【正文】 Ulrich amp。 Locke, 1982) have documented how middle managers (including HR managers) can have an influence on key strategic decisions. According to Dutton and Ashford (1993), middle managers can be instrumental in selling strategic issues by prompting top management to attend to issues that they might otherwise overlook. Middle managers can contribute to the articulation of an anization39。浙江大學(xué)城市學(xué)院畢業(yè)論文 參考文獻(xiàn) 30 HUMAN RESOURCE SYSTEMS AND SUSTAINED COMPETITIVE ADVANTAGE: A COMPETENCYBASED PERSPECTIVE CompetenceEnhancing HR Systems Utilization/development of managerial petencies. In addition to its traditional role of municating topmanagement39。 MacDuffie 和寇肯(1991)發(fā)現(xiàn) ,企業(yè)在員工培訓(xùn)與高水平的投資表現(xiàn)出更高的生產(chǎn)率水平相比 ,公司這樣的投資水平較低。 在某種程度上 ,人力資源功能 ,比如選擇和社會化 (Wanous,1992),組織人員 ,發(fā)展績效考核 ,在職培訓(xùn) ,和技能工資 (勞勒 ,1992),構(gòu)成一個公司特有的人力資本投資 ,他們可能有效的持續(xù)競爭優(yōu)勢的來源。低概率的員工流動率可能誘發(fā)更大的投資公司特有的人力資本 (由員工和組織 )保持個人工作匹配的質(zhì)量 (約萬諾維奇 ,1979)。約萬諾維奇 (1979)認(rèn)為 ,因為它們反映了一種罕見的個人工作適合 (為了確定比賽的質(zhì)量 ,必須經(jīng)歷一個工作 !),特浙江大學(xué)城市學(xué)院畢業(yè)論文 參考文獻(xiàn) 29 殊的工作可能會導(dǎo)致更高的員工生產(chǎn)力。 偶然的工作設(shè)計戰(zhàn)略也可能提高員工的人才的開發(fā)和利用在工作場所。 創(chuàng)建一個內(nèi)部勞動力市場是通過從外部勞動力市場招聘員工來填補(bǔ)低層次的工作 ,或“入境口岸的”。執(zhí)行公司往往越高 ,除此之外 ,強(qiáng) 調(diào)人力資源規(guī)劃和保持定期的年齡分布的員工。在經(jīng)濟(jì)衰退期間 ,人力資源能力可能在市場上被低估了 ,相反的是真正的經(jīng)濟(jì)活動在上升的情況下。 利用缺陷在外部勞動力市場人力資源系統(tǒng)可以代表另一個方式為以能力作出貢獻(xiàn)。這種方法允許組織綜合評估的工作內(nèi)容和背景下 ,一方面 ,和知識 ,技能 ,能力 ,和與工作相關(guān)的價值觀和信仰的潛在雇員。 研究人員表明 ,組織的招聘實(shí)踐之間產(chǎn)生一個好的匹配 度 ,經(jīng)理和組織戰(zhàn)略的需求可能會達(dá)到公司相比性能優(yōu)越的選擇實(shí)踐 ，并 不強(qiáng)調(diào)管理者策略適合。因為他們作為重要的戰(zhàn)略節(jié)點(diǎn)在高層管理人員之間的信息溝通和老百姓 (野中郁次郎 ,1988),人力資源經(jīng)理是獨(dú)特適合分類戰(zhàn)略人力資源問題浙江大學(xué)城市學(xué)院畢業(yè)論文 參考文獻(xiàn) 28 的機(jī)會和威脅 ,這是一個必要的步驟 ,一個未來的過程。因此 ,通過生成和合成“模糊和多樣化數(shù)據(jù)” 對員工的 ksa 和解釋這些信息在他們的組織環(huán)境、人力資源經(jīng)理可能會影響高層管理者的看法有關(guān)業(yè)務(wù)人員相關(guān)的問題和可能導(dǎo)致的形成組織資本。在某種程度上 ,這些知識使公司吸引、開發(fā)和留住員工提供超越競爭對手的能力 ,它可能導(dǎo)致持續(xù)的競爭優(yōu)勢。一個組織的人力資源管理系統(tǒng)可以被視為知識的存儲庫 ： 公司特有的知識、技能、能力、關(guān)系 和員工的工作價值。在這個角色 ,人力資源經(jīng)理和專業(yè)人士 ,與他們獨(dú)特的信息和見解關(guān)于人力資源問題 ,可以有效地將表面最高管理層的假設(shè)潛在的戰(zhàn)略規(guī)劃和人力資源規(guī)劃過程。 人力資源經(jīng)理和專業(yè)人士 ,高層管理階層的擁 護(hù)與 HR 相關(guān)的業(yè)務(wù)問題可以幫助形成和實(shí)現(xiàn)的戰(zhàn)略愿景、使命。根據(jù)達(dá)頓和阿什福德 的研究 ,中層管理人員可以協(xié)助 制定 戰(zhàn)略問題促使高層管理人員參加他們可能忽視的問題。s core petitiveness will be increased. 浙江大學(xué)城市學(xué)院畢業(yè)論文 參考文獻(xiàn) 27 人力資源系統(tǒng)和持續(xù)的競爭優(yōu)勢：能力視角 競爭力創(chuàng)新的人力資源系統(tǒng) 管理能力的發(fā)展 ： 人力資源管理可以發(fā)揮關(guān)鍵作用在戰(zhàn)略眼光的清晰度 ,在組織資本的形成 和制定 有益公司環(huán)境 相關(guān)聯(lián) 。 and vacancies from the market looking for opportunities is through changes in consumer demand analysis, to find self – Has been able to provide consumers with special interests and methods. Profitable from the point of view, there are petitive technologies will not necessarily shall be hightech. An important development in economics is the concept of appropriate technology, that is, a certain stage of development of a cost conditions, to enable enterprises to make profit rather than lossmaking technology, is brought into full play the parative advantages of the technology. Continue to cultivate a petitive advantage, analysis of enterprises must calm the industry itself, and be good at 浙江大學(xué)城市學(xué)院畢業(yè)論文 參考文獻(xiàn) 26 discovering new points of economic growth. An enterprise to maintain longlasting the petitiveness of traditional industries must adapt to new industries and the dynamic changes, focusing on products to consider the prospect of a global scale, according to Jin ,More attractive to the industry to establish petitive advantage accordingly。 A wide range of enterprises are very small. This reminds us that should be in accordance with their own strengths, weaknesses and external factors to develop the right strategic Engaged in specialized operations, gradually formed a global petitive advantage is to cultivate the core petitiveness of enterprises the main process. In this process, first, to improve efficiency, reduce costs, the formation of brand market。s core petitiveness of the road there are two: First, professional development path, the path to diversification. While the former refers to enterprises engaged in their own resources in line with the conditions and the capacity of the field of production and operation of a business, to seek business. Continue to develop. The latter refers to enterprises engaged in a number of products or sectors of production and management business, expansion of enterprises. Typically, panies do not have a field of the advantages of the first, generally do not easily engage in diversified development. According to Fortune magazine Statistics, the world39。s core petitiveness in the increasingly important status of living. In the letter, Times ine today, information is the starting point of business activity is the basis for forecasting and decisionmaking is an important resource for enterprises, is Raise an important means of corporate governance. An enterprise information flow problems, it is equivalent to poor people39。 this matter is not pushed to tomorrow, do not own to others 。 ⑥ moderate means the development of professional staff。 ④ appropriate period of evaluation and promotion。 ② collegiatestyle Decisionmaking system。 Greatly mobilized the enthusiasm of the staff, such as the project award, technical discount shares, and named after the invention of 2 the formation of the management characteristics nurture the growth of core petencies appropriate management model Management is to improve the enterprise39。 second is to fully mobilize the broad masses of workers of the invention to create a positive form of the invention of mass activity, panies are a subpatent technology and technological innovation are the masses of workers, a masterpiece。 To form the core of enterprise petitiveness, the key is to have core technology, with the core technology to 浙江大學(xué)城市學(xué)院畢業(yè)論文 參考文獻(xiàn) 23 enable enterprises to form specialized gifted 。 Education system。 Institutions, wellknown panies at home and abroad for training, etc.。 浙江大學(xué)城市學(xué)院畢業(yè)論文 參考文獻(xiàn) 22 Cultivation of Enterprise Core Competitiveness 1 Create a positive human capital The development of a highlevel personnel The core of market petition in t