; HRM : ; ; 3 HART [2] HRM SHRM [7] PORTER [3] HRM 1.2 BCG PIMS ; (RBV) MINTZBERG [9] 3 :1 ;2 BARNEY [4] 4 HRM [8] VRIO : ;3 GRANT [5] ; CYERT [

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1 ChineseJournalofManagement Vol.9No.11 Nov.2012 丛龙峰杨斌 ( 南开大学商学院 ) : 现有战略人力资源管理研究的逻辑前提不清忽视了对战略形成过程的探讨在划分了战略逻辑界定了战略人力资源管理逻辑前提的基础上研究了战略形成与演化的过程对变异 - 选择 - 保留模型中的组织过程及人的因素进行了分析由此引出了战略人力资源管理影响战略形成的成因然后将战略人力资源管理活动分为信息管理流程与工作管理流程提出了战略人力资源管理的最终成果是提交面向战略形成的组织能力的观点 : ; ; ; :C93 :A : X(2012) InfluenceofStrategicHumanResourceManagementonStrategicFormation CONG Longfeng YANGBin (NankaiUniversityTianjinChina) Abstract:CurrentresearchonSHRM (StrategicHumanResourceManagement)doesnotconcern abouthowstrategyforms.thispaperclassifiesstrategiclogicsandproposesthelogicprepositionof SHRM.Itstudiesstrategicformationandevolutionanalyzestheorganizationalprocessofvariation- selection-contentionandpeoplerelatedfactorsandderivehow SHRMinfluencesstrategicformation. FinalyitclassifiesSHRM activitiesintoinformation managementprocessand work management processproposingthattheultimateoutcomeofshrmistoproduceorganizationalcapacityusefulfor strategicformation. Keywords:strategichumanresourcemanagement;strategicformation;strategiclogic;strategic evolutionmodel;organizationalcapacity WRIGHT [1] SHRM ( SHRM) SHRM SHRM SHRM SHRM SHRM SHRM ( HRM) SHRM 1 SHRM SHRM 3 :1 HRM SHRM ; SHRM 2 SHRM ;3 : : (NKZXTD1102) 1616

2 ; HRM : ; ; 3 HART [2] HRM SHRM [7] PORTER [3] HRM 1.2 BCG PIMS ; (RBV) MINTZBERG [9] 3 :1 ;2 BARNEY [4] 4 HRM [8] VRIO : ;3 GRANT [5] ; CYERT [6] BURGELMAN [10] MINTZBERG [11] 1617

3 ; HRM HRM SAN [16] ; HRM HRM NELSON [17] HRM [12] HRM :1 ;2 HRM PETERS [18] ;3 KOGUT [19] 1.3 CROS- HRM QUINN [13] BOWER [14] ; NONAKA [15] 1618

4 ; 1. SHRM HRM HRM SHRM 2 SHRM 1 SHRM SHRM 3 :1 SHRM ;2 HRM HRM SHRM SHRM ; HRM 3 RBV SHRM SHRM SHRM HRM HRM ; - - (VSR) LOVAS [20] VSR HRM ( SHRM 2) BURGELMAN [21] HRM 2 VSR HRM 1619

5 NELSON [17] VSR WEICK [22] :VSR : (1) A B B A ; A B B C C A A B C A (2) A B (+) (-) B A - NELSON ; B A - BURGELMAN [10] (3) - - BURGELMAN 1 (4) BURGELMAN [26] (5) - ; - VSR NONAKA [15] ; CROSSAN [16] 2.1 [23] 2 HEDBERG [24] ; WEICK [22] : BOISOT [25] 1620

6 ; 3 ; [23] WEICK [22] ; [27] BURGELMAN [10] WEICK [22] PLUNKET [28] - ; PRAHALAD [29] 2.3 [23] (MOST) [28] t t+1 2 [30] t t+1 [23] WEICK [22] 1621

7 ; 2 t t+1 2 (+) (-) WEICK [22] DYER [31] HRM HRM SHRM ; HRM :1 - HRM HRM ;2 SHRM ;3 SHRM HRM SHRM ;4 (+) (-) 3 SHRM ULRICH [32] HRM 4 :1 ;2 (+) ;3 ( ) - ;4 ; HRM (-) (2) HRM

8 HRM HRM ULRICH HRM SHRM SHRM ULRICH [32] 3 :1 3.1 ;2 [33] ;3 BARNARD [34] 5 : HRM ABRAHAMSON [36] BURGELMAN [10] SCH [37] HAMEL [38] [35] ULRICH [32] SHRM : SHRM ULRICH [32] HRM 3.2 [32] ; LOR- ; 1623

9 [44] ULRICH [32] SHRM HRM HRM HRM HRM [39] [40] 3 :1 ;2 ;3 HACKMAN [45] [41] : ULRICH [32] HRM HRM HRM 7-11 : HRM SHRM KOT- TER [46] [42] ULRICH [32] ; HAMMER [43] ; : ;

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;2 1 : ;3 GRANOVETTER [4] [5] GRANOVETTER 3 GRANOVETTER [8] ; (niches) [6] : 1 2 [4] ( ) ( ) / / 3 GRANOVETTER [4] WHITE [7] 3 :1 1738

;2 1 : ;3 GRANOVETTER [4] [5] GRANOVETTER 3 GRANOVETTER [8] ; (niches) [6] : 1 2 [4] ( ) ( ) / / 3 GRANOVETTER [4] WHITE [7] 3 :1 1738 8 12 2011 12 ChineseJournalofManagement Vol.8No.12 Dec.2011 ( ) : ( ) : ; ; ; :C93 :A :1672 884X(2011)12 1737 11 OnIndigenousManagementResearchFromaSocialNetworkPerspective LIZhichao LUOJarder (TsinghuaUniversityBeijingChina)