Essay写作范文-战略人力资源管理（SHRM）。本文是一篇留学生essay范文，主要内容是讲述劳动力的资格随着时代的变化而变化。劳动力需求已经从传统的人事管理转向人力资源管理。
由于坚持这一原则，人力资源部门变得更加重要，并成为组织中的战略角色。
对所有组织来说，这一小时的需要是有效地将人力资源活动与其任务相协调。
本篇essay论述了人力资源在获得与其他组织的竞争优势方面的作用以及21世纪人力资源管理的各种创新。下面就一起来看一下这篇留学生essay范文的全部内容。
Abstract 摘要
The qualifications of the workforce have changed with the changing times. There has been a shift in workforce requirement from traditional personnel management to human resource management.
With adherence to the same, Human Resource departments have become all the more important and have emerged as strategic players in the organization.
The need of the hour for all the organizations is to efficiently align the HR activities with their mission.
The paper covers the role of Human Resource in attaining the competitive edge over other organizations and various innovations in Human resource Management in 21st century.
Key Words: Human Resource Management, Strategic Human Resources Management, innovations in HRM
关键词：人力资源管理、战略人力资源管理和人力资源管理创新
Introduction 引言
Traditional sources of success can still provide competitive leverage but a lesser degree now than in the past (Pfeffer, 1994). According to the Resource Based View (RBV), organizations can gain competitive advantage by their valuable, rare and inimitable internal resources. Considering this, it is possible to say that high quality workforce can create this advantage. The change that has most impacted organizations in the past decade has been the increasing realization that human resources of an organization are the primary source of competitive advantage. It is now accepted that high qualified employees in the organization and the way how they are managed is very important to gain competitive advantage. HRM must change as the business environment and the world in which it operates changes. Parallel to these changes in technology, globalization and dynamics of labor market, the way to manage human resources has changed. HRM managers have moved from handling simple personnel issues to making a strategic contribution to the future directions and development of the organization. With the evolution of HRM function from traditional to strategic, its roles and importance has gained more attention. The HR function and its process now have become more strategic and HR managers have been a part of the top management team. This strategic approach to HRM has led this function to be involved in strategic planning and decision making processes by coordinating all human functions for employees. Aligning the strategies of the organization with the HR functions has become the essential part of gaining competitive advantage. The role of the HR for the 21st century is named as strategically reactive in business strategy implementation through supporting the long term strategies with the necessary employee qualifications and developing the cultural and technical capabilities required for the strategies of the organization.
传统的成功来源仍然可以提供竞争优势，但现在的程度比过去要低。根据基于资源的观点，组织可以通过其宝贵、稀缺和无与伦比的的内部资源获得竞争优势。考虑到这一点，可以说高素质的劳动力可以创造这种优势。过去十年中对组织影响最大的变化是，人们越来越认识到组织的人力资源是竞争优势的主要来源。现在人们普遍认为，组织中高素质的员工及其管理方式对于获得竞争优势非常重要。人力资源管理必须随着商业环境和经营环境的变化而变化。与技术、全球化和劳动力市场动态的这些变化并行，人力资源管理的方式也发生了变化。人力资源管理经理已经从处理简单的人事问题转向为组织的未来方向和发展做出战略贡献。随着人力资源管理职能从传统职能向战略职能的演变，其作用和重要性越来越受到重视。人力资源职能及其流程现在已变得更具战略性，人力资源经理已成为最高管理团队的一部分。人力资源管理的这种战略方法通过协调员工的所有人力职能，使该职能部门参与到战略规划和决策过程中。将组织战略与人力资源职能相协调已成为获得竞争优势的重要部分。人力资源部在21世纪的作用被称为通过支持具有必要员工资质的长期战略以及发展组织战略所需的文化和技术能力，在业务战略实施中的战略性反应。
The need for managing the employees strategically in the 21st century also requires the management and the organization structure to be more flexible. The work system has started to change with autonomous work groups with high qualified workforces, outsourcing some of the operational HR functions, downsizing, delayering, em
