创建一个人力资源战略框架,首先,你应该知道这个新建公司的业务。你需要精通你会处理的员工和职位类型。你需要在你设计出一个框架工作坐下来与你的商业伙伴和业主进一步详细了解。可以多次考虑后拿出最后的草案，分享给其他的人力资源专家和得到他们的建议等。

To frame a HR strategy, firstly, you should know the business of this company.You need to be well versed on types of people and positions you will be dealing with. You need sit down with your Business partners and the owner to further understand in detail before you come up with a frame work. Review it as many times as you can and come out with the final draft and share it with other fellow HR experts and seek advice, etc.

从一个目标或组合,例如生产力、高质量的劳动力等等,然后识别核心原则,该组织希望进行的人力资源工作,即人员选拔和发展、薪酬和福利、职业生涯管理和良好的公司治理。

Start with a goal or combination thereof, e.g., Productivity, Quality Workforce, etc. then identify core principles that the organization wishes to pursue in the HR Wheel, i.e., Personnel Selection and Movement, Compensation and Benefits, Career Management and Good Governance. 

在这之后，你需要准备的繁杂过程分析。如果你可以想象一个圆圈,里面是你的目标/影响等因素所包围：

After this you are ready for the tedious process of analysis. If you may visualize a circle, inside it is your goal/impact surrounded by such factors as 

1) 管理控制/限制Management Control/Limitations, 

2) 合规-基本符合强制性要求Basic Compliance with mandatory requirements, 

3) 可持续竞争力Sustainable Competitiveness 

4) 员工的优势Employee Advantages

介于1和2之间,可以考虑SA 8000作为控制;

between 1 & 2, may consider SA 8000 as control; 

在2和3之间,管理伦理/文化与人员管理;

between 2 & 3, management ethics/culture vs. people management; 

在3 & 4、行业最佳实践与公司的优点和缺点;

between 3 & 4, Industry best practices vs. company strengths and weaknesses;

在4 & 1,考虑劳动法律和法学。

between 4 & 1, consider the labor law and jurisprudence. 

框架策略之前要考虑所有这些，再去实施如薪酬管理、招聘、员工发展、纪律管理等。

Consider all these before framing strategies for such items like salary administration, recruitment, T&D, discipline administration, etc.

人力资源战略是根据企业发展战略。评估组织的企业战略，找到关于人力资源的部分, 了解人力资源审计可用的知识、技能、经验，了解与公司战略人力资源的需要。

HR strategist is developed based on the corporate strategy. Assess what the organization corporate strategy is about HR, Conduct HR Audit to know the available knowledge, skill and experience in relation to the corporate strategy HR needs.

相关的人力资源策略如下:

The relevant HR strategy are as follows:

1) 人力资源的使命/愿景对齐到公司

HR Mission/Vision aligned to company

2) 人力资源价值观与公司的统一

HR Values aligned to those of company or same

3) 关键成功因素,如人、系统、通讯、基金等

Critical Success Factors such as People, Systems, Communication, Funds, etc

4) 确定人力资源需求(从其他部门的战略会议)

Identified HR Needs (from the other departments' strategy sessions)

5) SWOT(识别HR正在做的事情,那些HR需要停止做和HR需要介绍的新事物和/或方法)。大多数元素的人力资源价值链通常覆盖在这一节和前面两个以上。

SWOT (Identify things that you're doing well, those you need to stop doing and new things and/or ways you need to introduce). Most elements of the HR Value Chain are often covered in this section and the two preceding above.

6) 确定你的战略目标的基础上面的

Determine your strategic objectives based the above

7) 分解目标成关键绩效指标

Break the objectives down into KPIs.

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