| The knowledge economy is becoming more and more dominant as a new and vital type in social economic activities. The intensity of knowledge , the diversity and synthesis of development,the invisibility of investment, the globalization of economy and the continuence of development are attacking every corner of society and changing the internal and external environment of the corporation greatly. Organizations are facing serious tasks in gaining sustainable competitive advantages.Human resources are the basis of the corporations .those who want to own greater capacity and gain more competitive advantages should promote the ability of managing human resources completely. So the HRM is much more important and decisive to the corporation than ever before. It has been put on the history schedule of the corporation.However ,the HRM in our country only carry out the design of the post ,the recruitment and disposition of employees, the encouragement and training to the employees and the like.the HRM only play a tactical role, it obviously can't adapt to the various challeges the corporate faces in knowledge economy era. So its imperative and extremely urgent to contact the HRM with the corporate strategy, let the HRM take part in the corporate strategy management courses, and implement human resources strategy.There are five chapters in this thesis.The first section is preface. It introduces the purpose of choosing this theme. The purpose is to make corporates recognize deeply through knowing the disadvantages of the traditional pesonnel management.that if they want to own greater capacity and gaining more competitive advantages in the knowledge economy era, they should implement the HRM strategies, or they will die.The second section starts from the history development of HRM and reviews its history course in the 20th century. From western classic economy that treat people as the same as the capital and the land , to the appearance of personnel administration in scientific management activity in the first 20th century, to the organized behavior school who mentioned the social people in 1930s ,and to the emergence of HRM concept. Then the thesis compares the traditional personnel administration with the modern HRM and points out thatthe modern HRM doesn't deny the traditional personnel administration completely, but develop its advantages and discard its disadvantages.The third points out the changes of the corporates' internal and external environment in knowledge economy era. From the external environment, the globalization of economy makes all the corporates face international competitiveness inevitably, including product competition ,market competion,and talent people competition. From the internal environment, the organization is tending to be internet, flatness, flexity, diversity and globalization. These changes raise three competitive challenges to the human resources, that is , the challenges of competitiveness globalization, the challenges of satisfing the benefits of interrelated groups and the challenges of inplementing high performance system.,and thus concludes the urgency of implementing the HRM strategy.Before implementing HRM strategies , we should first study the HRM strategically, and then make strategical choices .so in the fourth section, the thesis undertakes the strategical study of HRM, expounds from three aspects: the necessity of implementing strategy ,the integration of the human resources and strategy management course and program, and the practice of strategical human resourses.In the last section of this thesis, it studies how to choose the HRM strategies through the reorganization of structure, the outsouring of the business, the recreation of technological process and the use of new technology . and thinks that corporates can formulate human resources strategies through two aspects planning course, coordinate and interrelated course, independent course or integrate course. Corporates should not only make the employees' expectancy consistent with the strategies...
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