知识经济与人力资源管理

知识经济与人力资源管理(论文13000字)
摘  要
知识经济正在成为世界经济发展的主流。如何顺应这一历史潮流, 充分发挥知识经济的潜在优势,努力探索知识经济与人力资源开发的内在联系, 谋求人力资源开发、配置集约化管理, 就成为鱼待解决的重要课题。发展知识经济的核心在于人才, 在于用新的方式培养和交流人才, 用新的概念全方位地认识和选拔人才。不仅要着眼于科学研究人才和技术开发人才,而且更要着眼于经营和管理人才。因此必须作到三个统一；一是知识和能力的统一；二是知识与创新的统一；三是理论与实践的统一。我国长期以来缺乏人力资本意识, 忽视人力资源的开发和利用,人力资本投资严重不足,人力资源质量得不到提高。21 世纪, 将是知识经济的时代, 我们应站在战略高度, 重视人力资本投资, 强化人力资源开发和利用。我国人力资源数量巨大, 但人力资源的整体素质偏低, 知识劳动者比例太小, 不但远未形成经济发展的重要源泉和推动现代化的支柱力量, 反而在一定程度上成为发展的负担。加快人力资源的培养开发, 己成为中国当代必须的战略选择。
本文从知识经济时代的起点—知识本身入手, 深入分析和探讨知识经济条件下的人力资源问题, 从而推导出人力资源本身在知识经济的帮助和促进下发展并引发管理战略调整的结论。同时本文还从路径依赖与理论创新的角度分析战略调整的框架和结构, 采用多数据比较和分析, 并与西方经济学乘数理论结合, 以知识经济作为核心, 将这些理论进行融会贯通。
关键词；知识经济；人力资源管理；相关性分析；战略调整

Abstract
The knowledge economy is becoming the mainstream of world economic development. How to adapt to this historical trend, give full play to the potential advantages of the knowledge economy, and strive to explore the intrinsic link between the knowledge economy and human resource development, and seek to develop human resources and configure intensive management have become important issues to be resolved. The core of the development of a knowledge-based economy lies in talents. It is to train and exchange talents in new ways and use new concepts to understand and select talents in all directions. Not only should we focus on scientific research talents and technological development talents, but we must also focus on managing and managing talents. Therefore, we must do three things；First, the unity of knowledge and ability; Second, the unity of knowledge and innovation; Third, the unity of theory and practice. China has long been lacking in human capital awareness, neglecting the development and utilization of human resources, severely deficient human capital investment, and failing to improve the quality of human resources. In the 21st century, it will be the era of knowledge economy. We should stand at a strategic height, attach importance to human capital investment, and strengthen the development and utilization of human resources. The number of human resources in China is huge, but the overall quality of human resources is low, and the proportion of knowledge workersBeing too small, it is far from being an important source of economic development and the pillar of modernization. Instead, it has become a burden of development to some extent. Speeding up the development and development of human resources has become a necessary strategic choice for China in the contemporary era.
This article starts with the starting point of the knowledge economy era—knowledge itself, deeply analyzes and discusses the issue of human resources under the conditions of knowledge economy, and then derives the conclusion that human resources itself develops with the help and promotion of the knowledge economy and leads to the adjustment of management strategies. At the same time, this paper analyzes the framework and structure of strategic adjustment from the perspective of path dependence and theoretical innovation, uses multiple data comparisons and analysis, and combines with the western economic multiplier theory to integrate the theory with the knowledge economy as the core.
Keywords :knowledge economy; human resources management; correlation analysis; strategic adjustment

目  录
一、绪论    3
二、知识经济与知识经济时代    4
(一)知识与知识经济    4
(二)知识经济时代    5
三、知识经济时代的人力资源问题    5
(一)人力资源与经济发展    5
(二)知识经济对人力资源的要求    6
(1)知识经济要求人们必须具备较高的科学文化素质    6
(2)知识经济要求人们有较强的创新能力    7
(3)知识经济对人力资源的具体要求— 江总书记的“ 三个代表”    7
(三)人力资源在知识经济中的重要作用    7
(1)人力资源的演进    7
(2) 知识经济条件下的人力资源特性    7
(3)知识经济条件下,人力资源管理政策的相应变化    8
四、知识经济时代的人力资源管理    9
(一)知识经济与人力资源开发    9
1.人力资源在知识经济中处于基础性地位    9
2.人力资源在发展知识经济中具有决定性作用    9
(二)知识经济时代, 人力资源管理的路径依赖    10
1.人力资源管理的路径分析—中国传统文化对人本管理的影响    10
2.人力资源结构是经济发展的决定因素    10
五、知识经济时代的人力资源管理战略调整    11
(一)知识经济时代对人力资源管理的影响    11
1.人才主权时代已经到来    11
2.人力资源管理的国际化    11
(二)知识经济时代对人力资源管理的具体要求    12
1.知识经济时代人力资源管理的发展趋势及其启示    12
2.人力资源管理的国际化    12
六、结论    13
参考文献    14
致谢    16