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Abstract

With the coming of economic globalization, the intellectualization and the utilization of network, the traditional measure of enhancing investment and enlarging productive dimension is becoming less effective in the competitions between nations, regions and enterprises. With the development of IT and Network technology, organizations have to face a more and more complex competitive environment. At this moment, a new kind of human resource managementtheory------Virtual Hunan Resource Management (VHRM) theory comes into being and soondraws a wide attention among the world of enterprisesVirtual Human Resource (VHR) refers to the external human resource which can be temporarily taken advantage of by an organization in the process of reaching its goal. The idea of VHRM was first put forward with the appearance of virtual enterprises. This idea establishes it’s connotation by integrating the advantages with disadvantages of both Strategic Human Resource Management (SHRM) theory and Human Resource Management Virtualization (HRMV) theory. This paper analyzes the necessity of managing VHR based on virtual enterprises and gives out the definition of VHRM according to the development of VHR theory. The main significance of this study is to breakthrough the borderline of an organization, make full use of the resources outside an organization to reach its managing goals, reduce the cost of human resources and disperse the risk of management.Firstly, VHRM is, of course, more than the human resources management of virtual enterprises. This paper gives out a classification of VHR through the two principal parts, one of which is the goal that an organization tries to reach by making use of VHR, the other of which is the main body of contract of VHR. The paper also points out the 4 forms of VHR. Through this classification model, we can easily recognize the differences between VHR and virtual enterprises. It is also a theoretical dependence of judging the practical classification model of how the enterprises take advantage of VHR.Secondly, VHRM is also more than the virtual management of human resources. It is based on the SHRM of an organization’s core competence. This paper elicits the decision-making model of VHR management from the theory of transaction cost and the theory of enterprise core competence. The paper divides the human resources of an organization into 1) the core human resources; 2) the peripheral human resources; 3) virtual human resources outside, thoroughly analyzes the relations between core competence and HRM according to the influences of VHR on HR inside an organization and puts forward a VHRM system based on core competence. This ensures an organization to take advantage of VHR.Finally, VHRM doesn’t exclude the basic function of traditional HRM. But there are differences between the two models. The paper compared and analyze the two models . gived a example of employment, the decision-making model, analyzed the the decision-making model to the building of University teacher team.As a new concept, VHRM is not quite a perfect. There are still a lot of theoretical and practical problems to be settled. This paper is in an attempt to start a pilot study in this area and tries to do something useful for the perfect of VHR theory.

Network Era New Trends Strategic Human Resource Management

Abstract

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