【正文】 傳統(tǒng)人事管理基本上是單兵作戰(zhàn)，似乎與其他職能部門的關(guān)系不大；關(guān)系比較緊密的部門是財務(wù)部門，因?yàn)楣べY的計算與發(fā)放、社保的繳納大多是由財務(wù)部門負(fù)責(zé)的。傳統(tǒng)人事管理屬企業(yè)的輔助部門，對企業(yè)經(jīng)營業(yè)績沒有直接貢獻(xiàn)，主要的工作是負(fù)責(zé)員工的考勤、檔案及合同管理等事務(wù)性工作。人力資源激勵的核心任務(wù)是依據(jù)公司戰(zhàn)略需要和員工的績效表現(xiàn)對員工進(jìn)行激勵，通過制定科學(xué)的薪酬福利和長期激勵措施來激發(fā)員工充分發(fā)揮潛能，在為公司創(chuàng)造價值的基礎(chǔ)上實(shí)現(xiàn)自己的價值。體系：理念→規(guī)劃→機(jī)制→平臺戰(zhàn)略性人力資源管理不是一個概念，是一個有機(jī)的體系，由戰(zhàn)略人力資源管理理念、戰(zhàn)略性人力資源規(guī)劃、戰(zhàn)略性人力資源管理核心職能和戰(zhàn)略性人力資源管理平臺四部分組成。所以，戰(zhàn)略性人力資源管理不僅是一種全新的管理模式，更應(yīng)當(dāng)是一種先進(jìn)的管理思想和理念。(6)通過專家來招聘、開發(fā)和培訓(xùn)員工,使他們具有應(yīng)付商業(yè)變化的廣泛的技能和良好的態(tài)度。s strategic capabilities, relying on people to achieve strategic objectives and rely on the core human resources to build petitive human resource management major role in the organization and requirements are:(1)to achieve organizational strategy and objectives to provide support to ensure that all human resources activities have added value.(2)to strengthen cultural management, release and develop the inner ability.(3)development process to maximize the contribution of employees, potential employees who, in their early career, should organize and manage aspects of their vision.(4)enterprisewide, so that each individual learn and develop as an important part of their working life.(5)the design, implementation and management of various systems to provide specific skills training to ensure employees learn the relevant experience.(6)by experts to recruit, develop and train staff to enable them to cope with business changes with a wide range of skills and a good attitude.(7)management of a growing variety of career mode, a variety of professional staff to human resource management theory(1) human resource management and general human resources management major difference is that it emphasizes human resource management activities closely with the corporate strategy, its functions include acquisition, development, evaluation and incentives directly into the corporate strategic planning and implementation resources management is to a strategic level, which in itself is for human resource managers a powerful incentive to encourage them to change the thinking, broaden their horizons, from the overall situation, the effective integration of human resource management system and make the efficient functioning of the human resource management will bee a source of value creation.(2) resource management of each organization are rooted in corporate organizational culture and a certain social norms, and by the internal and external environment of enterprises made a prehensive analysis of strategies to guide, that in itself is unique, proprietary organizations, which is also scarce.(3)the difficulty of human resource management to emphasize that human resources management system integration and corporate strategy, stage of development of each organization and the resources on their own ability to create petitive advantage are different, in addition, the establishment of human resource management based on past experience on itself is an evolving process of evolution and reaccumulation, showing that interorganizational human resources management system is a great human resource management focuses on human resource management and enterprise strategy, while the longitudinal match practice to achieve its lateral match between the organization39。培訓(xùn)的目的在于改變員工的技術(shù)、態(tài)度、知識，開發(fā)員工的潛能，使其能力達(dá)到公司的需求，并為員工提供職業(yè)安全和持續(xù)就業(yè)能力。只有人力資源管理要和戰(zhàn)略計劃充分地進(jìn)行整合，人力資源管理政策才能跨越各種政策和各個階層，人力資源管理實(shí)踐才能被直線經(jīng)理們作為其日常工作的一部分。而且通過企業(yè)有計劃的一部分事務(wù)性工作的外包，也可以實(shí)現(xiàn)企業(yè)的人事優(yōu)化，提高企業(yè)的勞動效率。本文在探討了戰(zhàn)略性人力資源管理的內(nèi)涵的基礎(chǔ)上，分析了它給企業(yè)管理活動帶來的影響，并提出了構(gòu)建戰(zhàn)略性人力資源管理體系的方法。第一篇：戰(zhàn)略性人力資源管理規(guī)劃高級研修班戰(zhàn)略性人力資源管理規(guī)劃高級研修班【時間地點(diǎn)】 2011年7月2930日廣州 | 2011年8月1213日 深圳【參加對象】 企、事業(yè)單位董事長、總經(jīng)理、公司中高層管理者、人力資源總監(jiān)、人力資源經(jīng)理、績效、薪酬、人力資源招聘專員、直線經(jīng)理等中高層管理者【費(fèi)用】 ￥2880元/人（含資料費(fèi)、午餐費(fèi)、專家演講費(fèi)）；住宿統(tǒng)一安排，費(fèi)用自理；【網(wǎng)址鏈接】 《戰(zhàn)略性人力資源管理規(guī)劃高級研修班》(謝文韜)戰(zhàn)略性人力資源管理規(guī)劃高級研修班——建立“紅綠燈“體系，實(shí)現(xiàn)人力資源戰(zhàn)略● 課程背景：為什么中國企業(yè)制造產(chǎn)品的能力在逐漸增強(qiáng)，但與國際企業(yè)相比仍然有相當(dāng)大的差距，如何讓我們企業(yè)也能成為顧客心目中的偶像，我們這一代消費(fèi)者，下一代消費(fèi)者，下下一代消費(fèi)者，仍然是企業(yè)的追隨者。關(guān)鍵字：戰(zhàn)略性；人力資源管理；內(nèi)涵；影響；構(gòu)建方法正文20世紀(jì)下半葉以來，經(jīng)濟(jì)發(fā)展與科技進(jìn)步尤其是知識經(jīng)濟(jì)時代的到來，使得企業(yè)所面臨的競爭環(huán)境發(fā)生重大改變，基于成本、技術(shù)等傳統(tǒng)的競爭方式成為競爭的必要條件，擁有這些優(yōu)勢只能保證企業(yè)能參與市場競爭，但不能保證一定有競爭力。三、推動企業(yè)人力資本擴(kuò)展人力資本是企業(yè)人力資源的全部價值，它由企業(yè)中的人，以及他們所擁有的并能用之于工作中的能力所構(gòu)成。二、樹立“以人為本”的理念戰(zhàn)略性人力資源管理提倡人是組織獲取競爭優(yōu)勢的首要資源，認(rèn)為企業(yè)的發(fā)展與員工職業(yè)能力的發(fā)展是相互依賴的，即在企業(yè)和員工層次都要既考慮個人發(fā)展，又要想到企業(yè)發(fā)展。加強(qiáng)員工的培訓(xùn)和能力開發(fā)是企業(yè)組織績效提高的重要過程，它能通過提高員工的能力和對組織的歸屬感和責(zé)任感，以增強(qiáng)企業(yè)戰(zhàn)略目標(biāo)的實(shí)現(xiàn)。s internal and external environment in which the uncertainty in turn determines the match should be a dynamic, dynamic matching tissue embedded in a particular environment, because of its unique and difficult to be imitated by petitors.(4)is not human resource management emphasis on human resource management and the formation of corporate strategy integration, from a strategic height deployment of human resources bee the first resource in the organization, material resources, the role of human resources should be adopted, its value can be the ultimate , when the major decisions in the face o