中国企业人力资源战略竞争优势提升转换总体思路

发布时间：2018-12-25 08:26

【摘要】："以人为本,战略性激励",是现代企业人力资源管理的核心理念和最精要意义,也是中国企业实现HR战略优势动态提升转换需要长期操守的基本准则和方针路线;"绿色经济发展,多重社会转型",是当代中国企业运营管理面临的时代背景和宏观环境,也是未来中国企业HR战略竞争优势动态提升转换的基本约束条件和主要压力挑战;"立足HR动态比较优势,积极参与国际市场分工",逐渐从价值链低端向价值链高端转化,从传统加工制造向现代高科技装备制造转移,从以制造业为重心向以服务业为重心演变,从逐渐沿海向内地转移扩散、梯度推进,这是不断提升中国企业核心竞争力,实现HR战略比较优势动态提升转换,最终从"中国制造"走向"中国创造"的必然要求。"以制度创新为根本动力,建立健全HR契约化管理规范",既是当前中国企业缓解劳资矛盾冲突的现实需要和根本出路,也是未来中国企业实现HR战略优势动态提升转换的必然选择和长期主线;"双轨互动渐进,多维动态平衡",是中国企业HR战略竞争优势从"低成本"到"高素质"动态提升转换的基本策略;"制度—管理双层激励,绩效—薪酬四维整合",是现代企业HR战略管理的核心机制和操作焦点,由此搭建适应组织学习型变革需要的HR管理制度平台以及相互匹配、弹性互动的整合激励管理体系,是现代企业HR战略优势动态提升转换的长期决定因素和关键成功要素。
[Abstract]:"People-oriented, strategic incentive" is the core idea and the most important meaning of modern enterprise human resource management, and it is also the basic principle and policy for Chinese enterprises to realize the dynamic upgrading of HR strategic advantage and need long-term ethics. "Green economy development, multi-social transformation" is the background and macro environment of contemporary Chinese enterprises' operation management, and it is also the basic constraint condition and main pressure challenge of the dynamic promotion and transformation of HR strategic competitive advantage of Chinese enterprises in the future. "based on the dynamic comparative advantage of HR, actively participating in the division of labor in the international market", it gradually transforms from the low end of the value chain to the high end of the value chain, and from the traditional processing to the modern high-tech equipment manufacturing. From the manufacturing industry as the center of gravity to the service industry as the center of gravity, from the gradual coastal to the inland transfer and diffusion, gradient advance, this is to continuously enhance the core competitiveness of Chinese enterprises, to achieve the dynamic transformation of HR strategic comparative advantage. Finally, from "made in China" to "made in China" the inevitable requirement. " Taking the system innovation as the fundamental motive force, establishing and perfecting the HR contract management standard "is the realistic need and the fundamental way out for the Chinese enterprises to alleviate the contradiction between labor and capital at present." It is also the inevitable choice and long-term main line for Chinese enterprises to realize the dynamic upgrading of HR strategic advantage in the future. "Two-track interaction and gradual development, multi-dimensional dynamic balance" is the basic strategy for Chinese enterprises to transform their strategic competitive advantage from "low cost" to "high quality". "system-management double level incentive, performance-compensation four-dimensional integration" is the core mechanism and operation focus of modern enterprise HR strategic management. Thus, the platform of HR management system which adapts to the needs of organizational learning reform is built and matched with each other. Flexible and interactive integrated incentive management system is the long-term determinant and key success factor of the dynamic promotion and transformation of HR strategic advantage in modern enterprises.
【作者单位】：北京师范大学经济与工商管理学院;北京联合大学;
【分类号】：F272.92

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