Since the concept of strategic readiness was put forward by Kaplan and Norton ,resear‐ches on strategic readiness of human capital have become prevalent .Based on literature review , 25 questions under 6 aspects ,w hich represent how to assess and promote strategic readiness of human resource ,are concluded .Taking Neusoft Group as a case ,this paper constructs a theoret‐ical framework of assessing and promoting strategic readiness of human capital ,using the single case study method with document classification and data coding technology .The results show that :(1) the assessing process consists of determining strategic job families ,constructing compe‐tency profile and evaluating strategic readiness of human capital ;(2) the promoting mechanism includes talent acquiring ,talent training and talent drain controlling .On the basis ,the factors which affect the validity of the three mechanisms mentioned above are analyzed .The results show that :(1) recruiting techniques and strategies ,organizational attractiveness and recruiters’ be‐havior have significance in the validity of talent acquiring mechanism ;(2) goal orientation ,atten‐tional advice ,advance organizers ,and preparatory information have significance in the validity of talent training mechanism ;(3) organizational/supervisor’s support ,equitable distribution ,pay‐ment ,promotional opportunities ,and employee initiative have significance in the validity of talent drain controlling mechanism .Based on the findings ,management implications are proposed to suggest how to assess and promote strategic readiness of human capital .%自Kaplan和Norton提出战略准备度的概念之后，人力资本战略准备度方面的研究也逐渐盛行起来。本文在文献综述的基础上，提炼出人力资本战略准备度评估与提升两大层面六个方面的26个问题，以东软集团为研究对象，采用文档归类和数据编码技术，运用单案例研究方法，构建了评估与提升人力资本战略准备度的理论框架。研究发现：评估流程包括确定战略工作组群、构建胜任特征图解、测算人力资本战略准备度三个步骤；提升机制包括人才获取机制、人才培养机制和人才流失控制机制，并在此基础上分析了影响三大机制有效性的因素。在人才获取机制方面，招聘技术与策略、企业吸引力以及招聘人员行为能够提高该机制的有效性；在人才培养机制方面，目标导向、注意性告知、先行组织者以及预置信息能够提高该机制的有效性；在人才流失控制机制方面，组织／上级的支持、分配公平、薪酬、晋升机会以及员工工作自主性能够提高该机制的有效性。基于以上案例研究发现，本文为企业评估与提升人力资本战略准备度提出了相关建议。
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