目 录
内容摘要···························································2
一、前言···························································4
二、文献回顾·······················································5
（一）、策略的概念··················································5
（二）、策略类型····················································5
（三）、人力资源管理的架构··········································6
（四）、策略类型与人力资源管理工作的联系····························8
三、研究设计·······················································10
（一）、研究架构···················································10
（二）、研究对象···················································10
四、分析讨论······················································11
五、结论··························································12
参考文献··························································14
结束语及答谢词····················································15
内 容 摘 要
随着社会经济的逐步发展和壮大，企业人力资源的管理和开发也变得越来越丰富，其重要性也愈发明显，充分的利用人力资源是企业取得竞争优势的关键所在。因此，本文通过对各类存款货币机构的研究，研究人力资源管理工作与企业策略类型间的联系，探讨在目前不稳定的金融环境下，各金融机构的人力资源管理工作与企业策略类型间的联系。此次研究在很大程度上证实了过去理论上与实证上的研究，在人员任用来源上，将高级、中级主管及专业人员的任用予以分别探讨，此为实证研究上的改良。并发现采取不同策略类型的机构，在专业人员任用来源没有显着差异且以外部雇用为主，与理论的预测不同，此点值得国内金融机构深思，后续研究也可深入探讨此种现象与金融专业人员流动率间的关联性。
关键词 管理开发 企业策略类型 探讨 关联性
