中国社会科学院第13届国际问题论坛观点综述

2005年12月27日,由中国社会科学院科研局和中国社会科学院世界经济与政治研究所共同主办、<国际经济评论>编辑部承办的中国社会科学院第13届国际问题论坛--全球经济失衡及其对中国的影响在北京举行.国务院研究室、国家发展与改革委员会、国务院发展研究中心、全国人大财经委、财政部、商务部、中国人民银行、国家外汇管理局等政府部门官员,北京大学、清华大学、中国人民大学、北京师范大学、复旦大学、上海社会科学院和中国社会科学院国际片等专家学者,共60多人参加了会议和相关讨论.     

HUMAN RESOURCE MANAGEMENT AND INDUSTRIAL RELATIONS[1]

Human resource management (HRM) is a term which is now widely used but very loosely defined. In this paper it is argued that if the concept is to have any social scientific value, it should be defined in such a way as to differentiate it from traditional personnel management and to allow the development of testable hypotheses about its impact. Based on theoretical work in the field of organizational behaviour it is proposed that HRM comprises a set of policies designed to maximize organizational integration, employee commitment, flexibility and quality of work. Within this model, collective industrial relations have, at best, only a minor role. Despite the apparent attractions of HRM to managements, there is very little evidence of any quality about its impact. Furthermore very few UK organizations appear to practise a distinctive form of HRM, although many are moving slowly in that direction through, for example, policies of employee involvement.