【文章內(nèi)容簡介】 織因素。一個組織的文化類型強有力地影響著組織戰(zhàn)略與人力資源戰(zhàn)略，人力資源的行為與實踐將會隨著組織文化的變化而改變。組織文化的一部分是通過諸如選拔、培訓(xùn)、補償和留住員工等人力資源管理實踐來管理的。文化是保證企業(yè)可持續(xù)發(fā)展的持久的必備力量。戰(zhàn)略性人力資源管理是二十一世紀(jì)企業(yè)人力資源管理發(fā)展的趨勢。戰(zhàn)略性人力資源管理與傳統(tǒng)的人事管理相比有了“質(zhì)”的飛躍，人力資源管理開始進入企業(yè)決策層，人力資源管理的規(guī)劃和策略與企業(yè)的經(jīng)營戰(zhàn)略相契合，“人”作為一種資源，甚至作為核心資源，被納入企業(yè)管理決策當(dāng)中，這不僅使人力資源管理的優(yōu)勢得以充分的發(fā)揮，更給企業(yè)的整個管理注入生機和活力，確保實現(xiàn)公司戰(zhàn)略目標(biāo)。認(rèn)識和了解戰(zhàn)略性人力資源管理有助于企業(yè)樹立正確的人力資源管理的理念和方法，并在此基礎(chǔ)上建立企業(yè)人力資源管理的競爭優(yōu)勢。參考文獻[1]陳遠敦，[M].北京:中國統(tǒng)計出版社，2001.[2][M].北京:中國勞動保障出版社，2002.[3][M].北京:中國人民大學(xué)出版社，2002.[4][M].北京:對外經(jīng)濟貿(mào)易大學(xué)出版社，2003.[5][M].北京:經(jīng)濟管理出版社，2003.[6][M].北京:機械工業(yè)出版社，2007.第三篇：戰(zhàn)略性人力資源管理測試成績：。恭喜您順利通過考試！單選題：（）√A有效地為企業(yè)管理服務(wù)B有效地為經(jīng)濟戰(zhàn)略服務(wù)C有效地為企業(yè)發(fā)展服務(wù)D有效地為發(fā)展戰(zhàn)略服務(wù)正確答案： D：（）A人數(shù)B范圍C能力D幅度正確答案： A：（）√A弱矩陣B矩陣C直線職能制D三矩陣正確答案： C：（）√A招聘的工作B面試的工作C甄別的工作D培訓(xùn)的工作正確答案： A：（）√A對數(shù)字的考核B對結(jié)果的考核C對事的考核D對效益的考核√正確答案： C：（）√A指標(biāo)的下達過程B績效輔導(dǎo)C互動交流D考核和評價正確答案： C：（）√A激發(fā)員工熱情B公正C績效D戰(zhàn)略執(zhí)行系統(tǒng)正確答案： D：（）√A平衡計分卡與KPI相匹配B管理系統(tǒng)生產(chǎn)系統(tǒng)相匹配C生產(chǎn)系統(tǒng)營銷系統(tǒng)相匹配D決策系統(tǒng)執(zhí)行系統(tǒng)相匹配正確答案： A，是真正意義上的：（）√A物質(zhì)資源B人力C資源D人力資源正確答案： D：（）√A如何整合人才B如何利用人才C如何管理人才D如何吸引人才正確答案： D：（）√A管理結(jié)構(gòu)的優(yōu)化B勞動力資源結(jié)構(gòu)的優(yōu)化C人力資源結(jié)構(gòu)的優(yōu)化D市場資源結(jié)構(gòu)的優(yōu)化正確答案： C（David C McClelland）最早在研究中創(chuàng)造了：（）A談話法B行為事件訪談法C觀察法D問卷法正確答案： B：（）√A組織協(xié)同B組織協(xié)作C組織管理D組織優(yōu)化正確答案： A，分別是平衡計分卡與：（）√A目標(biāo)任務(wù)模型B冰山素質(zhì)模型C績效薪酬模型D執(zhí)行運作模型正確答案： B，企業(yè)內(nèi)部流程的角度首先強調(diào)：（）√A人品B質(zhì)量C效率D結(jié)果正確答案： C√第四篇：英文版戰(zhàn)略性人力資源管理The meaning of strategic human resource managementStrategic human resource management is: to enable organizations to achieve the goal of human resources to plan the deployment and activities of various human resource management is an essential integral part of the strategy, including the business people to achieve organizational goals through the various human capital is the major source of petitive advantage, strategies also need people to perform, so the top management in the development of strategies must carefully consider the human human resource management will focus on the organization: to change the structure and culture, organizational efficiency and performance, the development of special abilities, and managing purpose is: To ensure that the organization has good skills and good access to staff motivation, so that organizations gain sustainable petitive advantage, creating the organization39。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 h