因此，本研究将结构方程模型基本原理应用到人力资源管理与企业绩效间关系的研究中。
Therefore, this study applies the structural equation model(SEM)to the research of the relationship between human resource management and firm performace.
设计与企业战略关联的薪酬体系，利用有限的资源最大限度地优化人力资源管理，有助于企业增强人才竞争力和提高企业绩效。
Designing a salary system linking with company strategy, optimizing HR management with limited resources and improve company's competitiveness of keeping talents.
本文旨在研究软件企业人力资源管理，尤其是其与企业绩效的关系。 以期论证软件企业的人力资源管理活动与企业绩效的内在相关性。
The aim of this paper is to research the human resource management in software enterprises, especially research the relationship between the HR management and the performance of the enterprises.
由此，人力资源管理实践与企业绩效之间的关系研究也成为理论界和企业界关注的热点问题。
Thus, the research of the relationship between human resources management and firm performance becomes focus in academic area and business sector.
并进一步对企业战略、员工工作态度、人力资源管理措施和企业绩效之间的关系进行了探讨与验证。
Then further discussion about the relationship of firm strategy, employee's work attitude, HRM practices and firm performance carried out.
许多学者认为人力资源管理措施的运用与企业绩效的提升有紧密的联系，并且优秀的人力资源管理活动不仅对企业建立竞争优势，而且对企业维持竞争优势都具有重要价值。
Lots of scholars believe that there is close connection between HRM and firm performance, and that excellent practices are valuable not only for found competitive advantage but also keep it.
许多学者认为人力资源管理措施的运用与企业绩效的提升有紧密的联系，并且优秀的人力资源管理活动不仅对企业建立竞争优势，而且对企业维持竞争优势都具有重要价值。
Lots of scholars believe that there is close connection between HRM and firm performance, and that excellent practices are valuable not only for found competitive advantage but also keep it.
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