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一、前言价值链理论是由哈佛商学院教授迈克尔·波特(Michael·E·Porter)于1985年提出的,自上世纪90年代以来,一直是战略管理领域的主流理论。近年来,国内外学者将波特的价值链理论应用到人力资源管理的研究中,并提出了人力资源价值链理论。人力资源管理现在存在着虚拟化管理的趋势。彼得·F·德鲁克(Peter·F·Drucke)曾预言：“在10年至15年之内,任何企业中仅作后台支持而不创造营业额的工作都将外包出去。由此看来,传统的人力资源管理模式已经不能适应现代企业发展的要求了,本文从人力资源价值链的角度分析了对人力资源的虚拟管理,以期抛砖引玉。
I. Introduction The value chain theory was put forward by Michael E. Porter, a professor at Harvard Business School, in 1985 and has been the mainstream theory in strategic management since the 1990s. In recent years, domestic and foreign scholars have applied Porter’s value chain theory to the research of human resource management, and put forward the human resource value chain theory. Human Resource Management There is a trend toward virtualization management. Peter F. Drucke predicted that "in 10 to 15 years, any firm that only backstage supports but does not create a turnover will be outsourced. , The traditional mode of human resource management has been unable to meet the requirements of the development of modern enterprises. This paper analyzes the virtual management of human resources from the perspective of human resources value chain, with a view to initiate.