这意味着，在公司内存在战略上的“核心”与“非核心”资源与能力，只有那些核心竞争力产生显著而持续的差异。

This means that, there are strategically 'core' and 'non-core' resources and capabilities in a firm, of which only core competences make significant persistent differences.

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虚拟组织在注重核心竞争力培育的同时，将核外业务转移给其他组织，这为人力资源管理的虚拟化打开了大门。

Virtual organizations transfer the core business to other organizations while paying attention to growing the core competition ability, it opens the door to the virtual human resource management.

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这两方面的变化要求大型企业具有资金、管理以及人才等方面的综合优势，而中小型企业要具备专业上的核心竞争力。

So having the synthesis predominance on capital, management, intelligence etc in big corporations and core competence in small corporations are required.

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