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1、戴尔公司的人力资源战略规划Dells human resources strategic planning 一、人力资源战略分析Dells human resources strategic analysis 人力资源战略是企业人力资源管理的核心，是企业能够对人力资源进行有效配置的依据，也是企业提高自身竞争力的重要因素。Human resources strategy is the core of human resource management, businesses are able to efficient allocation of human resources for the b
2、asis on which companiesimprove their competitiveness, an important factor. 戴尔公司作为一家典型的科技公司，身处竞争激烈的 PC 行业，其人力资源战略有着明显的企业自身文化特征和竞争导向特征，是一种以成本和业绩为导向的战略模式，它特别强调员工的创新意识适应能力和发展潜力。Dell as a typical technology company, living in the highly competitive PC industry, its human resources strategy has their own
3、distinct cultural identity and competition-oriented features, is a cost-and performance-oriented strategy model, with special emphasis on its employees adaptability of innovation and development potential.二、以下分别从人力资源的使用理念，人力资源的选拔，人力资源的激励，人力资源的开发四个方面对戴尔公司人力资源管理模式进行分析和概括。 The following are ideas from
4、the use of human resources, the selection of human resources、human resources incentives, human resource development in four areas of human resources management of Dells model for analysis and generalization. （一）人力资源的使用the use of human resources用人理念是组织中从事人力资源管理活动的核心和指导思想。Employing the concept of the
5、organization engaged in the core of human resource management activities and guiding. 戴尔公司其用人理念以竞争为导向，有着明显的竞争意识和忧患意识，一切管理理念都围绕着如何取得成功，如何保持行业领先、保持竞争优势这个目标来思考，具体有以下三方面特点：Dells philosophy to its competition-oriented employment, there is a clear sense of competition and the sense of urgency, all managem
6、ent philosophy is centered on how to be successful, how to maintain the industry-leading, to maintain a competitive advantage to think about this goal, specifically the following three features: 乐观面对失败 1. Optimistic face of failure 直接面对问题2. Face the problem 时刻寻找接班人 3. Always looking for successors （
7、二）人力资源的选拔(B) the selection of human resources 戴尔公司特别注重创新型人才的选拔，并且在选拔方式上不拘一格。主要有以下三方面特点：Dells special focus on innovative personnel selection, and the way in the selection ofeclectic. There are three main features: 自由的招聘方式Free recruitment 招聘认同企业文化的人才Recognition of talent recruitment corporate culture
8、 重视员工潜力与创新能力。3. Emphasis on employee potential and innovation. （三）人力资源的激励(C) human resources incentives 首先，戴尔把公司分为不同的团队，并且把团队调整到共同的目标，在全公司建立起同样的奖励系统。First of all, Dells divided into different teams, and the team adjusted to a common goal, the company set up in all the same reward system. 其次，戴尔公司的 36
9、0 度评估系统也能让整个管理团队在个人的范畴内共同合作，追求进步。Second, Dells 360-degree assessment system also allows the management team inco-operation within the context of the individual, the pursuit of progress. 最后，戴尔公司认为留住优秀人才的最好方法就是让他们的工作可以随着他们的状态而改变，有时候，减轻他们的责任，能让他们有足够的空间追求新机会，能够进一步拓展自我，而公司业务也随之而拓展。Finally, the Dell that
10、the best way to retain talent is to let them work with their state canchange, sometimes, to alleviate their responsibility, they have enough space to allowthe pursuit of new opportunities to further expand the self-, and the company also willexpand the business. 除此之外，戴尔公司还特别注重对员工进行精神上的激励，强调“人人都是老板”的
11、激励理念。In addition, Dell also special emphasis on spiritual incentives for employees,stressing that everyone is the boss of the incentive concept. （四）人力资源的开发(D) human resource development “70-20-10”员工发展体系 1. 70-20-10 system of Employee Development 员工培训信息化Staff training and information 三戴尔公司人力资源战略的影响因素
12、Dells human resources strategy factors （一） 企业战略(A). Corporate strategy （二） 企业文化(B). Culture 四戴尔人力资源战略的影响The impact of Dells human resources strategy 戴尔以成本和业绩为导向的人力资源战略，对公司来说是一把双刃剑。Dells cost and performance-oriented human resources strategy, the company isdouble-edged sword. 一方面，公司时刻紧盯业绩，追求效率，使得公司能够
13、快速发展，能够适应复杂而多变的市场竞争环境；On the one hand, the company always focused their attention on performance, the pursuit of efficiency, allowing the company to rapidly develop, to adapt to complex and changing market environment 另一方面，对于员工来说，存在正面和负面两方面的影响，正面的影响是使员工的个人工作能力和素质得到了提高，加速了人才的成长；On the other hand, for
14、 the employees, there are both positive and negative impact,positive impact is to make employees personal work capacity and quality has been improved and accelerated the growth of talent; 负面的影响主要是使员工不堪重负，缺少安全感和归属感。The major impact is negative so that employees bear the burden, lack of security and belonging.
