国际中文开源期刊平台

新质生产力下人力资源管理变革与优化策略

The Optimization Strategies of Human Resource Management under the New Quality Productive Force

社会科学进展 / 2024,6(2)：544-555 / 2024-05-16 89 80

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• 作者： 尹芙蓉     
• 单位：

  国家电网（上海）智能电网研发投资有限公司（中绿国际投资（上海）有限公司），上海

• 关键词： 人力资源管理；新质生产力；人才体系；系统变革
• Human resource management; New quality productive force; Talent system; System transformation
• 摘要： 当前，我国正加快培育新质生产力，这对企业人力资源管理工作提出了新要求，带来新机遇的同时企业人力资源管理也面临诸多现实挑战。本文分析了新质生产力对企业人力资源管理的变革要求，从新质生产力内涵出发提出企业亟需在人才队伍建设、组织模式创新和人力资源管理职能优化等方面进行系统性变革。当前，企业人力资源管理面临传统思维的束缚和薄弱的现实基础制约。新质生产力下推动企业人力资源管理变革应重点加强顶层设计、人才保障和系统升级，着力提升人力资源管理理念、打造人力资源管理人才体系、升级人力资源管理信息系统，通过优化管理推动人力资源高质量发展，赋能形成新质生产力。
• China is accelerating the cultivation of the new quality productiveforce, which puts forward new requirements for enterprise personnel resourcemanagement work and brings new opportunities while also facing many realchallenges in enterprise human resource management. This paper analyzes thetransformation requirements of enterprise human resource management underthe new quality productive force and proposes that enterprises urgently need tocarry out systematic transformations in talent team construction, organizationalmodel innovation, and human resource management function optimization,starting from the connotation of new quality productive force. Currently,enterprise human resource management is constrained by traditional thinkingand weak real foundation. To promote the transformation of enterprise humanresource management under the new quality productive force, it is necessaryto focus on strengthening top-level design, talent guarantee, and systemupgrades, and strive to enhance human resource management concepts, builda talent system for human resource management, and upgrade human resourcemanagement information systems. Through the optimization of management,promote the high-quality development of human resources, and empower theformation of the new quality productive force.
• DOI： https://doi.org/10.35534/pss.0602044
• 引用： 尹芙蓉．新质生产力下人力资源管理变革与优化策略［J］．社会科学进展，2024，6（2）：544-555.