【作者】 叶伏虎；

【导师】 谢玉华；

【作者基本信息】 湖南大学 ， 工商管理， 2004， 硕士

【摘要】 战略管理和人力资源管理是企业管理的两大核心内容，战略性人力资源管理是二者有机结合的产物，是将传统的人事管理和人力资源管理提升到发展战略的高度。当前，人力资源战略已经成为企业总体发展战略中的核心组成部分。 本文从战略管理的角度研究人力资源战略，涵盖了环境分析与战略选择—战略目标制订—战略措施制订—战略实施与控制等四大部分内容。重点在于确定人力资源战略目标、制定人力资源战略措施、进行人力资源战略实施等三个方面。 本文运用SWOT方法分析了长沙电业局当前在人力资源方面面临的内外环境，总结了当前长沙电业局在人力资源开发方面的现状，并相应提出了存在的人员总量较大，但高素质人才缺乏、劳动生产率低、现有用人及分配机制不能完全适应当前要求等系列问题。在环境分析和战略匹配以后，综合运用了比较趋势分析法、经济计量模型法、工作研究预测法等三种研究预测方法进行人力资源总量预测，重点提出了长沙电业局人力资源的战略发展目标为调整现有人力资源结构、实现人力资源由数量型向质量型转变、构建省内第一、全国一流的人力资源队伍。在确定战略目标以后，相应制定了优化和重组人力资源结构、建立科学的动态用人机制等战略实施措施，并针对实施措施运用工程项目管理中的网络计划技术，制定了战略实施进度控制方案，对战略执行进行领导与组织管理、控制与保障。 本文采用理论联系实际的方法，在运用当代先进理论的基础上，立足于企业，为长沙电业局人力资源管理提出了进行战略性开发和管理的建议和参考方案。更多还原

【Abstract】 Strategic Management and Human Resources Management are the two cores of enterprise management. Human resources strategy management is the organic compound of them, and it promotes the traditional personal management and Human Resources Management to the level of developing strategy. Here and now, Human Resources Developing Strategy has become the key part of the general developing strategy of the enterprise.According to the strategic management, this paper studies the Human Resources Developing Strategy, which is consisted of four parts: environment analysis and strategic choice, the formulation of strategic objective, the formulation of strategic steps and the implementation and control of strategy. The focal points of the paper are to define the Human Resources Strategy Objective, to formulate the Human Resources Strategy Steps and to implement the Human Resources Strategy.This paper uses the SWOT to analyze the inside and outside environment of human resources in Changsha Electric Power-Supply Bureau, in detail, it concludes the present conditions of human resources development. What’s more, it also acts in response to promote the series of problems, such as the large number of the existed members, while the high talented person is wanting in, the labor productivity is low and the choice of the personnel and distribution mechanism cannot be adapted well to the requirement. After the environment analysis and strategy matching, the paper comprehensively uses the three kinds of ways to forecast the total number of the human resources: First, the way of comparative tendency analysis; Second, the way of economic measuring model; Finally, the way of working research forecast. Human Resources Strategic Developing Objective of Changsha Electric Power-Supply Bureau is the emphasis of the paper. The object is to adjust the human resources structure, realize the human resources change from the development of quantity to quality, and construct a group of personnel, which will be the first in the province and ’the top-class in the country. After the strategic objective is sure, the paper formulates two strategic implementation steps: optimize and reorganize the human resources structure, build up scientific and dynamic use of personnel. Furthermore, it aimed at the using of network planning technology in the project engineering management, andworked out the program for the speed control of the strategic implementation, to lead, organize, manage, control and guarantee the execution of it.This paper is based on the modern advanced theory, which integrates theory with practice as well. Enterprise is its standpoint. Besides, the paper promotes some suggestions and reference programs for the implementation of strategic development and management of human resources in Changsha Electric Power-Supply Bureau.更多还原