Abstract : Digital transformation is a major challenge for many companies. They have clear strategies, but they fail to implement them in practice. This study explores how human resource management (HRM) can connect strategy and execution. It takes Haier as a case study. Haier developed the Rendanheyi management model to address the gap between strategy and execution. The study aims to clarify how strategic HRM turns digital strategy into actual results. It adopts a single case study method. Data is collected from public reports and in-depth interviews with six Haier employees. Two key findings are drawn. First, Haier’s HRM has undergone three stages of transformation. It started with basic digital tools for HR work, then shifted to improved digital services for employees, and finally developed into digitalized human capital operation. Second, the HRM transformation succeeds because it is closely aligned with Haier’s digital strategy. The HRM system acts as a bridge. It links the company’s top-level digital strategy with employees’ daily work. This study shows that HRM plays a key role in corporate digital transformation. It is not just a support function. It can drive corporate change in the digital age.
Linghu et al. (Wed,) studied this question.
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