發(fā)布時(shí)間：2018-04-16 21:13

  本文選題：戰(zhàn)略人力資本形成機(jī)理 + 人力資源管理系統(tǒng)��； 參考：《河北工業(yè)大學(xué)》2015年碩士論文

【摘要】：經(jīng)濟(jì)全球化的國(guó)際環(huán)境和高速發(fā)展的國(guó)內(nèi)環(huán)境將企業(yè)發(fā)展帶入了嶄新時(shí)期。面對(duì)嚴(yán)峻的競(jìng)爭(zhēng)形勢(shì),戰(zhàn)略人力資本逐漸成為企業(yè)獲取競(jìng)爭(zhēng)優(yōu)勢(shì)必不可少的戰(zhàn)略資源。人力資本蘊(yùn)含了員工的知識(shí)、能力和經(jīng)驗(yàn),具有路徑依賴性以及因果模糊性,競(jìng)爭(zhēng)對(duì)手難以完全模仿,所以已經(jīng)逐漸替代物質(zhì)、技術(shù)等資源,成為企業(yè)競(jìng)爭(zhēng)優(yōu)勢(shì)源泉,戰(zhàn)略人力資本成為核心競(jìng)爭(zhēng)資源。在高新技術(shù)產(chǎn)業(yè)發(fā)展中,戰(zhàn)略人力資本更是企業(yè)進(jìn)行創(chuàng)新的根本動(dòng)力,戰(zhàn)略人力資本的積累在推動(dòng)高新技術(shù)產(chǎn)業(yè)發(fā)展中的作用明顯增強(qiáng),與其他一般產(chǎn)業(yè)相比較更加顯著,特別是在創(chuàng)新能力方面。本文將探索性地基于業(yè)務(wù)層戰(zhàn)略視角,探索企業(yè)戰(zhàn)略人力資本形成機(jī)理,厘清企業(yè)戰(zhàn)略人力資本的形成機(jī)理,將為管理者如何維系、開(kāi)發(fā)、保留企業(yè)這種最有價(jià)值的戰(zhàn)略資源提供理論指導(dǎo)。本文從研究背景、目的和意義出發(fā),采用文獻(xiàn)法、問(wèn)卷調(diào)查法、實(shí)證分析法等研究方法,以京津冀高新技術(shù)產(chǎn)業(yè)為研究對(duì)象,將企業(yè)戰(zhàn)略劃分為成本領(lǐng)先戰(zhàn)略和產(chǎn)品差異化戰(zhàn)略,將人力資源管理系統(tǒng)劃分為外取型人力資源管理系統(tǒng)和內(nèi)開(kāi)型人力資源管理系統(tǒng),并根據(jù)對(duì)人力資源管理系統(tǒng)的劃分,將戰(zhàn)略人力資本劃分為外取型人力資本和內(nèi)開(kāi)型人力資本,通過(guò)問(wèn)卷調(diào)查收集數(shù)據(jù),應(yīng)用SPSS21統(tǒng)計(jì)軟件進(jìn)行回歸分析,首先,研究?jī)煞N競(jìng)爭(zhēng)戰(zhàn)略下,與企業(yè)戰(zhàn)略相匹配的人力資源管理系統(tǒng)模式;然后,分析研究?jī)煞N競(jìng)爭(zhēng)戰(zhàn)略下,企業(yè)選擇的戰(zhàn)略人力資本情況;最后,分析企業(yè)戰(zhàn)略和人力資源管理系統(tǒng)的交互對(duì)戰(zhàn)略人力資本的形成的影響,通過(guò)驗(yàn)證假設(shè)得出研究結(jié)論。研究結(jié)果表明:京津冀高新技術(shù)產(chǎn)業(yè)戰(zhàn)略人力資本的生成,與企業(yè)戰(zhàn)略以及其采用的人力資源管理系統(tǒng)息息相關(guān)。在成本領(lǐng)先戰(zhàn)略下,采用外取型人力資源管理系統(tǒng)有助于企業(yè)獲取戰(zhàn)略目標(biāo)所需的外取型人力資本;而在差異化戰(zhàn)略下,采用內(nèi)開(kāi)型人力資源管理系統(tǒng)有助于企業(yè)培養(yǎng)與戰(zhàn)略目標(biāo)相契合的內(nèi)開(kāi)型人力資本。高新技術(shù)企業(yè)可參考相應(yīng)研究結(jié)論實(shí)施日常管理活動(dòng),將人力資源管理實(shí)踐與企業(yè)戰(zhàn)略科學(xué)匹配,投資人力資本,獲取戰(zhàn)略人力資本最終獲得持續(xù)競(jìng)爭(zhēng)優(yōu)勢(shì)。研究為高新技術(shù)企業(yè)通過(guò)應(yīng)用戰(zhàn)略人力資本獲取持續(xù)競(jìng)爭(zhēng)優(yōu)勢(shì)帶來(lái)較科學(xué)的研究成果,并為未來(lái)相關(guān)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.
【學(xué)位授予單位】：河北工業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：F276.44;F272.92

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本文編號(hào)：1760589