20]Xiao-bao, D.: On the developing direction of human resource management - strategic human resource management. Science-technology and Management (2009).