中小企业人力资源管理存在的问题及对策研究

当前,我国中小企业在人力资源管理方面存在的问题,主要有缺乏人力资源战略规划,缺乏完善的人力资源开发和培养体系,人员考核与激励机制不规范等,原因在于中小企业缺乏必备的人力资源管理知识,人才观念落后,缺乏良好的企业文化支支撑等。中小企业做好人力资源管理工作,需要科学构建人力资源管理体系,采取积极有效的人力资源管理战略,以科学规范的人力资源配置来为企业的永续发展服务。同时,在做好人力资源规划、培训与开发、考核与激励的基础上,努力构建发展型的企业文化,坚持以人才为本,重视员工在企业中的价值,从而使人力资源管理发挥最大的效用,促进企业实现持续快速发展。     

中小房地产企业人力资源管理存在的问题与对策

目前,我国中小房地产企业人力资源管理存在的主要问题是：管理理念落后,缺乏有效的人力资源管理机制和有利于企业长久发展的企业文化;人才流失严重,人员素质不高;绩效考核体削不合理、激励机制不健全。解决这些问题对策：树立正确的人才观念及规范的人力资源管理体制;进行人才储备,加强员工培训;建立动态、公平的绩效考核体系以及有效的激励机制;打造具有团队意识、以客户为中心的学习型组织文化。     

The Link Between Human Resource Management and Company Performance

ABSTRACT

There seems to be a widespread agreement that human resources are the main source of competitive advantage in modern companies. Consequently, the traditional personnel function is being transformed into the human resource management (HRM), which, in turn, is becoming a part of strategic management with the goal of integrating HRM activities to fit business needs. In this paper, we analyze the transformation of personnel function in Slovene companies, which had to change their behavior due to the transition from socialist to market economy and increased competitive pressures. Our analysis leads to the conclusion that Slovene companies use many different personnel models. Transformation of traditional personnel function into HRM occurred mostly in those companies, which place greater emphasis on people-related goals when formulating business strategy. However, the positive effects of this transformation on company performance still have to be confirmed.     

DHL Bangladesh: Managing headquarters‐subsidiary relations. Comment on DHL Bangladesh: Managing headquarters‐subsidiary relations

This case revolves around Nurul Rahman, a DHL Bangladesh (DHLB) manager who must recommend which of the two human resource information systems (HRISs) DHLB should adopt to alleviate the escalating workload on its human resources (HR) department. The choice between these systems is difficult: the HRIS favored by regional headquarters is significantly more expensive and likely unsuited to DHLB's unique needs, whereas the HRIS favored by DHLB—although likely effective —seems to be incapable of meeting headquarters' strong preference for streamlining human resource systems across disparate Asian subsidiaries. Rahman must carefully balance conflicting stakeholder interests and do so against the backdrop of a politically powerful headquarters that can “make or break” managerial careers. © 2008 Wiley Periodicals, Inc.     

Transforming Human Resource Management Systems to Cope with Diversity

The purpose of this study is to examine how workgroup diversity can be managed through specific strategic human resource management systems. Our review shows that ‘affirmative action’ and traditional ‘diversity management’ approaches have failed to simultaneously achieve business and social justice outcomes of diversity. As previous literature has shown, the benefits of diversity cannot be achieved with isolated interventions. To the contrary, a complete organizational culture change is required, in order to promote appreciation of individual differences. The paper contributes to this discussion by exploring the implications of this change for human resource management, and explaining how the systems of practices should be changed when they are directed to diverse groups. The model designed to test this notion includes: (1) demographic and human capital diversity as independent variables, (2) group performance (measured as innovation outcomes) as the dependent variable and, (3) the orientation of the strategic human resource management system as a potential moderator of this relationship. The main conclusion of the empirical analysis developed is that different patterns of human resource management practices can be used, depending on the type of diversity that the organization faces, and the specific effects that it wishes to manage. Concretely, three alternative management systems are identified in this paper, with different moderating effects. This result has interesting implications for human resource management professionals, explained in the last section. The limitations of this study are also discussed, as well as some issues that future research in this field should address.     

中小企业人力资源管理现状分析

当前我国的中小企业在人力资源管理方面存在部门职能不完善、人才匮乏,培训投入不足、缺乏有效的激励机制、企业文化严重缺失等诸多问题。必须不断完善人力资源管理体系,员工绩效考核及激励、人力资源配置、员工培训和企业文化建设等方面的建设。     

Individual privacy and computer-based human resource information systems

The proliferation of computers in the business realm may lead to ethical problems between individual and societal rights, and the organization's need to control costs. In an attempt to explore the causes of this potential conflict, this study examined the varying levels of sensitivity 223 respondents assigned to different types of information typically stored in computer-based human resource information systems. It was found that information most directly related to the job — pay rate, fringe benefits, educational history — was considered to be the most sensitive. Participants, however, were more concerned about certain types of individuals/groups accessing these systems than about the kinds of information contained in them. Implications of these findings are discussed.G. Stephen Taylor is an Assistant Professor of Management at Mississippi State University. He teaches in the areas of personnel administration and human resource management. His research interests include the application of computers to personnel management, the study of ethical issues surrounding the use of computers, and performance appraisal.J. Steve Davis is an Assistant Professor in the Department of Management at Clemson University, where he teaches courses in management information systems. His research interests include human factors in computer systems, and the impact of computer systems on society.     

‘Green’ Human Resource Benefits: Do they Matter as Determinants of Environmental Management System Implementation?

This article analyses whether benefits arising for human resource management from environmental management activities drive environmental management system implementation. Focusing on employee satisfaction and recruitment/retention, it tests this for German manufacturing firms in 2001 and 2006 and incorporates a rare longitudinal element into the analysis. It confirms positive associations of the benefit levels for both variables with environmental management system implementation on a large scale. Also it provides evidence that increasing levels of environmental management system implementation result from higher economic benefits in the human resource domain. In doing so the article supplies needed quantitative evidence on important aspects of how sustainability relates to human resource management.     

企业人才管理运行机制与协调优化

企业人才资源管理机制的建设是一项系统工程,在组织和个体达成理念共识的前提下,可实现人才资源管理各个环节良好的有效管理,完成从外律他为到内律自为的转变,而这种转变带来了管理能量源于组织文化理念的包容性和进取性。企业人才管理运作机制包括选才、育才、用才和聚才等机制。而机制的有效运行需要解决影响发展的机制障碍,需要进行各个不同模块的制度设计,需要建立方法规范、内容完整的人事制度体系,从而聚合、运用各种资源,形成相互协同的、能够从各个方面整合和激活组织的人才资源,实现人力资源管理持续的提升和改进,才能发挥人的潜能和创造力,达到人才资源管理的目的。     

LOGISTICS MANAGERS' LEARNING ENVIRONMENTS AND FIRM PERFORMANCE

Dynamic changes in the business environment are significantly impacting supply chain logistics, resulting in unprecedented personnel demands. Organizational theorists suggest that personnel management is associated with better performance. However, relatively little is known about effective human resource practices within the logistics industry. The learning organization concept offers logistics organizations a theoretical rationale for promoting learning environments to better leverage employees' knowledge, skills, and abilities and improve performance. This research examines logistics managers' perceptions of individual level learning behavior within their organizations and its relationship to firm performance.     

我国企业人力资源管理存在的问题及其对策

企业在人力资源的选聘、使用、考核、培养等方面存在着诸多的问题与偏差,其应对对策是:大力增强激励机制,积极提供用武之地;注重人才的学习培训;优化人才的专业结构;强调人才的综合素质;科学评估人才的价值;加强企业人力资源机构与队伍建设。     

The value of human resource management for organizational performance

All executives would like to see their organizations perform better, and most search for tools that can help make this happen. For decades, human resource managers have believed that their function enhances performance. This contention has been met with skepticism on the part of executives, who wonder whether funds allocated to the human resource function are good investments. Dozens of studies have examined this issue, but their inconsistent results have provided no conclusions. To resolve a long-standing and controversial question – does human resource management matter for organizational performance? – we take stock of the available evidence. Based on data from over 19,000 organizations, we conclude that human resource management adds significant value for organizations. In addition, the value added is strongest when human resource systems are emphasized rather than individual practices, when human resource management decisions are tied to strategy, and among manufacturing firms.     

The 'Host' State and the 'Guest' Worker in Malaysia: Public Management and Migrant Labour in Times of Economic Prosperity and Crisis

In this contribution, the author reviews the current trends in HRM in the People's Republic of China. He then traces the impact of the post-1992 and 1995 economic reforms on Chinese personnel and industrial relations systems in both joint ventures and state-owned enterprises. Next, data from a recent field-investigation is reported vis-2-vis dimensions of HRM in these enterprises. The contribution particularly focuses on the problems of dimensionalizing HRM practices in such contexts. The author concludes that there may now be a growing but still limited overlap between joint ventures and state-owned enterprises in terms of their human resource policies and practices.     

企业人员退出机制研究

人员退出机制是企业人力资源管理系统的有机组成部分。从人员退出机制的理论解释及实践意义、人员退出机制系统模块和人员退出机制的环境支撑三个维度,对人员退出机制系统的构建进行有益的探索。企业应把人员退出理念融入文化之中,使之成为企业文化的支撑。     

浅谈新时期人力资源的战略性管理和规划

人力资源管理工作对企业经营效果的影响,取决于人力资源的具体政策、体制设计和贯彻实施。在很多情况下,由于人力资源未被充分利用,导致员工的工作效率往往低于其潜在能力。人力资源管理工作的目标是努力提升员工的职责意识、改进员工的技能和动机,调动员工的积极性,进而提高工作效率。人力资源管理工作由若干组相互联系的任务所组成。在安排与执行这些任务时,负有人力资源管理责任的所有人员,都必须考虑法律、政治、经济、社会、文化和技术等各种因素的影响。人力资源管理工作的主要任务有人力资源规划和分析、平等就业机会原则、从事人力资源开发等。     

中国地区间研发资源错配测算与影响因素分析

随着中国的研发投入总量进入世界第一梯队,研发投入(资源)的配置状况成为决定研发产出效率的关键因素之一。本文基于一个包含研发资源价格扭曲的多部门竞争均衡模型,以2001—2016年各省份规模以上工业企业数据为样本,对中国地区间研发资源错配情况及其影响因素进行全面考察。研究发现:(1)各省份之间的研发劳动错配高于研发资本错配,多数省份倾向于过度配置研发资源,省份之间研发资源配置效率总体上呈逐步改善趋势,纠正错配可以使研发产出提升约16%;(2)东部各省份研发资源配置相对较为合理,但研发劳动配置略有不足,中部、西部和东北各省均存在不同程度的研发资源过度配置现象,东部和西部的研发资源配置效率一直在改善,东北和中部则没有表现出持续的改进态势;(3)市场发育程度、偏向性政策扶持、地区创新环境是研发资源错配的主要影响因素,在研发资源过度配置地区,这些因素的作用更为显著。本文的启示是,在当前全面实施创新驱动发展战略的大背景下,政府相关部门在积极引导全社会加大研发投入力度的同时,还应以市场为导向,进一步优化不同地区间的研发资源配置,实现研发效率的提升和经济的高质量发展。     

胜任力在现代中小企业人力资源管理中的价值分析

在人力资源管理中,胜任力的优势和价值主要在于为未来岗位工作提供高绩效的参考标准,能有效配置企业内部各种资源,可以实现企业发展与员工成长的统一,可以更多地关注员工的能力提升、潜能开发,真正体现＂以人为本＂的理念等方面。中小企业的人力资源管理,应以员工的胜任力为基础,将岗位研究和对人的评价分析结合到一起,帮助企业按照经营战略要求和员工个体特征,在个人优势和潜能的基础上对员工进行选拔、绩效评估、员工培训、多层激励,从而实现人力资源的合理配置和绩效提高,驱动员工产生优秀工作绩效、提升企业核心竞争力。     

浅论转制院所科技人员激励机制的构建

转制院所科技人员激励机制的构建一直是人力资源管理者关注的话题,笔者从科技人员的特质着手,结合所在企业科技人员激励机制的实际情况写成本文,以期通过对科技人员激励机制的研究给同类企业以参考与借鉴。     

Human resource systems and competitive advantage: an ethical climate perspective

Drawing on the theoretical insights from the resource‐based view of the firm, this paper explores how human resource (HR) systems may contribute to competitive advantage by facilitating the development and maintenance of five types of ethical climates, and conversely, how HR systems may hinder competitive advantage by inhibiting the development and maintenance of these climate types. In so doing, this paper contributes to the literature by highlighting the resource worthiness of a firm's ethical climates and showing how HR systems may influence that value. In addition, it advances theory that underpins the concept of competitive advantage sustainability and provides a platform for future empirical research.     

Predictors of ethical decisions regarding insider trading

This paper examines potential predictors of ethical decisions regarding insider trading. An interactionist perspective is taken, in which person variables, situational variables, and the interaction of these two sets of variables are viewed as influencing ethical decisions. The results of our study support such a perspective. Ethical decisions regarding insider trading appear to be a function of a complex set of interacting variables related to both the person and the situation. The implications of these findings are discussed.David E. Terpstra is Hearin-Hess Professor of Management at the University of Mississippi. A frequent contributor to management and psychological journals, his current research interests involve business ethics, sexual harassment, and human resource management issues.Mario G. C. Reyes is an Assistant Professor of Finance at the University of Idaho. His research and publications have been primarily in the areas of market efficiency, portfolio management, and financial econometrics. He has participated in the Authur Anderson & Co. Conference on Teaching Business Ethics.Donald W. Bokor's research interests are in the domain of organizational structure and development with implications on human behavior and strategic management.