Role Of Strategic Human Resource Management in the Generation of Sustainable Business Performance

Abstract

The objective of this study is to examine the impact of Strategic Human Resource Management (SHRM) on the long-term profitability of Chinese enterprises, emphasising the significance of employee engagement in this context. People in China, both citizens and government officials, are placing more and more pressure on businesses to put short-term profits ahead of their social, environmental, and economic responsibilities. China is striving hard to get high-quality growth so that it can attain its objectives. The SHRM delivers firms tools to help them proactively align their employees with the company's and the environment's long-term objectives. Not only does this strategy make workers' lives simpler, but it also makes sure that everything they do at work is good for the environment. This study shows that SHRM techniques may help get employees more involved in their work. In this context, "employee engagement" is how committed individuals are to the project, how hard they are working to perform well, and how willing they are to put in additional hours. When individuals become engaged in Chinese companies' strategic HRM initiatives, they really help the company. Some of the benefits include that the firm is more respected, it does more for the environment, and its operations function more smoothly. The article claims that SHRM, getting employees involved, and producing money for the organisation all depend on each other. Chinese companies should make sustainability a part of their HR strategy and cultivate a culture of devotion. This will help them be more competitive, resilient, and in line with government objectives like carbon neutrality and green development in the long run. The results demonstrate that human capital is the most critical factor in how well Chinese companies fare in the long term. For SHRM to be able to produce value in the long run, it is also highly crucial for its employees to be engaged.