If HR were really strategically proactive: Present and future directions in HR's contribution to competitive advantage
区分了人力资源的战略反应模式与前瞻模式，指出前瞻模式通过培养创新文化、促进并购及连接内部流程与市场变化来创造竞争优势，对HR从业者和战略管理者有参考价值。
Current business conditions mandate greater competitive advantage from HR agendas and processes. To add greater competitive advantage, HR must contribute strategic value against criteria from customer and capital markets. HR can add strategic value either reactively or proactively. In its strategically reactive mode, HR assumes the existence of a business strategy and adds value by linking HR practices to the business strategy and by managing change. In its strategically proactive mode, HR creates competitive advantage by creating cultures of creativity and innovation, by facilitating mergers and acquisitions, and by linking internal processes and structures with ongoing changes in the marketplace. This article defines and describes these specific practices through which HR can contribute to greater competitive advantage. © 1999 John Wiley & Sons, Inc.