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1. Theory理论

战略性人力资源管理（SHRM）是指企业采取的一系列人力资源活动和政策计划，具有战略意义以有效实现组织的战略目标（Wright和MeMahan，1992）SHRM最重要的特点是强调人力资源管理与企业战略的合作。然而，传统的人力资源管理过分强调“人”，忽视与企业战略的联系，使人力资源管理缺乏战略眼光。因此，人力资源管理不符合商业战略，难以适应组织快速发展和变革的需要。等（1988）认为：公司的战略不是预先规定的而是生产许多因素，包括人力资源管理;同时，人力资源管理也受到公司战略的影响。因此，人力资源管理和公司战略相互回应。 Miles and Snow（1984）提出了反映人力资源管理与公司战略关系的理论模型。

Strategic human resources management (SHRM) refers to a series of human resources activities and policies which are planned and have strategic meaning,taken by enterprises in order to achieve the organization's strategic goals effectively.(Wright and MeMahan, 1992)SHRM’s most important characteristic is the emphasis on the cooperation of human resource management with corporate strategy. However, the traditional human resource management too much emphasis on 'people' and ignore the contact with corporate strategy, so that the human resource management lacks of strategic perspective. Thus, human resource management does not fit the business strategies and is difficult to adapt to the needs of the rapid development and change of the organization.Hall, et.al (1988) argues that: the strategies of the corporation are not pre-specified, but rather a production of many factors, including human resource management; at the same time, the human resource management is also affected by the company strategies. As a result, human resource management and company strategy reply on each other. Miles and Snow (1984) proposed a theoretic model reflecting the relationship between human resource management and company strategy.

Content
1. Theory 2
2. Empirical evidence 5
3. Extent of the Impact 8
4. Context 9
5. Conclusion 11
Reference 12

5. Conclusion

Nowadays, as the market competition is becoming fiercer, the survivorship and development of enterprises are facing challenges from many aspects. Organizational performance is a critical indicator of the performance of a company. Among the factors influencing organizational performance, human resource is proved to be the source of sustained competitive advantage. Strategic human resource management enables the human resource management to best fit the company’s strategy and make best use of human resource to serve for the success of the company.
This article analyzes the impact of strategic human resource management on the organizational performance from the theoretical and empirical view, and comes into conclusion that SHRM has strong impact on the organizational performance of the company and the extent of the impact varies among different types of companies.
To build a SHRM system with high efficiency, which will in turn improve the organizational performance of the company, the followings should be done: recruit employees with high standard and put emphasize on training and development of employee abilities; pay attention to the career development and security in the organization and use contribution-based remuneration as incentive; provide opportunities for the employees to participate in the activities that aim to implement the goal of the company.

Reference