摘要
许多企业基于“波特五力”模型展现所面临的战略竞争,学者们也更多将模型用于行业分析和商业战略研究。此前并未出现将“波特五力”模型与人才资源规划相结合的研究,因为“波特五力”模型的一个明显不足就是无法应用在人力资源管理方面(Scott,1991)。本研究将结合人力资源规划特点,以人才评估做为研究方向,将人力资源管理和“波特五力”的战略思想相结合,对“波特五力”模型进行适应性改造,建立一个适合于企业人才评估的“新五力”模型,期望对人力资源研究起到推动和完善作用。
Many companies show their strategic competition based on the "Porter Five Forces" model. Scholars also use models for industry analysis and business strategy research. Previous studies have not combined the "Porter Five Forces" model with human resource planning, because an obvious shortcoming of the "Porter Five Forces" model is that it cannot be applied to human resource management (Scott, 1991). This study will combine the characteristics of human resource planning, take talent assessment as the research direction, combine human resource management with the strategic thinking of "Porter Five Forces", adapt the "Porter Five Forces" model, and establish a "New Five Forces" model suitable for enterprise talent assessment. It is expected to promote and improve human resource research.
作者
陈晟
赵春舒
CHEN Sheng;ZHAO Chun-shu(Tianshi College,Tianjin 301700,China)
出处
《价值工程》
2019年第17期28-30,共3页
Value Engineering
关键词
波特五力
人才评估
人力资源规划
Porter Five Forces
talent assessment
human resource planning
