The HRM New Knowledge Forum (No. 56) was successfully held

On December 1, 2022, the HRM New Knowledge Forum (No. 56) was successfully held. The keynote speaker was Professor Cheng Dejun from department of Human Resources Management, Nanjing University Business School. Professor Cheng Dejun had published more than 50 papers in authoritative journals such as Management World, China Industrial Economy and Nankai Management Review. He was mainly engaged in the research of strategic human resources, new organizational system theory, organizational power and politics, innovation and entrepreneurship management and other topics. Professor Cheng shared the changes and future research directions of strategic human resources research with the title of Strategic Human Resources Research: Past and Future. This forum was held at Tencent, and was hosted by Professor Su Fangguo of the School of Management. In addition, teachers such as Jiang Jianwu, Ding Wanling, Wang Rong, Chen Rui and Wen Shanshan of the School of Management and some graduate and undergraduate students participated in this forum.

First of all, Professor Cheng started from the limitations of resource-based theory and points out that there are still many problems in the research of strategic human resource management in the past three decades. For example, the development of strategic human resource management research is not solid enough, the relationship between strategic human resource management research and practice is not close enough, and the early theories of strategic human resource management are not well inherited.

Then, Professor Cheng systematically explained the overall model of strategic human resources and the gaps in the current research field from the resource-based theory of strategic management to the theory of dynamic capacity and resource arrangement. At the same time, Professor Cheng also talked about how to examine the future research direction of strategic human resource management. The five core issues include the type of human resources system, strategic matching, black box of action mechanism, implementation effect, value creation and acquisition.

Finally, Professor Cheng suggested that the future research direction could focus on human capital resources: macro and micro links, employee behavior under dual strategy, legitimacy and identity under institutional background, etc., in order to respond to the research issues of strategic human resources management and major challenges faced by society and organizations.

After the sharing, Professor Cheng answered the eager questions of teachers and students one by one, and also conducted in-depth discussions on some questions. Both teachers and students gained a lot. Finally, this HRM New Knowledge Forum was successfully concluded in a warm atmosphere.