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(xué)》2006年碩士論文

【摘要】：隨著知識經(jīng)濟(jì)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(chǎn)。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(shè)“有限但有效”的政府改造運(yùn)動中，也提出了推行人力資源戰(zhàn)略管理、加強(qiáng)公務(wù)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(duì)也師法企業(yè)和政府，經(jīng)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(shí)施人才戰(zhàn)略工程，標(biāo)志著我軍進(jìn)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(yuǎn)遠(yuǎn)滯后于推進(jìn)中國特色軍事變革，完成機(jī)械化和信息化建設(shè)雙重歷史任務(wù)的需求，迫使我們思考如何借鑒現(xiàn)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(dǎo)和指正我軍人力資源管理戰(zhàn)略與國防和軍隊(duì)?wèi)?zhàn)略目標(biāo)相適應(yīng)。這也是本文研究的主要目的。 論文認(rèn)為軍隊(duì)?wèi)?yīng)實(shí)現(xiàn)人力資源管理模式的轉(zhuǎn)型。由計(jì)劃經(jīng)濟(jì)條件下適應(yīng)機(jī)械化戰(zhàn)爭的傳統(tǒng)人事管理模式向市場經(jīng)濟(jì)條件下適應(yīng)信息化戰(zhàn)爭的軍事人力資源戰(zhàn)略管理模式轉(zhuǎn)變。首先，運(yùn)用文獻(xiàn)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(jìn)行了梳理，重新科學(xué)界定“軍事人力資源”的概念與特征，在國內(nèi)首次提出了“軍事人力資源戰(zhàn)略管理” 這一概念，對其進(jìn)行了科學(xué)界定，探索性地分析了其本質(zhì)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(nèi)外部環(huán)境進(jìn)行戰(zhàn)略分析的相關(guān)變量并進(jìn)行了比較詳細(xì)的分析。第三，展望了軍事人力資源戰(zhàn)略管理的使命、目標(biāo)，提出了實(shí)施戰(zhàn)略管理應(yīng)遵循“積極穩(wěn)妥、系統(tǒng)協(xié)調(diào)、重點(diǎn)突出、靈活權(quán)變、頂層設(shè)計(jì)”的五項(xiàng)原則。最后，從政策建議的角度，構(gòu)建了當(dāng)前進(jìn)行軍事人力資源戰(zhàn)略管理的四大舉措——思想觀念轉(zhuǎn)變、人力資源管理機(jī)構(gòu)再造及業(yè)務(wù)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(xué)位授予單位】：山東大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2006
【分類號】：E263

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 張文臺;論新型軍事人才的培養(yǎng)[J];軍隊(duì)政工理論研究;2000年03期

2 王昌滾;“五支人才隊(duì)伍”的素質(zhì)要求及培養(yǎng)途徑[J];軍隊(duì)政工理論研究;2004年03期

3 殷衛(wèi)國;略論軍隊(duì)人力資源管理和開發(fā)的制度建設(shè)[J];軍隊(duì)政工理論研究;2004年05期

4 程群;當(dāng)代美國軍事文化研究的熱點(diǎn)問題[J];軍事歷史研究;2004年03期

5 方永剛;當(dāng)代世界與中國軍事變革研究的文化視角[J];軍事歷史研究;2004年04期

6 蔡永寧;“軍事人才”概念新解[J];南京政治學(xué)院學(xué)報(bào);2003年03期

7 徐長安,辛達(dá)海;軍事文化研究綜述[J];南京政治學(xué)院學(xué)報(bào);2004年04期

8 徐長安;研究軍事文化論綱[J];南京政治學(xué)院學(xué)報(bào);2005年01期

9 邱新力,吳隆平,李亞;淺議軍事人力資本[J];人口與經(jīng)濟(jì);2003年01期

10 何經(jīng)耀;軍事人才學(xué)研究的回顧與展望[J];西安政治學(xué)院學(xué)報(bào);1999年06期

相關(guān)博士學(xué)位論文 前1條

1 孫宗興;我國軍隊(duì)士官職業(yè)教育體系研究[D];華東師范大學(xué);2004年

相關(guān)碩士學(xué)位論文 前2條

1 傅婉娟;軍事人力資本教育投資研究[D];湖南師范大學(xué);2004年

2 姚炳洪;中國軍事人力資源開發(fā)問題研究[D];湖南師范大學(xué);2005年

本文編號：2091686