Implementation of SHRM in Organizations Through Strategic HR Directors

Aim of this study is to discuss implementation method of strategic human resource management(SHRM)in organizations.Study suggests strategic HR Director position in organizations to implement SHRM.Because personnel management(PM)and human resource management(HRM)are already implemented by firms,SHRM is not in practice yet.Strategic HR Director might be the methodology for implementation of SHRM.Methodology of this study is systematic review.Hence,study carefully scanned well-known field researches written by well-known HR scholars.In systematic review methodology,author posed out a research question and it answers this question by field studies and HR scholars.Main research question of this study is whether strategic HR Directors put SHRM into practice in organizations.Major defense is:Managers carry firms to organizational goals.Job responsibilities of strategic HR Directors are talent management and HRM systems.Target of talent management and HRM systems is star employees and talents in organizations because it is expected that stars may become managers in organizational hierarchy at the future.Furthermore,talent manager,PM division,and SHRM division are operated inside HRM department.If strategic HR Director position is set at top management,VENN relations between PM,HRM,and SHRM may be dispersed.Because SHRM activities would be tied to strategic HR Director,this study also explores VENN relations among three HR methodology.

中国最佳雇主人力资源总监胜任力模型研究

在文献回顾、问卷调查、文本分析和统计分析的基础上,以具有良好雇主品牌、较高组织绩效、和谐劳资关系等特征的中国最佳雇主为例,构建了人力资源总监胜任力二阶一因子一阶四因子模型:战略管理胜任力包含组织调整、情绪管理、知识传播、系统监控和概念思考;变革管理胜任力包含分析问题、领导典范、内部顾问和影响他人;职能管理胜任力包含团队合作、主动帮助、扩展知识、专业服务和达成目标;员工关系管理胜任力包含了解他人、关系建立、信息收集和自信。

人力资源专员的素质要求

本文选择北方某区域型中心城市5个月的相关平面招聘广告,采用非介入性研究的方法进行内容分析和数据统计,从而发掘当前人力资源专员素质要求的实质。最后,构建创建与变革时期人力资源专员的素质模型,并对该期人力资源专员的素质要求提出若干建议。

人力资源总监为何难以晋升为CEO——基于世界500强企业CEO职业背景信息的分析

本研究通过对2013年《财富》世界500强企业CEO职业背景数据分析,对人力资源总监的职业高原现象进行验证,并对该现象存在的原因做理论探索,提出了解释性的假设,以期为后续人力资源总监职业高原现象的应对研究打好基础。