Human Resource Management and Fortune's Corporate Reputation Survey

This study investigates the relationship between human resource objectives and Fortune's corporate reputation score. Questionnaires were received from 83 human resource executives of companies measured in Fortune's survey. The questionnaire measured the degree to which the following HR objectives underlie HR activities: (1) treating employees fairly, (2) improving organizational performance, and (3) complying with the law. Results show that a significant, positive correlation exists between emphasis placed on the fairness objective and corporate reputation.     

基于动态能力的企业人力资源策略研究

随着金融危机的不断蔓延,企业的进一步发展面临着环境变化带来的严峻挑战,组织动态能力以能更好地适应动荡的环境成为关注的重点。企业人力资源策略通过直接或间接对员工技能和行为产生作用从而影响组织的动态能力。     

Human Resource Systems and Ethical Climates: A Resource‐Based Perspective

We know very little about how ethical climates are built and the potential role of a firm's HR system in facilitating the development of this resource. The resource‐based view (RBV) of the firm suggests that human resource systems directly influence a firm's performance through the development of resources that are deeply woven in a firm's history and culture. How this occurs though has not been thoroughly considered in the research literature. Drawing on the theoretical insights from the resource‐based view of the firm, this article explores how HR systems can foster the development and maintenance of five types of ethical climates. In so doing, this article improves our conceptual understanding of why ethical climates may be seen as having strategic value for firms and how HR systems may influence that value. In addition, it contributes to theory by extending the domain of the resource‐based view of the firm by exploring its integration with the varied types of ethical climates. © 2014 Wiley Periodicals, Inc.     

The family and medical leave act of 1993: Employee rights and responsibilities,employer rights and responsibilities

The Family and Medical Leave Act (FMLA) was signed into law on February 5, 1993 after approximately eight years of controversial discussion in Congress. The FMLA provides up to 12 weeks of unpaid leave for eligible employees for the birth or placement for adoption or foster care of a child, to care for a child, spouse, or parent with a serious health condition, or for the employee’s own serious health condition. The Act is intended to help individuals balance their home obligations with their work obligations. This article highlights both employee rights and responsibilities afforded by the FMLA and employer rights and responsibilities under the Act.     

企业信息化人力资源管理

信息化人力资源管理是人力资源管理发展的必然趋势,在企业的人力资源管理过程中起着重要作用。越来越多的企业正在进行人力资源管理的信息化工作。文章考证了人力资源管理信息化的发展历程及其必要性。考察了目前中国企业在人力资源管理信息化的过程中存在的障碍,并且有针对性的提出企业进行人力资源信息化管理的过程中在技术上以及其他方面应该注意的问题。     

<Emphasis Type="Italic">Employment with a Human Face</Emphasis>: The Author Responds

In this article, the author of Employment with a Human Face: Balancing Efficiency, Equity, and Voice responds to the four commentary essays that appeared in the June 2005 issue of this journal.     

支持性人力资源实践与员工工作绩效的关系研究

近年来,随着经济迅速发展,人力资源部开始通过不断尝试实施各种人力资源实践活动来改善并规范企业的管理,人力资源工作人员也逐渐意识到支持性人力资源实践的重要性。支持性人力资源实践包含公平奖惩,员工参与和成长空间三个维度,正能体现组织认同员工贡献、信任员工并对员工进行人力资本投资。本研究以我国珠三角地区企业为主要研究对象,基于339个研究样本,采用文献研究法、问卷调查法,并运用相关分析、探索性因素分析、验证性因素分析和多元回归分析法等,来探讨支持性人力资源实践和工作绩效三者间的关系,并证明了支持性人力资源实践对工作绩效存在显著的正向影响作用。     

高速公路人力资源管理信息系统的改进与创新

本文通过高速公路人力资源管理信息系统的模块构成的分析,阐述人力资源管理信息系统所存的问题,进而提出改进与创新人力资源管理信息系统的具体措施。     

基于员工满意度的物流企业人力资源管理研究

在人力资源理论研究的基础上,分析了影响物流员工工作满意度的主要因素,并结合实际案例,探讨了当前物流企业员工工作满意度的现状,在此基础上寻求提高员工满意度的人力资源管理途径。     

基于“五力模型”的人力资源管理体系

人力资源管理在企业经营管理实践和推动企业发展两方面发挥了举足轻重的作用。本文提出基于"五力模型"的人力资源管理思想探讨企业等组织的人力资源管理活动,同时探讨人力资源管理中的"二八理论"和"长尾理论"现象,来提高人力资源管理活动的功效。     

论信息技术与现代人力资源管理

文章对信息技术对人力资源管理的作用以及影响进行分析,并结合信息技术的优势,对现代人力资源管理在信息技术方面的开发和利用提出的建议,最后,针对21世纪的实际情况,对未来信息技术应用到人力资源的管理中变化做出了阐述。     

人力资源管理审计中的计量技术

人力资源审计在我国还是一个比较新的概念,是针对公司内部人力资源管理的政策、制度、执行程序、操作流程和人力资源信息运用方面的全面稽核,以保证公司政策确实得到有效执行,并且无偏差。在这个过程中,审计的方法和技术直接影响到审计结果的准确性,因此主要介绍了人力资源审计计量技术:数据收集技术和数据分析技术。     

The fusion of privilege and power: ESOPs in theory and practice

The heart of this paper is an examination of the rights of employees, owners, and the corporation. The modern corporation is characterized by the conflict that ensues when ownership and control are independent. Employee stock ownership plans (ESOPs), in theory, serve to realign these disparate interests between the owners and managers of the firm. This article will explore the mechanisms by which ESOPs serve to empower those who possess ownership rights in the corporation. The application of trusteeship theory serves to explain the agency problem that may arise when managers serve as both trustee and beneficiary. Workplace, ownership, and corporate rights are integrated into a stakeholder perspective of rights conflicts.     

基于人力资源产权运作机制的会计制度安排研究

本文以所有权界定为基础,对包括产权结构、权能交易、权益分配在内的人力资源产权运行进行了分析,揭示了基于产权运行人力资源会计程序的内在机制,从产权的初始状态、权能的动态过程、到权益的最终结果为其会计处理设计制度安排,以寻求解决人力资源会计应用所面临的标准问题。     

The Importance of Communicating Workplace Privacy Policies

Employers today are faced with the task of managing workplace privacy, dealing with potential litigation, preserving the confidentiality of company information while protecting the rights of the employee. Since September 11, 2001, employers have faced new challenges including the implementation of new laws and the development of more sophisticated technology. As a result, workplace policies dealing with privacy must be clearly and effectively communicated to all affected workers. The objective of this survey research project was to measure the general public’s attitudes and perceptions of the communication of work place privacy policies. An emphasis was placed on the collection of real world data from multiple business and organizational environments, as opposed to data obtained in a controlled experimental setting.     

The practical view of employee rights

Advocates of employee rights, relying upon moral and legal perspectives, have used moral appeals and the threat of legal sanctions to persuade managers to act responsibly. Drawing on a behavioral perspective and analyzing interviews and literature about employee complaints, this paper develops the practical view. This view emphasizes employees' perceptions of their rights, as represented by eight broad categories of asserted rights, and the subtle costs that employees can impose when their standards of proper treatment are violated. While important differences between the behavioral, legal, and moral perspectives are identified, a general standards-setting framework is presented that indicates the complementarity of the three perspectives and the advantages of a multidisciplinary combination.     

信息化管理在企业人力资源管理中的应用研究

随着企业规模的不断扩大,传统企业人力资源管理面对海量数据进行报表处理,档案管理,文书编辑,信息查询,综合分析等统计工作已经很难满足企业的要求。统计资料缺乏准确性,及时性,需要花费大量的人力,物力,财力等。传统手工方法所表现出来的种种劣势,使人们慢慢意识到管理信息化已成为当代社会发展的一股不可抗拒的洪流。人力资源管理的信息化是社会发展的必然趋势,它以电子信息技术为依托,将软件系统当做平台,最终能够实现低成本以及高效率,动员全员参加的管理过程,全面提升了人力资源的战略地位,使人力资源管理进入一个全新的模式。信息化管理在企业人力资源管理中的应用代表着一个企业的信息化程度,而信息化程度越高,企业越有可能紧跟市场脚步而赢得竞争优势。本文在阐述管理信息化内涵的基础上,分析其在企业人力资源管理中的作用和应用,此外对于如何进一步完善人力资源管理信息化也提出了一些建议,以便帮助企业更好的实现人力资源管理信息化。     

Employee rights and issue-based inquiry: Reflections on papers in the special issue “Law Without Justice”

The articles in this special issue Law Without Justice are reviewed. Although (like many other students of employee rights) the authors did not conceptualize rights adequately, they advanced understanding of employee rights by linking the analysis of concrete rights to the larger social context. Further, by directing attention to the processes of social construction which affect the relationship betweende jure andde facto rights, the articles help to fill an important gap in the existing literature. Some implications for research on employee rights (and applied social science more generally) driven by social issues rather than theories are explored.     

高校图书馆人力资源管理的思考

人力资源是高校图书馆持续发展的基础,而人力资源的管理水平直接决定着图书馆工作的质量,影响着图书馆工作的效应。     

Is Strategic Human Resource Management Socially Responsible? The Case of Wegmans Food Markets, Inc.

In 2005, Wegmans Food Markets Inc., the family-owned supermarket chain, was awarded the number one spot on the Fortune “100 Best Companies To Work For.” Wegmans’ recognition illustrates an exemplary case of strategic human resource management embedded in an overall culture of social responsibility, amidst a highly competitive and low margin industry. We detail Wegmans’ human resource practices and its overall stakeholder orientation, arguing that the treatment of employees as strategic assets constitutes an effective approach to social responsibility. In other words, strategic human resource management can help organizations reconcile the often cited conflict between profits and principles. We therefore begin with an overview of the contemporary supermarket industry, provide a brief history of Wegmans, and showcase the supermarket chain’s human resource practices. In closing, we discuss Wegmans’ stakeholder orientation and comment on the divide between strategic human resource management and social responsibility research.