摘要
战略性人力资源管理是将人力资源要素进行分析、整合、配置,建立人力资源竞争优势的一整套管理思想、方法和制度。它既包括对组织成员价值创造能力的管理,也包括人力资源各单项职能的整合,以及管理体系对组织战略经营目标的支持等。传统人事管理与战略性人力资源管理在诸多方面存在差异,认识和了解这些差异有助于企业树立正确的管理理念,建立企业人力资源的竞争优势。
Strategic human resource management means a set of management theory, methods, and institutions which enhance competitive advantages by analyzing, integrating, and distributing human ressorce elements. It includes not only the management of members＂ value creation abilities, but also the integration of each single function of human resource management, and even the support of the management institution to the strategic target. There are differences between traditional personnel management and strategic human resource management in many aspects. It is meaningful to realize and comprehend these differences, which helps enterprises set up concepts of suitable human resource mangement and form competitive advantage of human resource management.
出处
《四川大学学报（哲学社会科学版）》
CSSCI
北大核心
2006年第1期14-18,共5页
Journal of Sichuan University：Philosophy and Social Science Edition
关键词
人事管理
传统人事管理
战略性人力资源管理
personal control
traditional personal management
strategy human resource management
