京津冀高新技术产业战略人力资本形成机理研究

发布时间：2018-04-16 21:13

本文选题：战略人力资本形成机理 + 人力资源管理系统　；参考：《河北工业大学》2015年硕士论文

【摘要】：经济全球化的国际环境和高速发展的国内环境将企业发展带入了崭新时期。面对严峻的竞争形势,战略人力资本逐渐成为企业获取竞争优势必不可少的战略资源。人力资本蕴含了员工的知识、能力和经验,具有路径依赖性以及因果模糊性,竞争对手难以完全模仿,所以已经逐渐替代物质、技术等资源,成为企业竞争优势源泉,战略人力资本成为核心竞争资源。在高新技术产业发展中,战略人力资本更是企业进行创新的根本动力,战略人力资本的积累在推动高新技术产业发展中的作用明显增强,与其他一般产业相比较更加显著,特别是在创新能力方面。本文将探索性地基于业务层战略视角,探索企业战略人力资本形成机理,厘清企业战略人力资本的形成机理,将为管理者如何维系、开发、保留企业这种最有价值的战略资源提供理论指导。本文从研究背景、目的和意义出发,采用文献法、问卷调查法、实证分析法等研究方法,以京津冀高新技术产业为研究对象,将企业战略划分为成本领先战略和产品差异化战略,将人力资源管理系统划分为外取型人力资源管理系统和内开型人力资源管理系统,并根据对人力资源管理系统的划分,将战略人力资本划分为外取型人力资本和内开型人力资本,通过问卷调查收集数据,应用SPSS21统计软件进行回归分析,首先,研究两种竞争战略下,与企业战略相匹配的人力资源管理系统模式;然后,分析研究两种竞争战略下,企业选择的战略人力资本情况;最后,分析企业战略和人力资源管理系统的交互对战略人力资本的形成的影响,通过验证假设得出研究结论。研究结果表明:京津冀高新技术产业战略人力资本的生成,与企业战略以及其采用的人力资源管理系统息息相关。在成本领先战略下,采用外取型人力资源管理系统有助于企业获取战略目标所需的外取型人力资本;而在差异化战略下,采用内开型人力资源管理系统有助于企业培养与战略目标相契合的内开型人力资本。高新技术企业可参考相应研究结论实施日常管理活动,将人力资源管理实践与企业战略科学匹配,投资人力资本,获取战略人力资本最终获得持续竞争优势。研究为高新技术企业通过应用战略人力资本获取持续竞争优势带来较科学的研究成果,并为未来相关研究提供方向。
[Abstract]:The international environment of economic globalization and the rapid development of domestic environment bring the development of enterprises into a new period.In the face of severe competition situation, strategic human capital has gradually become an indispensable strategic resource for enterprises to gain competitive advantage.Human capital contains the knowledge, ability and experience of employees, and has path dependence and causality fuzziness, so it is difficult for competitors to imitate completely, so it has gradually replaced material, technology and other resources, and has become the source of competitive advantage of enterprises.Strategic human capital becomes the core competitive resource.In the development of high-tech industries, strategic human capital is the fundamental driving force for enterprises to innovate. The accumulation of strategic human capital plays a significant role in promoting the development of high-tech industries, and is more significant than other general industries.Especially in the area of innovation.This paper will explore the formation mechanism of enterprise strategic human capital based on the perspective of business level strategy, clarify the formation mechanism of enterprise strategic human capital, how to maintain and develop for managers,To retain the most valuable strategic resources of enterprises to provide theoretical guidance.Based on the background, purpose and significance of the research, this paper uses the methods of literature, questionnaire and empirical analysis to study the high-tech industry in Beijing-Tianjin-Hebei.The enterprise strategy is divided into cost leading strategy and product differentiation strategy, human resources management system is divided into external human resources management system and internal human resources management system, and according to the division of human resources management system,The strategic human capital is divided into external human capital and internal human capital. The data are collected by questionnaire, and the regression analysis is carried out by using SPSS21 statistical software. Firstly, the paper studies the two competitive strategies.The human resource management system model that matches the enterprise strategy. Then, the paper analyzes and studies the strategic human capital selected by the enterprise under the two competitive strategies. Finally,This paper analyzes the influence of the interaction between enterprise strategy and human resource management system on the formation of strategic human capital, and draws a conclusion by verifying the hypothesis.The results show that the formation of strategic human capital is closely related to the enterprise strategy and the human resource management system.Under the cost leading strategy, the adoption of the outsourced human resource management system can help the enterprise to obtain the external human capital required for the strategic objectives, while under the differentiated strategy, the external human resources management system can help the enterprise to acquire the external human capital required for the strategic objectives.The adoption of an internal human resource management system is helpful to the cultivation of an internal human capital which is in line with the strategic objectives.High-tech enterprises can carry out daily management activities with reference to the corresponding research conclusions, match the practice of human resource management with the strategic science of enterprises, invest human capital, obtain strategic human capital and finally obtain sustainable competitive advantage.The research brings more scientific research results for high-tech enterprises to obtain sustainable competitive advantage through the application of strategic human capital, and provides a direction for future research.
【学位授予单位】：河北工业大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F276.44;F272.92

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