shrm

An Analysis of SHRM Theoretical Framework Based on Two Dimension Strategic Roles

战略人力资源管理的两类角色理论观分析

Chapter 2 introduces SHRM research situation and significance in the domestic and foreign .

第二章对国内外战略人力资源管理的研究现状及重要意义做了阐述与评价。

To the theory of SHRM related , in Chapter Two , deeply analysis is made .

第二章重点对战略性人力资源管理相关理论进行了全面深入的分析。

Chapter two discusses the theoretical foundation and characteristics of strategic human resource management ( SHRM ) .

第二章战略人力资源管理理论综述，对战略人力资源管理的理论基础和特征进行阐述。

The Strategic Human Resources Management ( SHRM ) in forest & paper enterprise is proposed in this paper .

本文研究林纸企业的战略性人力资源管理。

Thirdly , the article describes the organization framework and the implementation of SHRM ;

再次，本文对战略人力资源管理的组织框架和实施进行了描述；

SHRM is becoming a common goal which global human resource managers pursing for .

战略性人力资源管理正成为全球人力资源管理者努力的目标。

Research on strategic human resource management ( SHRM ) and development has became a focus in management theory research and practice fields .

战略人力资源管理与开发已成为近年来理论界与实践界研究和关注的焦点。

Besides , the effect of SHRM is moderated by environment uncertainty and relationship dependence .

并且，战略人力资源管理对民营企业二次创业的作用受到环境不确定性和关系依赖的调节作用。

Finally , Chapter 6 , the author does an analysis to evaluate and forecast for SHRM in S group .

最后，第六章，对S集团新的人力资源体系进行初步的评估分析和展望。

In this paper , the model built about SHRM system of Shandong XX Life is an innovation in the application .

其中本文构建的山东XX人寿战略人力资源管理系统模型，这是本文在应用上的创新之处。

So modern enterprises should adopt the new model of SHRM to get the sustainable competitive advantage and make enterprises lasting .

现代企业必须采取战略性人力资源管理新模式，才能获得可持续竞争优势，使企业永续发展。

Recently , strategic human resource management ( SHRM ) has been becoming a focus in the HRM research .

战略人力资源管理（SHRM）是当前HRM研究的热点领域之一。

Functions of SHRM are defined as : human resource strategy management , organization management , human resource value management and enterprise quality management .

战略性人力资源管理的职能在本文被界定为：人力资源战略管理职能、组织管理职能、战略性人力资源价值管理职能和企业素质管理职能。

In the forth part , SHRM system of forest & paper enterprise is established . Its three dimensions are fully , systematically presented .

第四章构建了林纸企业战略性人力资源管理体系，并对该体系的三个层次分别作了系统详尽的阐述。

Strategic human resource management ( SHRM ) is a systematization management embedding in organization which will bring sustainable competitive advantage for company .

战略人力资源管理是嵌入企业组织的系统化管理，其核心是为企业带来持续的竞争优势。

Using survey with questionnaire , this research finds significantly positive impacts of SHRM on corporate governance , intellectual capital , and organizational learning .

然后，通过采用问卷调查的方法，本研究的实证数据证明战略人力资源管理对公司治理、智力资本和组织学习有显著的正向作用。

How to help private enterprises to achieve successful second pioneering through strategic human resource management ( SHRM ) has been important theoretical and practical topic .

如何通过战略人力资源管理来帮助民营企业成功实现二次创业成为重要的理论和现实研究课题。

Almost three-quarters ( 72 % ) of employers in the SHRM survey said they can 't get enough salespeople now .

在人力资源管理协会所做的调查中，大约三分之二（72%）的雇主称，现在招不到足够的销售人员。

Considering the little research on SHRM function system , any effort trying to define and outline the SHRM function is constructive and of great meaning .

鉴于目前学术上对战略人力资源管理职能系统的研究尚属空白，界定并勾勒出战略性人力资源管理的职能具有重大的现实意义。

The fifth part uses Tiger Forest & Paper Group as a sample , so as to learn how the Tiger group promotes competitive capacity by SHRM .

第五章是案例分析，评述了泰格林纸集团为是如何通过战略人力资源管理来提高自身竞争能力的。

It is also the function mechanism of how SHRM have on firm 's performance , regarded as the enigma of " black box " long before .

这也是在战略人力资源管理对企业的绩效产生影响的作用机制，长期以来被视为“黑箱”之谜。

Based on the findings of other scholars and the relevant theories of strategic human resource management , this thesis mainly discusses the SHRM by applying the theory of knowledge management .

本文针对时代发展的趋势&知识管理时代的到来，立足于前人在战略人力资源管理方面的研究成果，将知识管理的理论引入到了战略人力资源管理的研究中。

Based on the SHRM theories , by reconstruction , the implicit core problems in the three knowledge-creating stages are converted to the problems in human resource management .

并基于SHRM的理论基础下，将三个知识创造阶段中的隐含的核心问题进行问题重构，转化为人力资源管理中的问题。

More and more corporations carried out the strategic human resource management ( SHRM ) to improve the core competence and kept the sustainable competitive advantage of the organization .

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。

The SHRM survey found that more than half ( 54 % ) of employers would hire more accountants and finance experts if they could find them .

人力资源管理协会的调查发现，超过一半（54%）的雇主表示，只要能够找到合格的人才，他们就会扩大会计师和财务专家的招聘规模。

The function of the corporate human resource management ( HRM ) has been transformed from traditional personnel management to strategic human resource management ( SHRM ) in the time of new economy .

企业的人力资源管理职能角色在新经济时代已经从传统的人事管理职能角色转变到战略人力资源管理职能角色。

Applying case research method , this research finds that SHRM contributes to the success of second pioneering through interactions with corporate governance , intellectual capital , and organizational learning .

通过采用案例实证研究，本研究发现战略人力资源管理是通过与公司治理、智力资本和组织学习之间的互动来做出贡献。

Chapter 5 , this thesis presents the S group SHRM system design and implementation suggestions : 1 . to adjust the organization adapting the company strategy requirement from the organization development angle . 2 .

第五章，本文提出有关S集团战略人力资源体系设计与实施建议：1、从组织发展角度调整组织机构，适应战略的要求。

But in our country , the Human Resource Management in the company stays at Staff Management period , and it has not reached the requirement of the Strategic Human Resource Management ( SHRM ) .

但是，我国企业的人力资源管理大多数还停留在人事管理阶段，远远没有达到战略人力资源管理（SHRM）的要求。