發(fā)布時間：2018-07-03 01:05

  本文選題：軍事人力資源 + 戰(zhàn)略管理�。� 參考：《山東大學》2006年碩士論文

【摘要】：隨著知識經濟和信息時代的到來，人力資源日益成為組織最重要的戰(zhàn)略資產。企業(yè)紛紛采用戰(zhàn)略性的人力資源管理模式，以提高組織的競爭力，保持企業(yè)持久的競爭優(yōu)勢。近年來，政府推行“善治”，在建設“有限但有效”的政府改造運動中，也提出了推行人力資源戰(zhàn)略管理、加強公務人員核心競爭力的訴求。面對新軍事變革，世界各國和地區(qū)的軍隊也師法企業(yè)和政府，經由戰(zhàn)略的途徑，提高人力資源管理的水平和效益，以提升戰(zhàn)斗力、謀求軍事優(yōu)勢。我軍于2003年制定并實施人才戰(zhàn)略工程，標志著我軍進入人力資源戰(zhàn)略規(guī)劃時代。但由于我軍人力資源整體狀況遠遠滯后于推進中國特色軍事變革，完成機械化和信息化建設雙重歷史任務的需求，迫使我們思考如何借鑒現代人力資源管理理論，，創(chuàng)建具有我軍特色的軍事人力資源戰(zhàn)略管理理論，以引導和指正我軍人力資源管理戰(zhàn)略與國防和軍隊戰(zhàn)略目標相適應。這也是本文研究的主要目的。 論文認為軍隊應實現人力資源管理模式的轉型。由計劃經濟條件下適應機械化戰(zhàn)爭的傳統(tǒng)人事管理模式向市場經濟條件下適應信息化戰(zhàn)爭的軍事人力資源戰(zhàn)略管理模式轉變。首先，運用文獻研究、規(guī)范分析與比較研究法，對人力資源管理理論、戰(zhàn)略管理理論進行了梳理，重新科學界定“軍事人力資源”的概念與特征，在國內首次提出了“軍事人力資源戰(zhàn)略管理” 這一概念，對其進行了科學界定，探索性地分析了其本質特征及管理流程。希為我軍從戰(zhàn)略的角度，規(guī)劃、管理、開發(fā)人力資源提供一個理論視角和分析框架。其次，文章提出了對人力資源管理內外部環(huán)境進行戰(zhàn)略分析的相關變量并進行了比較詳細的分析。第三，展望了軍事人力資源戰(zhàn)略管理的使命、目標，提出了實施戰(zhàn)略管理應遵循“積極穩(wěn)妥、系統(tǒng)協調、重點突出、靈活權變、頂層設計”的五項原則。最后，從政策建議的角度，構建了當前進行軍事人力資源戰(zhàn)略管理的四大舉措——思想觀念轉變、人力資源管理機構再造及業(yè)務重塑、完善軍事績效管理、重建軍事組織文化。
[Abstract]:With the arrival of knowledge economy and information age, human resources are becoming the most important strategic assets of the organization. Enterprises adopt strategic human resource management mode in order to improve the competitiveness of the organization and maintain its lasting competitive advantage. In recent years, the government has carried out "good governance", and in the process of building a "limited but effective" government reform movement, it has also put forward the demand of carrying out the strategic management of human resources and strengthening the core competitiveness of public servants. In the face of the new military reform, the military forces of all countries and regions in the world are also imitating enterprises and governments. Through strategic approaches, they can improve the level and efficiency of human resources management in order to enhance their combat effectiveness and seek military superiority. In 2003, our army formulated and implemented the talent strategy project, which marked the entry of our army into the era of human resources strategic planning. However, the overall situation of human resources of our army lags far behind the requirements of promoting military reform with Chinese characteristics and accomplishing the dual historical task of mechanization and information construction, which forces us to think about how to draw lessons from the modern human resources management theory. The theory of strategic management of military human resources with the characteristics of our army is established in order to guide and correct the strategy of human resources management of our army in accordance with the strategic objectives of national defense and the army. This is also the main purpose of this study. The paper believes that the military should realize the transformation of human resource management mode. From the traditional personnel management mode adapted to mechanized war under the planned economy condition to the strategic management mode of military human resources adapting to the information war under the condition of market economy. First of all, by using literature research, normative analysis and comparative research, this paper combs the theory of human resource management and the theory of strategic management, and redefines the concept and characteristics of "military human resources". The concept of "strategic management of military human resources" is put forward for the first time in China, and it is scientifically defined. The essential characteristics and management process are analyzed in an exploratory way. It is hoped to provide a theoretical and analytical framework for our army to plan, manage and develop human resources from a strategic point of view. Secondly, the paper puts forward the relative variables of the internal and external environment of human resource management and makes a detailed analysis. Thirdly, the mission and target of strategic management of military human resources are prospected, and the five principles of implementing strategic management of military human resources are put forward: active and steady, systematic coordination, emphases, flexible contingency and top-level design. Finally, from the point of view of policy suggestion, this paper constructs four major measures for the strategic management of military human resources: the transformation of ideology, the reengineering of human resource management institutions and the reconstruction of business, the improvement of military performance management and the reconstruction of military organizational culture.
【學位授予單位】：山東大學
【學位級別】：碩士
【學位授予年份】：2006
【分類號】：E263

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本文編號：2091686