【正文】 an importance constitute part. When a pany practice human resource management strategy of time, human resource section will be bring into a pany strategy plan of an importance constitute part. The future development of pany, the market expand, new product development the etc. all want to lead long to pull a human resource section of support, moderate and cooperation. Human resource drive is an exaltation pany the strategy of the petition ability means but drive value. In addition, human resource management be help the pany encourage employee, through some satisfy of material and some finance reward, thus increment employee of to pany ownership feeling, increment employee morale with turn down to work of disaffection etc.. 在人力資源管理階段，企業(yè)員 工被看成企業(yè)的可以增值的資產(chǎn)而被發(fā)展以期充分利用潛能。當(dāng)一個(gè)公司實(shí)行人力資源管理戰(zhàn)略的時(shí)候，人力資源部門(mén)將被納入公司戰(zhàn)略計(jì)劃的一個(gè)重要組成部分。人力資源被作為提高公司競(jìng)爭(zhēng)力的戰(zhàn)略手段而被重視。有高昂的士氣會(huì)使工作更加有效率和使工作更加順利，最終公司和員工也各有得益。人力資源部門(mén)的各項(xiàng)活動(dòng)被量化與公司的利潤(rùn)率掛鉤，并且這也是衡量職工和各部門(mén)是否有效工作的主要手段。它的技術(shù)力量，企業(yè)的管理者與特異性表達(dá)自己的目標(biāo)，使他們能夠理解和勞動(dòng)力開(kāi)展，并為他們提供所需的圓滿完成任務(wù)的資源。人力資源管理也被許多人有一個(gè)組織內(nèi)的風(fēng)險(xiǎn)減少的關(guān)鍵作用。 Establishment manpower requirement the plan and personnel enlist。 Salary and the welfare management, performance evaluation。 人力資源管理工作包括：工作分析；制定人力需求計(jì)劃以及人員招募；培訓(xùn)及開(kāi)發(fā)；薪酬及福利管理、績(jī)效評(píng)估；勞動(dòng)關(guān)系管理等。 Training and development。 the results investigate。 Corporate culture. This six human resource working talent is according to the west of human resource management practice induce of working talent, for big part in small scaled business enterprise but speech already enough, the large group business enterprise usually also will include human resource informationbased, staff management etc.。 這六項(xiàng)人力資源職能是依據(jù)西方的人力資源管理實(shí)踐所歸納的職能，對(duì)于大部分中小型企業(yè)而言已經(jīng)足夠，大型集團(tuán)企業(yè)往往還會(huì)包括人力資源信息化、干部管理等；具體到中國(guó)的管理實(shí)踐中，還有傳統(tǒng)的人事檔案、職稱資質(zhì)管理等有中國(guó)特色的模塊。s need. 人員招募又稱為人員招聘。 The recruitment of key staff personnel involved in the planning, resume collection, selection, recruitment and staff induction training. Training and development is mainly done through training and development of technology and means to improve staff skills to meet the pany39。 培訓(xùn)及開(kāi)發(fā)主要是通過(guò)一些培訓(xùn)及開(kāi)發(fā)的技術(shù)及手段，提高員工的技能，以適應(yīng)公司所處經(jīng)營(yíng)環(huán)境中的技術(shù)及知識(shí)的變化。 An HRM strategy pertains to the means as to how to implement the specific functions of HRM. An organization’s HR function may possess recruitment and selection policies, disciplinary procedures, reward/recognition policies, an HR plan, or learning and development policies。一個(gè)組織的人力資源功能可能具有招聘和選拔政策，紀(jì)律處分程序，獎(jiǎng)勵(lì) /承認(rèn)政策，在人力資源計(jì)劃，或?qū)W習(xí)和發(fā)展的政策，但這些人力資源管理的職能領(lǐng)域都需要加以調(diào)整和相關(guān)，為了以符合整體業(yè)務(wù)戰(zhàn)略。 Best fit and best practice meaning that there is correlation between the HRM strategy and the overall corporate strategy. As HRM as a field seeks to manage human resources in order to achieve properly organizational goals, an organization’s HRM strategy seeks to acplish such management by applying a firm39。像人力資源管理 的目的，是外地的人力資源管理，以實(shí)現(xiàn)組織的目標(biāo)正確，一個(gè)組織的人力資源管理戰(zhàn)略，旨在通過(guò)應(yīng)用實(shí)現(xiàn)企業(yè)的人員，如管理需要的目標(biāo) /組織的目標(biāo)。因此，人力資源管理戰(zhàn)略，將努力推動(dòng)究竟如何管理人員，以實(shí)現(xiàn) 10％的數(shù)字。 Close cooperation (at least in theory) between HR and the top/senior management, in the development of the corporate strategy. Theoretically, a senior HR representative should be present when an organization’s corporate objectives are devised. This is so, since it is a firm39。s proper management is vital in the firm being successful, or even existing as a going concern. T