【正文】 。而組織中的人力資源管理部門作為最直接和重要的人力資源管理活動實(shí)踐者，將成為整個(gè)組織管理的核心部門。（2）人力資源管理部門將在提高組織績效方面發(fā)揮基礎(chǔ)性作用。人力資源管理的工作重心將定位于那些對組織長期可持續(xù)發(fā)展更重要的主題，它不再局限于為組織獲得核心勞動力并對其進(jìn)行開發(fā)激勵(lì)，進(jìn)而評價(jià)其工作績效，并以此作為給予薪酬的依據(jù)，而是在組織戰(zhàn)略的決策方面扮演更加積極主動的角色，具體包括改造組織的結(jié)構(gòu)、重構(gòu)優(yōu)化組織的運(yùn)作流程、培育建設(shè)組織的文化、轉(zhuǎn)變組織的領(lǐng)導(dǎo)方式、調(diào)整組織的溝通、營造組織的工作氛圍、研究組織的員工心態(tài)、提高組織的員工工作滿意度、強(qiáng)化有效的組織發(fā)展手段，贏得組織和員工雙方價(jià)值的共同增長等諸多方面。這種思想和理念毫無疑問會對當(dāng)前的人力資源管理產(chǎn)生深遠(yuǎn)的影響。戰(zhàn)略性人力資源管理對管理活動的影響戰(zhàn)略性人力資源管理，它是關(guān)注人力資源系統(tǒng)性的、整合性的、方向新的，政策新的主題，而不是瑣碎的細(xì)節(jié)和具體的操作技術(shù)，這使人力資源管理從相對“低等”的事務(wù)性工作中脫離出來，定位在與組織經(jīng)營核心更為貼近的主題上，因而具有更加重要的戰(zhàn)略地位和作用。人力資源成為組織中的第一資源，物質(zhì)資源等都要通過人力資源的作用，其價(jià)值才能得以最終體現(xiàn)。（4）不可替代性。戰(zhàn)略性人力資源管理注重人力資源管理與企業(yè)戰(zhàn)略保持縱向匹配的同時(shí)實(shí)現(xiàn)其各項(xiàng)實(shí)踐活動之間的橫向匹配，組織所處的內(nèi)外部環(huán)境的不確定性又決定了其匹配應(yīng)該是動態(tài)的、富有彈性的。（3）難以模仿性。（2）稀缺性。戰(zhàn)略性人力資源管理與一般人力資源管理的重大區(qū)別在于它強(qiáng)調(diào)人力資源管理活動與企業(yè)戰(zhàn)略緊密結(jié)合，其各項(xiàng)功能包括獲取、開發(fā)、評價(jià) 和激勵(lì)直接融入企業(yè)戰(zhàn)略的規(guī)劃和執(zhí)行過程。(7)管理一個(gè)不斷增長的多種職業(yè)生涯模式、多種職業(yè)追求的員工隊(duì)伍。(5)設(shè)計(jì)、執(zhí)行和管理各種系統(tǒng),提供特殊的技能培訓(xùn),以確保員工學(xué)到相關(guān)的經(jīng)驗(yàn)。(3)開發(fā)流程使員工的貢獻(xiàn)達(dá)到最大,對那些具有潛力的員工,在他們的職業(yè)生涯早期就應(yīng)該對他們進(jìn)行組織和管理方面的遠(yuǎn)景規(guī)劃。戰(zhàn)略性人力資源管理對組織的主要作用與要求是:(1)對達(dá)成組織的戰(zhàn)略和目標(biāo)提供支持,確保所有的人力資源活動都產(chǎn)生附加值。戰(zhàn)略性人力資源管理將組織的注意力集中于:改變結(jié)構(gòu)和文化,組織效率和業(yè)績,特殊能力的開發(fā),以及管理變革。戰(zhàn)略性人力資源管理是企業(yè)戰(zhàn)略不可或缺的有機(jī)組成部分,包括了企業(yè)通過人來達(dá)到組織目標(biāo)的各個(gè)方面。have access to human resources, development, evaluation and incentives should match the strategic objectives of the organization it bees a vital part of organization39。s work to create atmosphere, staff attitude research organizations to improve the organization39。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 of business, capital, technology and other production factors to consider, but the issue of human resources pared to thesignificant impact organizational decision making, they are replaced in human resources can not be human resource management on the impact of management activitiesStrategic human resource management, human resources, it is concerned about the systematic, integrated, and the direction of the new, the theme of the new policy, rather than trivial details and specific technique, which makes human resource management from a relatively “l(fā)ow” transactional work out of them, located in the core business with the organization closer to the theme, so they have more important strategic position and , the strategic human resource management is not only a new management model, but should be an advanced management ideas and doubt this idea and concept of the current human resources management will have a profound impact.(1)shift in the focus of work and the work function of the resource management focus will be located in those organizations is more important longterm sustainable development of the subject, it is no longer confined to the core of the labor organization to obtain and develop their motivation, in order to evaluate its performance, and as to the Pay basis, but the strategic decisionmaking in the organization play a more proactive role, specifically including the transformation of organizational structure, reconstruction process of optimizing the operation of the organization, fostering organizational culture building, change the organization39。曾培訓(xùn)過的客戶：富士康，中航局，名仕集團(tuán)，松下萬寶、國訊電信、第一軍區(qū)大學(xué)、錦田顧問公司、百花香料、開陽高速、上海蒙妮坦、江門市財(cái)政局、廣電交通、風(fēng)神汽車、廣東省醫(yī)藥集團(tuán)、百佳超市、李錦記、廣東省電子郵政局、馬蒂尼服裝、浪奇實(shí)業(yè)、智聯(lián)物流、珠江鋼鐵、五羊本田、潘高壽、王老吉、新展粘膠、市煤氣公司、新快報(bào)、南方人才、贏周刊等第五篇：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 foc