战略人力资源管理与组织战略、企业文化的内外部契合——以腾讯COE为例  

A Research on The Internal and External Fit of Strategic Human Resource Management, Organizational Strategy and Enterprise Culture——A Case Study of Tencent's COE

作　　者：黄攸立[1] 荣闪闪 刘志迎[1] 

机构地区：[1]中国科学技术大学管理学院,合肥230026

出　　处：《中国人力资源开发》2018年第2期72-80,共9页Human Resources Development of China

基　　金：国家自然科学基金项目(71472172)

摘　　要：战略人力资源管理强调人力资源管理的系统性、战略性,并要求能有效地匹配、提升公司战略。然而组织的战略人力资源管理能否与企业文化契合往往影响人力资源管理的效率,若两者能相互契合,则可以为管理绩效的提升提供"双通道"。本研究在对战略人力资源管理理论整合的基础上,以腾讯HR三支柱模式中的COE为例,探究COE如何在战略人力资源管理下实现与战略、企业文化的契合,发挥COE专业性、战略性的指导作用,从而为其他企业战略人力资源管理的建设提供借鉴。Strategic human resource management emphasizes not only the systematic and strategic management of human resources, but also the ability to effectively match and improve company strategy. However, whether strategic human resource management can be compatible with corporate culture often affects the efficiency of human resource management. If it can fit in with corporate culture, it can provide a ＂double channel＂ for the improvement of management performance. Based on the integration of strategic human resource management theory, this study takes the COE in Tencent HR＇s three pillar model as an example. This study explore how the COE achieves the strategic and corporate cultural fit under strategic human resources management, and plays the role of the COE＇s professional and strategic guidance. Therefore, it provides reference for the construction of other enterprises＇ strategic human resources management.

关 键 词：战略人力资源管理 契合 腾讯 COE 

分 类 号：F272.92[经济管理—企业管理]