With human society entering the time of knowledge economy , the person of talent , especially the creative person , becomes the key of economic increment . comparing with prosperity of persons of talent in the time of three kingdoms , present china is faced with the predicament that persons of talent are scanty and use efficiency of hr is low . in this dissertation , from the angle of modern management philosophy and theory of hr management , i try to link with the new conditions of knowledge economy to specialize in the strategy of using persons of talent in the time of three kingdoms . the purpose of this dissertation is to solve the problems in the reality . i chiefly expound three problems in this dissertation . ( 1 ) i expound the legality of three political powers ( including wei , shu and wu ) in the time of three kingdoms . i think the legality of political power is very important in the process of employing persons of talent . ( 2 ) from the angle of the hypothesis of human nature and requirment - inspiring theory in the western management theory , i think if s important that the main leaders could judge a person ' s quality and appoint him properly in the process of hr management . ( 3 ) from the angle of the modern theory of centralization and authorization , i expound that zhu geliang did any thing himself had a bad effect on the government of shu 相比于三国时期的人才兴盛，当前的中国却面临人才缺乏以及人力资源利用效率低下的困境。在论文中，笔者试图结合知识经济的新形势，从管理哲学以及人力资源管理理论的高度对于三国人才战略作出专门的论述，希望能够解决现实中的困惑。笔者在论文中主要论述了以下三个问题： ( 1 )从政权合法性在延揽人才中的重要性以及赢得合法性的有效渠道等方面对三国时期魏、蜀、吴三个政权的合法性进行了分析； ( 2 )从西方管理理论的人性假设以及需求激励理论出发，对三国时期主要领导人物在人力资源管理理论中的知人善任的特点进行了分析； ( 3 )对诸葛亮事必躬亲的现代思考，在这一部分，笔者运用现代的集权和授权理论，结合现代的管理案例，对诸葛亮事必躬亲所造成的严重后果进行了分析。
So , the assumptions for the entrepreneur ' s human nature , basic needs , desires as well as common behavior intention and aims as well as the ideal assumptions of economic " " ought to be " and morality " is " which the entrepreneur achieved and expected , and become a fundamental prefabricate premise of designing the mechanisms of incentive and moral restriction of the entrepreneur ' s behaviors 因此，对企业家的人性假设，对其基本需要、欲望以及一般行为动机和目的的假设，以及企业家所达到的经济实然和所期待的道德应然的理想假设，便成为设计企业家行为激励和道德约束机制的基本预制性前提。
Based on analyses of the origin of problem , a management pattern about how to build the " mentality contract " between enterprise and employee was proposed . many theories , such as hypothesis about humanity , hierarchy theory , inspire and intensify theory , organization behavior , were analyzed . these work made the good foundation of " mentality contract " 在对问题原因分析的基础上，提出了构建企业与员工“心理契约”的管理模式，通过对人性假设分析、需要层次理论以及有关激励、强化理论和组织行为的有关理论的分析，为“心理契约”的构建奠定了较好的理论基础。
The author , with a comprehensive study method combining comparative study with quantitative analysis and qualitative analysis , and positive study with standardized study , starts from the scientific definition of incentive mechanism , creates an analytical environment for incentive mechanism , conducts an all - round humanistic study on logistic cadres , forwards a hypothesis of humanity of " satisfying - human " , and further examines the theory 作者采用比较研究、定量分析与定性分析相结合、实证研究与规范研究相结合的方法，以对激励机制基本命题的科学界定为逻辑起点，构造激励机制的分析环境，通过对后勤干部比较全面的人性分析，提出了“满足人”的人性假设，并进行理论准备。
