THE RELATIONSHIP BETWEEN HUMAN RESOURCE MANAGEMENT PRACTICES AND STRATEGIC SALES IN BUSINESS‐TO‐BUSINESS MARKETING AND FIRM PERFORMANCE: EVIDENCE FROM TELECOM INDUSTRY IN CHINA

Abstract

Researchers analysed SHRM and HR practises in the PRC to see how they affect business outcomes and the morale of workers. The impact of company ownership on the associations was also investigated. There was a significant gap in the increasing adoption of strategic human resources management (SHRM) and Human resources practices across SOEs and FIEs and privately held firms in a sample of Chinese companies operating across different industries and regions (POEs). SHRM and HR practises have been shown to have immediate positive impact on financial performance, operational effectiveness, and the climate of cooperation and respect among employees. In contrast, ownership type was shown to be a moderating factor in just one sort of performance indicator. China Telecom, China Unicom, and China Mobile are three state-owned telecommunications giants that control most of the market in China. In May of 2008, the Ministry of Information Industry (MII), the National Development and Reform Commission (NDRC), and the Minister of Finance oversaw a reorganisation initiative that resulted in the foundation of the three firms. As of right present, all three businesses have obtained permits provide the corrected and phone telecommunications services from China. With receiving national 5G licences for all three in 2019, there are currently just three telecom firms. A new regulatory framework was implemented because of China's entrance toward the WTO in 2001, and international businesses were only permitted restricted market access.