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人力资源管理所产生的效能如何转化为企业的外部绩效?这一论题在西方管理界争论多年,当前正在成为中国企业亟待解决的现实问题。本文通过对该领域理论流派的梳理和经验研究的评述,以及对中国企业人力资源管理理念、管理模式的分析,从“能力—动机—机会”理论(AMO Theory)的角度,发掘中国企业管理模式上的特色与该理论视角的契合,指出转型期中国企业的“去标准化”用人模式、“集体主义”工作理念和“家庭关怀”员工保障模式在提升人力资源管理效能、促进企业外部绩效增长上所具有的现实优势和面临的未来挑战。
How the effectiveness of human resource management can be transformed into the external performance of enterprises? This topic has been debated in western management circles for many years and is now becoming a real problem to be solved urgently by Chinese enterprises. Based on the review of theoretical schools in this area and the experiential researches, as well as the analysis of human resource management concepts and management modes in Chinese enterprises, this paper explores Chinese enterprises from the perspective of “ability - motivation - opportunity ” (AMO Theory) The characteristics of management mode and the theoretical perspective, pointing out that in transitional China’s enterprises “to standardize ” employment mode, “collectivism ” work philosophy and “family care ” employee support mode in improving human resource management Efficiency and promote the external performance of enterprises have the practical advantages and future challenges facing.