军事人力资源战略管理初探

发布时间：2018-07-03 01:05

本文选题：军事人力资源 + 战略管理　；参考：《山东大学》2006年硕士论文

【摘要】：随着知识经济和信息时代的到来，人力资源日益成为组织最重要的战略资产。企业纷纷采用战略性的人力资源管理模式，以提高组织的竞争力，保持企业持久的竞争优势。近年来，政府推行“善治”，在建设“有限但有效”的政府改造运动中，也提出了推行人力资源战略管理、加强公务人员核心竞争力的诉求。面对新军事变革，世界各国和地区的军队也师法企业和政府，经由战略的途径，提高人力资源管理的水平和效益，以提升战斗力、谋求军事优势。我军于2003年制定并实施人才战略工程，标志着我军进入人力资源战略规划时代。但由于我军人力资源整体状况远远滞后于推进中国特色军事变革，完成机械化和信息化建设双重历史任务的需求，迫使我们思考如何借鉴现代人力资源管理理论，，创建具有我军特色的军事人力资源战略管理理论，以引导和指正我军人力资源管理战略与国防和军队战略目标相适应。这也是本文研究的主要目的。论文认为军队应实现人力资源管理模式的转型。由计划经济条件下适应机械化战争的传统人事管理模式向市场经济条件下适应信息化战争的军事人力资源战略管理模式转变。首先，运用文献研究、规范分析与比较研究法，对人力资源管理理论、战略管理理论进行了梳理，重新科学界定“军事人力资源”的概念与特征，在国内首次提出了“军事人力资源战略管理” 这一概念，对其进行了科学界定，探索性地分析了其本质特征及管理流程。希为我军从战略的角度，规划、管理、开发人力资源提供一个理论视角和分析框架。其次，文章提出了对人力资源管理内外部环境进行战略分析的相关变量并进行了比较详细的分析。第三，展望了军事人力资源战略管理的使命、目标，提出了实施战略管理应遵循“积极稳妥、系统协调、重点突出、灵活权变、顶层设计”的五项原则。最后，从政策建议的角度，构建了当前进行军事人力资源战略管理的四大举措——思想观念转变、人力资源管理机构再造及业务重塑、完善军事绩效管理、重建军事组织文化。
[Abstract]:With the arrival of knowledge economy and information age, human resources are becoming the most important strategic assets of the organization. Enterprises adopt strategic human resource management mode in order to improve the competitiveness of the organization and maintain its lasting competitive advantage. In recent years, the government has carried out "good governance", and in the process of building a "limited but effective" government reform movement, it has also put forward the demand of carrying out the strategic management of human resources and strengthening the core competitiveness of public servants. In the face of the new military reform, the military forces of all countries and regions in the world are also imitating enterprises and governments. Through strategic approaches, they can improve the level and efficiency of human resources management in order to enhance their combat effectiveness and seek military superiority. In 2003, our army formulated and implemented the talent strategy project, which marked the entry of our army into the era of human resources strategic planning. However, the overall situation of human resources of our army lags far behind the requirements of promoting military reform with Chinese characteristics and accomplishing the dual historical task of mechanization and information construction, which forces us to think about how to draw lessons from the modern human resources management theory. The theory of strategic management of military human resources with the characteristics of our army is established in order to guide and correct the strategy of human resources management of our army in accordance with the strategic objectives of national defense and the army. This is also the main purpose of this study. The paper believes that the military should realize the transformation of human resource management mode. From the traditional personnel management mode adapted to mechanized war under the planned economy condition to the strategic management mode of military human resources adapting to the information war under the condition of market economy. First of all, by using literature research, normative analysis and comparative research, this paper combs the theory of human resource management and the theory of strategic management, and redefines the concept and characteristics of "military human resources". The concept of "strategic management of military human resources" is put forward for the first time in China, and it is scientifically defined. The essential characteristics and management process are analyzed in an exploratory way. It is hoped to provide a theoretical and analytical framework for our army to plan, manage and develop human resources from a strategic point of view. Secondly, the paper puts forward the relative variables of the internal and external environment of human resource management and makes a detailed analysis. Thirdly, the mission and target of strategic management of military human resources are prospected, and the five principles of implementing strategic management of military human resources are put forward: active and steady, systematic coordination, emphases, flexible contingency and top-level design. Finally, from the point of view of policy suggestion, this paper constructs four major measures for the strategic management of military human resources: the transformation of ideology, the reengineering of human resource management institutions and the reconstruction of business, the improvement of military performance management and the reconstruction of military organizational culture.
【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2006
【分类号】：E263

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