人力资源战略性管理概述(英文版)

战略人力资源管理简述战略人力资源管理（Strategic Human Resource Management，SHRM）是在战略性框架内对组织和员工之间关系的管控和引导，以加强组织与外部环境间协调性和适应性的一种管理方法。

SHRM具有长远的战略目标，致力于对企业的人力资源进行规划、开发和监控，以确保企业不仅能与外部环境协调性强，同时也达到了高效、高产出的状态。

SHRM融合了战略管理和人力资源管理，注重整个企业的规划、实施与评估，通过发挥员工的潜力，使人力资源能够充分发挥作用，进而提高企业绩效和核心竞争力。

SHRM的主要特点包括战略性、系统性、灵活性、创新性和发展性。

SHRM的核心思想在于将人力资源管理与企业战略相结合，在整个组织发展过程中实现人与战略之间的协调和平衡。

要实现这个目标，首先需要建立起一个人力资源规划体系，这些规划指导下的数据分析和评估将有助于确定组织所需的人才和员工的实际能力，从而实现组织与员工之间的相互匹配和互利共赢。

SHRM还创建了一个拥有可持续、综合指标的绩效评估体系，这将有助于改进人力资源管理决策和行动，提高组织绩效，增强组织竞争力。

通过定期对员工展开培训和发掘人才，企业能让员工不断优化自身能力，进而提高工作效率，对组织发展提供有力保障。

成功运用SHRM需要企业从以下三个维度出发：1. 经营者和员工之间的相互协作，确保在组织层面有效地设计策略，以实现长期和可持续的发展。

2. 引入最佳的人力资源管理和营销模型，并针对组织战略摆脱过时的模型。

3. 进行长期投资，在培养和发展员工的同时，在设计组织架构和职位布局时充分考虑将来的需求和趋势。

在SHRM中，企业文化是维系企业生命力的关键。

一种长远战略能与企业文化相结合，能够实现组织的长期成功。

企业文化一旦形成，并被应用到人力资源管理中，将会产生远超预料的作用。

企业的人力资源管理一旦发生问题，只有通过对企业文化进行深入思考和分析，才能找出问题的所在和解决问题的办法。

战略人力资源管理概述战略人力资源管理（Strategic Human Resource Management, SHRM）是一种把人力资源管理与组织战略紧密结合起来的管理理念和实践。

它强调人力资源是组织的核心竞争力之一，通过科学合理地利用和开发人力资源，为组织提供可持续发展的战略支持。

战略人力资源管理的核心观念是将人力资源视为一种资产，与其他资源一样具有价值。

它强调组织应该把人力资源纳入战略规划中，将人力资源的管理与组织战略的制定、目标的实现、绩效的评估和战略变革等紧密结合起来，以提高组织的绩效和竞争力。

战略人力资源管理的主要任务包括人力资源规划、人力资源招聘和选拔、人力资源开发、人力资源激励和薪酬管理、人力资源绩效管理、人力资源培训和发展、员工关系管理等。

首先，人力资源规划是战略人力资源管理的核心任务之一。

它通过科学分析组织的发展战略和环境变化趋势，预测组织未来的人力资源需求和供应情况，制定人力资源规划目标和策略，以确保组织在未来的发展中拥有足够的合适人才。

其次，人力资源招聘和选拔是确保组织能够吸引和选择到合适人才的重要环节。

它包括确定招聘的目标和要求、开展招聘活动、评估和甄选候选人等。

战略人力资源管理强调要根据组织的战略目标和岗位需求，招聘和选拔能够适应组织需要的人才，保证组织的人力资源具备足够的能力和潜力。

人力资源开发是提高组织人力资源能力和竞争力的重要手段。

它包括培训和发展、绩效管理、职业规划和晋升等。

战略人力资源管理认为，通过培训和发展，可以提高员工的知识、技能和能力，增强他们的工作满意度和忠诚度，提高组织的绩效水平。

通过绩效管理，可以明确员工的工作目标和绩效要求，激励员工积极工作，促进员工的个人成长和组织的发展。

通过职业规划和晋升，可以激励员工发挥潜力，提高组织内部的人才流动和晋升机会。

人力资源激励和薪酬管理是战略人力资源管理中的重要环节。

它包括制定和实施激励政策和激励机制，通过薪酬和福利等方式，激励员工的工作积极性和创造力，提高组织的绩效和竞争力。

The meaning of strategic human resource managementStrategic human resource management is: to enable organizations to achieve the goal of human resources to plan the deployment and activities of various models. Strategic human resource management is an essential integral part of the strategy, including the business people to achieve organizational goals through the various aspects. Since human capital is the major source of competitive advantage, strategies also need people to perform, so the top management in the development of strategies must carefully consider the human factor. Strategic human resource management will focus on the organization: to change the structure and culture, organizational efficiency and performance, the development of special abilities, and managing change. Its purpose is: To ensure that the organization has good skills and good access to staff motivation, so that organizations gain sustainable competitive advantage, creating the organization's strategic capabilities, relying on people to achieve strategic objectives and rely on the core human resources to build competitive advantage.Strategic human resource management major role in the organization and requirements are:(1) to achieve organizational strategy and objectives to provide support to ensure that all human resources activities have added value.(2) to strengthen cultural management, release and develop the inner ability.(3) development process to maximize the contribution of employees, potential employees who, in their early career, should organize and manage aspects of their vision.(4) enterprise-wide, so that each individual learn and develop as an important part of their working life.(5) the design, implementation and management of various systems to provide specific skills training to ensure employees learn the relevant experience.(6) by experts to recruit, develop and train staff to enable them to cope with business changes with a wide range of skills and a good attitude.(7) management of a growing variety of career mode, a variety of professional staff to pursue.Strategic human resource management theory(1) Value. Strategic human resource management and general human resources management major difference is that it emphasizes human resource management activities closely with the corporate strategy, its functions include acquisition, development, evaluation and incentives directly into the corporate strategic planning and implementation process. Human resources management is to a strategic level, which in itself is for human resource managers a powerful incentive to encourage them to change the thinking, broaden their horizons, from the overall situation, the effective integration of human resource management system and make the efficient functioning of the human resource management will become a source of value creation.(2) scarcity. Human resource management of each organization are rooted in corporate organizational culture and a certain social norms, and by the internal and external environment of enterprises made a comprehensive analysis of strategies to guide, that in itself is unique, proprietary organizations, which is also scarce.(3) the difficulty of imitation. Strategic human resource management to emphasize that human resources management system integration and corporate strategy, stage of development of each organization and the resources on their own ability to create competitive advantage are different, in addition, the establishment of human resource management based on past experience on itself is an evolving process of evolution and re-accumulation, showing that inter-organizational human resources management system is a great difference. Strategic human resource management focuses on human resource management and enterprise strategy, while the longitudinal match practice to achieve its lateral match between the organization's internal and external environment in which the uncertainty in turn determines the match should be a dynamic, flexible. This dynamic matching tissue embedded in a particular environment, because of its unique and difficult to be imitated by competitors.(4) is not irreplaceable. Strategic human resource management emphasis on human resource management and the formation of corporate strategy integration, from a strategic height deployment of human resources. Human resources become the first resource in the organization, material resources, the role of human resources should be adopted, its value can be the ultimate expression. Therefore, when the major decisions in the face of business, capital, technology and other production factors to consider, but the issue of human resources compared to the significantimpact organizational decision making, they are replaced in human resources can not be realized.Strategic human resource management on the impact of management activitiesStrategic human resource management, human resources, it is concerned about the systematic, integrated, and the direction of the new, the theme of the new policy, rather than trivial details and specific technique, which makes human resource management from a relatively "low" transactional work out of them, located in the core business with the organization closer to the theme, so they have more important strategic position and role. Therefore, the strategic human resource management is not only a new management model, but should be an advanced management ideas and concepts. No doubt this idea and concept of the current human resources management will have a profound impact.(1) shift in the focus of work and the work function of the expansion. Human resource management focus will be located in those organizations is more important long-term sustainable development of the subject, it is no longer confined to the core of the labor organization to obtain and develop their motivation, in order to evaluate its performance, and as to the Pay basis, but the strategic decision-making in the organization play a more proactive role, specifically including the transformation of organizational structure, reconstruction process of optimizing the operation of the organization, fostering organizational culture building, change the organization's leadership style, adjusting the organizational communication Organization's work to create atmosphere, staff attitude research organizations to improve the organization's employee job satisfaction, and strengthen the development of effective means for the organization, both organizations and employees win the value of the common growth of other aspects. At this point, human resource managers assume a strategic partner, management experts, staff motivator and role of change agents 4.(2) human resources management to improve organizational performance in the fundamental role to play. Strategic human resource management that human resources are the organization achieve its goals, the most important resource for sustainable development, namely, human resources are the key considerations in organizational decision-making; have access to human resources, development, evaluation and incentives should match the strategic objectives of the organization it becomes a vital part of management. The organization's human resources management as the most direct and important practitioners of human resource management activities, will become the core of the organization and management department. Human resources departments will strengthen its own building, will be more focus on the improvement of organizational performance and organizational performance in particular play a decisive role in the key performance, thereby improving the performance of its human resources operation in the effective corporate strategy , and promoting the organization to complete the strategic plan.战略性人力(rénlì)资源管理的内涵战略性人力(rénlì)资源管理是指:为了(wèi le)使组织能够达到目标,对人力(rénlì)资源各种部署和活动进行计划的模式。

中国移动人力资源战略管理(英文版)China Mobile Human Resources Strategic ManagementChina Mobile, as the largest mobile telecommunications company in China, has become a role model for the industry. In order to maintain its leading position and achieve sustainable growth, China Mobile has implemented an effective human resources strategic management system.China Mobile's human resources strategy is based on attracting, developing, and retaining top talent. The company recognizes that its success depends on the capabilities and dedication of its employees. Therefore, it strives to create a positive work environment and provide opportunities for career growth and personal development.To attract top talent, China Mobile focuses on employer branding. It actively promotes its corporate culture and values as well as its commitment to innovation and customer satisfaction. By highlighting its strong brand image, China Mobile is able to attract talented individuals who are seeking a challenging and rewarding career.Once talented individuals join China Mobile, the company invests in their development through various training and development programs. These programs are designed to enhance employees' skills and knowledge, and to equip them with the tools they need to succeed in their roles. China Mobile also encourages employees to pursue further education and provides financial assistance for advanced degrees or professional certifications.China Mobile also recognizes the importance of retaining top talent. The company values its employees and seeks to create a supportive and inclusive work environment. It offers competitive compensation and benefits packages, as well as opportunities for career advancement and job rotation. China Mobile also provides ongoing support and feedback to help employees grow and succeed in their roles.In addition to attracting and retaining top talent, China Mobile focuses on building a diverse and inclusive workforce. The company recognizes the value of diversity in driving innovation and fostering creativity. China Mobile actively promotes gender diversity, and has implemented initiatives to increase the representation of women in leadership positions. The company also values diversity of thought, and encourages employees to share their ideas and perspectives.China Mobile's human resources strategic management system is supported by advanced technology. The company has implemented a comprehensive human resources management system that allows for efficient and accurate record keeping, performance evaluation, and talent management. The system also enables employees to access and update their personal information, and provides a platform for communication and collaboration across different departments and locations.Overall, China Mobile's human resources strategic management focuses on attracting, developing, and retaining top talent. Through its efforts to promote employer branding, invest in employeedevelopment, create a supportive work environment, and foster diversity and inclusion, China Mobile has been able to maintain its competitiveness and achieve sustainable growth. The company's commitment to its employees has not only helped it attract and retain top talent, but has also fostered a sense of loyalty and commitment among its workforce. China Mobile serves as a model for other organizations seeking to implement effective human resources strategies to drive success in the rapidly changing telecommunications industry.继续写 (1500字)除了吸引、培养和保留顶级人才外，中国移动还注重建立多元包容的员工队伍。