人力资源管理的发展进化与战略作用.ppt

战略人力资源管理Strategic Human Resource Management 需要包括为促进组织战略目标实现而开发的人力资源实践,计划以及政策。Involves development of consistent, aligned collection of practices, programs, policies to facilitate achievement of strategic objectives 需要放弃传统人事管理的思维，更多地考虑人力资源管理的战略问题而不只是操作问题。Requires abandoning mindset practices of “personnel management” focusing on strategic issues rather than operational issues 将所有的人力资源计划与组织的使命及战略目标相整合。Integration of all HR programs within larger framework, facilitating mission objectives 制定有利于高层管理人员及其他员工参与及认可的政策。Writing down strategy facilitates involvement buy-in of senior executives other employees Exhibit 4-1 HR 可能承担的角色Possible Roles Assumed by HR Function 在知识经济中HR 的角色HR Roles in Knowledge-Based Economy 人力资本的管理员Human capital steward 创造一种环境与文化，让员工自觉地贡献自己的技能，思想与精力。Creates an environment culture in which employees voluntarily contribute skills, ideas, energy 人力资本 并不归组织所有。Human capitalis not “owned” by organization 知识的推动者Knowledge facilitator 制定有利于员工知识与技能的获取，开发及传播的程序Procures necessary employee knowledge skill sets that allow information to be acquired, developed, disseminated 为企业提高竞争优势Provides a competitive advantage 从战略的角度设计员工发展计划。Must be part of strategically designed employee development plan 在知识经济中HR 的角色HR Roles in Knowledge-Based Economy 员工关系的缔造者Relationship builder 开发工作结构，规则及文化，有利于员工协同工作。Develops structure, work practices, culture that allow individuals to work together 开发以战略目标为导向的工作网络。Develops networks that focus on strategic objectives 快速反应的专家Rapid deployment specialist 缔造灵活，适应变化的系统。Creates fluid adaptable structure systems 全球化，知识经济需要灵活，能适应变化环境的文化。Global, knowledge-based economy mandates flexibility culture that embraces change 战略人力资源管理的关键能力SHRM Critical Competencies HR 要成功成为企业战略伙伴取决于以下五个方面的能力：HR’s success as true strategic business partner dependent on five specific competencies: 战略贡献-战略的发展Strategic contribution - development of strategy 业务知识-了解组织的具体运作。Business knowledge - understanding nuts bolts of organization 个人信用Personal credibility – 在计