论文部分内容阅读
战略人力资源是人力资源管理的重点研究领域之一。战略人力资源管理,对外,与企业外部人力资源环境和企业战略适应匹配;对内,与企业人力资源管理系统各部分统一一致的人力资源管理。民营企业是中国不断壮大的生力军,但很多民营企业在经历快速崛起之后陷于公司成长的瓶颈,其根本原因在于缺乏有效的公司治理。而在公司治理中人力资源的工作从定义到实际操作都往往停留在招聘等基本面上,很难将其与企业制定战略和长足发展联合起来,同时人力资源的很多工作也做不到位。本文根据企业生命周期理念和5P模型,针对民营企业发展三阶段所处的生命周期、采用的战略、以及这些周期中人力资源理念不断发展的过程,来分析民营企业基于企业生命周期的战略人力资源管理思路。
Strategic human resources is one of the key research areas of human resource management. Strategic human resources management, external, and external human resources environment and business strategy to adapt to match; internally, and enterprise human resources management system consistent with the various parts of human resource management. Private enterprises are China’s growing force, but many private enterprises in the rapid rise after caught in the bottleneck of the company’s growth, the fundamental reason is the lack of effective corporate governance. In the process of corporate governance, HR work tends to stay on the fundamentals of recruitment, from the definition to the actual operation. It is difficult to bring it into line with the formulation of strategies and long-term development of enterprises. At the same time, a lot of HR work can not be done. According to the concept of enterprise life cycle and 5P model, according to the life cycle of the three stages of private enterprise development, the strategies adopted and the continuous development of human resources concepts in these cycles, this paper analyzes the strategic human resources based on enterprise life cycle Management ideas.