摘 要：企业生命周期理论为理解组织发展提供了动态视角，而人力资源战略作为企业核心竞争力的关键要素，需与不同阶段的发展需求相匹配。本研究旨在探讨基于企业生命周期的人力资源战略动态调整机制，以提升组织适应性和竞争力。通过文献分析、案例研究及实证调查相结合的方法，本文系统梳理了企业在初创期、成长期、成熟期和衰退期的特征，并构建了与各阶段相适应的人力资源战略框架。研究发现，人力资源战略需根据企业所处生命周期阶段进行灵活调整，包括招聘选拔、培训开发、绩效管理及薪酬激励等关键模块的设计。创新点在于提出了动态调整的具体路径和评估指标体系，为企业实践提供了操作性指导。研究表明，科学的人力资源战略动态调整能够显著增强企业的灵活性与可持续发展能力，为理论研究和管理实践均作出重要贡献。
关键词：企业生命周期；人力资源战略；动态调整
Abstract：The theory of the corporate life cycle provides a dynamic perspective for understanding organizational development, while human resource strategy, as a critical component of core competitiveness, must align with the developmental requirements of different stages. This study aims to explore the dynamic adjustment mechanism of human resource strategies based on the corporate life cycle to enhance organizational adaptability and competitiveness. By integrating literature analysis, case studies, and empirical investigations, this paper systematically examines the characteristics of enterprises during the start-up, growth, maturity, and decline phases, constructing a human resource strategy fr amework tailored to each stage. The findings indicate that human resource strategies should be flexibly adjusted according to the corporate life cycle stage, encompassing key modules such as recruitment and selection, training and development, performance management, and compensation incentives. An innovative contribution of this research is the proposal of specific pathways for dynamic adjustments along with an evaluation indicator system, offering operational guidance for practical applications. The study demonstrates that scientifically adjusting human resource strategies can significantly strengthen corporate flexibility and sustainable development capabilities, contributing importantly to both theoretical research and managerial practice.
引言 1
一、企业生命周期与人力资源战略关联分析 1
(一)企业生命周期理论概述 1
(二)人力资源战略的核心要素 2
(三)生命周期阶段对人力资源的影响 2
二、不同生命周期阶段的人力资源战略特征 3
(一)创立期的人力资源战略重点 3
(二)成长期的人力资源战略调整 3
(三)成熟期与衰退期的战略转变 4
三、动态调整机制的设计与实施路径 4
(一)调整机制的理论框架构建 4
(二)关键驱动因素分析 5
(三)实施路径与操作方法 5
四、案例分析与动态调整效果评估 5
(一)典型企业案例选择 6
(二)案例中调整机制的应用分析 6
(三)调整效果的量化评估 7
结论 7
参考文献 8
致谢 8
关键词：企业生命周期；人力资源战略；动态调整
Abstract：The theory of the corporate life cycle provides a dynamic perspective for understanding organizational development, while human resource strategy, as a critical component of core competitiveness, must align with the developmental requirements of different stages. This study aims to explore the dynamic adjustment mechanism of human resource strategies based on the corporate life cycle to enhance organizational adaptability and competitiveness. By integrating literature analysis, case studies, and empirical investigations, this paper systematically examines the characteristics of enterprises during the start-up, growth, maturity, and decline phases, constructing a human resource strategy fr amework tailored to each stage. The findings indicate that human resource strategies should be flexibly adjusted according to the corporate life cycle stage, encompassing key modules such as recruitment and selection, training and development, performance management, and compensation incentives. An innovative contribution of this research is the proposal of specific pathways for dynamic adjustments along with an evaluation indicator system, offering operational guidance for practical applications. The study demonstrates that scientifically adjusting human resource strategies can significantly strengthen corporate flexibility and sustainable development capabilities, contributing importantly to both theoretical research and managerial practice.
Keywords: Enterprise Life Cycle；Human Resource Strategy；Dynamic Adjustment
引言 1
一、企业生命周期与人力资源战略关联分析 1
(一)企业生命周期理论概述 1
(二)人力资源战略的核心要素 2
(三)生命周期阶段对人力资源的影响 2
二、不同生命周期阶段的人力资源战略特征 3
(一)创立期的人力资源战略重点 3
(二)成长期的人力资源战略调整 3
(三)成熟期与衰退期的战略转变 4
三、动态调整机制的设计与实施路径 4
(一)调整机制的理论框架构建 4
(二)关键驱动因素分析 5
(三)实施路径与操作方法 5
四、案例分析与动态调整效果评估 5
(一)典型企业案例选择 6
(二)案例中调整机制的应用分析 6
(三)调整效果的量化评估 7
结论 7
参考文献 8
致谢 8
