To the theory of SHRM related, in Chapter Two, deeply analysis is made.
第二章重点对战略性人力资源管理相关理论进行了全面深入的分析。
Its SHRM policies and approaches even can be defined as a norm HR text book.
它的战略人力资源管理的政策和方法，甚至可以被定义为一个规范的人力资源教科书。
SHRM is becoming a common goal which global human resource managers pursing for.
战略性人力资源管理正成为全球人力资源管理者努力的目标。
Last week I had the opportunity to head up to Detroit to speak at the local SHRM chapter.
上周我有机会前往底特律在当地的SHRM组织做演讲。
Thirdly, the article describes the organization framework and the implementation of SHRM;
再次，本文对战略人力资源管理的组织框架和实施进行了描述；
According to the SHRM survey, 53% of respondents plan to dismiss employees from various levels.
根据美国人力资源管理协会的调查，有53%的雇主打算裁减各个级别的员工。
Recently, strategic human resource management (SHRM) has been becoming a focus in the HRM research.
战略人力资源管理(SHRM)是当前HRM研究的热点领域之一。
It is also the function mechanism of how SHRM have on firm's performance, regarded as the enigma of "black box" long before.
这也是在战略人力资源管理对企业的绩效产生影响的作用机制，长期以来被视为“黑箱”之谜。
The SHRM report showed that 52% of professional , scientific and technical services firms will add jobs, up from 21% in 2009.
人力资源管理协会的报告显示，52%的提供专业及科技服务的公司打算招聘新员工，2009年这一数字则为21%。
The SHRM survey found that more than half (54%) of employers would hire more accountants and finance experts if they could find them.
人力资源管理协会的调查发现，超过一半(54%)的雇主表示，只要能够找到合格的人才，他们就会扩大会计师和财务专家的招聘规模。
This report will go through all the key policies presented by Macquarie Bank to see how it related to our SHRM theories and current banking situations.
本报告将通过所有由麦格理银行提出的主要政策，看战略人力资源管理理论如何与我们目前银行的情况相适应。
Strategic human resource management (SHRM) is a systematization management embedding in organization which will bring sustainable competitive advantage for company.
战略人力资源管理是嵌入企业组织的系统化管理，其核心是为企业带来持续的竞争优势。
Based on the SHRM theories, by reconstruction, the implicit core problems in the three knowledge-creating stages are converted to the problems in human resource management.
并基于SHRM的理论基础下，将三个知识创造阶段中的隐含的核心问题进行问题重构，转化为人力资源管理中的问题。
SHRM differs most from traditional HRM in which it combines HRM with business strategies, and modifies the traditional mode of HRM on the basis of the formation of competitive advantage.
战略性人力资源管理较传统人力资源管理的最大区别在于将人力资源管理与企业战略相结合，并从竞争优势形成的角度对传统人力资源管理模式进行了修正。
But in our country, the Human Resource Management in the company stays at Staff Management period, and it has not reached the requirement of the Strategic Human Resource Management (SHRM).
但是，我国企业的人力资源管理大多数还停留在人事管理阶段，远远没有达到战略人力资源管理(SHRM)的要求。
Therefore studying Strategic Human Resources Management (SHRM) system for life insurance companies in Shandong Province by SHRM theories has a very important theoretical and practical significance.
因此运用战略人力资源管理理论来研究山东省人身保险企业战略人力资源管理系统，具有十分重要的理论意义和实践意义。
Therefore studying Strategic Human Resources Management (SHRM) system for life insurance companies in Shandong Province by SHRM theories has a very important theoretical and practical significance.
因此运用战略人力资源管理理论来研究山东省人身保险企业战略人力资源管理系统，具有十分重要的理论意义和实践意义。
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