| 影响中小企业人力资源管理形式化的因素 |
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| 引用本文： | 李前兵. 影响中小企业人力资源管理形式化的因素[J]. 当代经济管理, 2005, 27(5): 121-124 |
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| 作者姓名： | 李前兵 |
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| 作者单位： | 上海财经大学,上海,200433 |
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| 基金项目： | 国家社会科学基金资助项目“中小企业管理模式与制度变迁研究”(02BJY063)阶段性成果。 |
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| 摘 要： | 大多数中小企业的人力资源管理实践是不正规的,人们一般认为是由于企业规模小导致。本文则从企业规模、企业生命周期、合法性、企业战略、联盟网络、所有者经理的个性六个方面,提出了一个更为全面的解释模型。
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| 关 键 词： | 中小企业 人力资源管理 形式化 |
| 文章编号： | 1673-0461（2005）05-0121-04 |
Influential Factors on Formalization of Human Resource Management in Small and Medium-sized Business |
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| LI Qian-bing. Influential Factors on Formalization of Human Resource Management in Small and Medium-sized Business[J]. Contemporary Economic Management, 2005, 27(5): 121-124 |
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| Authors: | LI Qian-bing |
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| Affiliation: | 1. Shanghai University of Finance and Economics,Shanghai 200433, China |
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| Abstract: | Human resource management(HRM) practices in most small and medium-sized businesses are irregular,which,in general,is caused because of the small scale of the enterprise.However,this paper puts forward a comprehensive new model including six factors,such as business scale,business life cycle,legitimacy,business strategy,alliance networks,characteristics of owner-manager. |
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| Keywords: | small and medium-sized business human resource management formalization |
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