基于职业能力培养的高校人力资源信息化教学模式

人力资源管理信息化,是企业对人力资源管理的职业能力提出的更高要求,但是高校人力资源管理的教学方式却难以适应这一需求。因此,需要对人力资源管理教学进行改革,建立以职业能力为中心的人力资源信息化教学模式,以提高学生的应职能力。     

Integrating human resource management and corporate strategy: A preview of the 3M story

This article describes the initial stages of an endeavor to bring about an integration of strategic management and human resource management in a major manufacturing organization—3M. The focus is on the agenda of the organization's Vice President of Human Resources for bringing about the innovation through a systematic program of cultural analysis, professional development of line managers and human resource specialists, restructuring of the human resource management organization, and creation of a new partnership between line and human resource managers.     

论公共部门人力资源管理者职业化的现状与路径

公共部门人力资源管理者的素质高低对公共部门形象和职能的实现以及人民群众生活质量有着重要影响,因而提高公共部门人力资源管理者的素质,就必须走职业化道路;我国目前公共部门人力资源管理者的素质和现状已经不适应我国由人力资源大国向人力资源强国转变的需要;必须通过建立健全职业资格认证制度,加强职业道德塑造良好的职业形象,注重自身职业生涯的开发与管理等途径实现。     

做好专业技术人员管理工作浅谈

专业技术人员是医院人力资源的主体,管理专业技术人员是医院人力资源工作的重点。管理者应针对专业技术人员的特点,探寻专业技术人员成长规律,不断完善管理机制,积极提高他们的工作热情,为他们提供充足的发展空间,用心管理专业技术人员,使他们安心工作,为医院事业发展贡献力量。     

Organization and human resource professionals in transition

A critical issue confronting business management in the 1980s is how to successfully manage organizations and human resource issues at a time of rapid changes in markets, products, technology, and competition. These issues are aggravated by changing social values, government legislation, and international economics which impact on human resource managers even more. This article argues for a new type of professional, one who combines expertise in aligning the organization structure and culture with human resource systems and business strategy. The organization and human resource professionals (O&HR) role described is not totally new but a logical next generation extension of a role currently found at General Electric.     

Leveraging entrepreneurial ecosystems as human resource systems: A theory of meta-organizational human resource management

Entrepreneurs require human resources to establish and scale their ventures; however, constraints often prevent entrepreneurs from investing in formal human resource systems. How entrepreneurs overcome human resource challenges by leveraging their entrepreneurial ecosystems as informal inter-organizational talent management systems has been overlooked by scholars. We propose a model of entrepreneurial ecosystem human resource management, theorizing that ecosystem participants collectively perform the human resource management function for entrepreneurship communities. Drawing from economic rents theory, we explain how entrepreneurial ecosystems encourage a form of meta-organizational human resource management that allows ecosystem participants to coordinate talent acquisition, learning and development, performance management and rewards, and retention. Coordinated entrepreneurial ecosystems improve entrepreneurial performance by sourcing talent, onboarding selected members, enculturating ecosystem values, developing entrepreneurial skills, and retaining human resources, which in turn generates rents. We discuss how our theory catalyzes research at the HR and entrepreneurial ecosystems interface and reveals insights for practitioners.     

The SHRM learning system—A brief history

This article presents an historical overview of the HR Learning System of the Society for Human Resource Management (SHRM), the origins of the Learning System, and its ties to the process of certification by the Human Resource Certification Institute (HRCI). The evolution of the Learning System is described, as well as how content is developed. The growth of the Learning System in its many platforms will be utilized in 1999 by over 14,000 individuals—many, as mentioned above, for purposes of certification and an equal number for purposes of general professional development in human resource management. © 1999 John Wiley & Sons, Inc.     

Was eigentlich ist „gutes“ Personalmanagement? Einige Anregungen zur Professionalisierungsdebatte

It seems to be a simple question: What is meant by professional and successful human resource management? Finding a serious and theoretically grounded answer, which is empirically proved, turns out to be quite complicated. There is a long history of research in human resource management: Many debates at conferences facing the improvement of human resource management have been held. Lots of publications by practitioners, consultants and academics have been written. But there is still no concrete answer found which meets the demand for rigor und relevance.     

构建员工全职业生涯人才培养体系

企业通过人力资源管理的方式对员工的职业生涯进行规划,使之与企业的发展目标相结合,实现企业与员工双赢的目的。本文通过寻找员工的个人发展需要,使其与企业理念相一致,采取措施帮助员工不断提高自我,进而建立和完善人才培训体系,拓宽员工的职业通道,为企业发展提供参考依据。     

Transforming Human Resources in the New Economy: Developing the Next Generation of Global HR Managers at Deutsche Bank AG

This article illustrates how global player, Deutsche Bank, has managed to achieve a change of direction for its HR function: becoming a strategic partner to the business. Follow the authors step by step in this transformational process to see how this change management program developed from strategy to action, making every HR professional at DB a change agent. Find out how strategic competency definition, human resource development, and state‐of‐the‐art information technology acted as levers to engage Deutsche Bank's HR community on this journey. © 2001 John Wiley & Sons, Inc.     

金融风暴下中小企业人力资源管理的思考

由美国次贷危机引发的金融危机己经为实体经济带来了冲击。很多中小企业也相应的采取措施,应对经济危机。本文通过分析金融风暴对中小企业人力资源管理的影响,应用人力资源价值链模型提出应对策略。     

Reexamining professional certification in human resource management

This article explores certification issues in human resource management based on a survey of four well-known associations. First, it distinguishes certification from accreditation and licensure. Second, it presents information on certification practices, policies, and standards for four major certifying organizations. Third, it discusses the benefits and drawbacks of certification at the individual, company, and professional levels. Lastly, it points up the importance of continued research on certification in the human resource management field. © 1995 by John Wiley & Sons, Inc.     

Internet professionals: job skills for an on-line age

The paper explores the increasing popularity of the Internet technology Singapore. It argues that the diffusion of Internet technology to South-East Asia would create new duties and responsibilities for human resource (HR) managers. One such duty is the identification of the skills which professional Internet staff would need to perform their work effectively in organizations. Using a triangulation research method, empirical study has identified the new professional Internet jobs which have emerged the IT industry in Singapore and the skills that professional Internet personnel require do their jobs effectively. Analysis of the findings indicates that professional Internet skills involve both technical and creative abilities and that, in explaining or defining professional Internet skills, it is necessary to use both the technical and the social conceptions of skill. This argument is based on the view that the creative skills include tacit skills so that a definition based solely on the technical conception of skill cannot capture the various dimensions of Internet skills. The implications of the research findings for human resource managers are raised.     

监理企业转型发展全过程工程咨询服务人力资源管理对策研究

随着监理行业市场竞争日益激烈,业务趋于饱和,收费越来越低,大部分监理企业面临生存威胁,转型发展是唯一出路,近年来,国家政策鼓励设计、监理等企业转型发展全过程工程咨询。监理企业要想转型发展全过程工程咨询,必须具备一支专业技术实力强、综合管理能力高的人力资源队伍,本文在分析了监理企业人才现状的基础上,提出了监理企业转型发展全过程工程咨询服务的人力资源管理优化对策,为监理企业转型发展提供参考。     

Labour inclusion of people with disabilities in Spain: the effect of policies and human resource management systems

Abstract

This research answered the question of which elements, linked to HR management, facilitate the labour inclusion of people with disabilities. We analysed the existence of policies in different organizations, and the interaction between these policies and the adaptation of the human resource management systems in order to archive effective labour inclusion. Spanish Human Resource managers answered a questionnaire theoretically based on the Human System Audit model. Results showed that the existence of a strategic plan for the normalization of disability in the work environment effectively leads to high levels of inclusion. This is especially relevant for those organizations that have not adapted the systems of training, professional development and internal communication to people with disabilities. The added value and newness of this research lies in bringing empirical evidence on the role of a strategic plan to normalize disability in the work environment, a policy with an internal- and external-focus, as a diversity strategy roadmap in the framework of an inclusive culture.     

高绩效人力资源管理系统的演变与形成——基于中国创业板上市公司的案例研究

创业板公司上市后,解决了资金问题,人力资源管理却面临着严峻的挑战。本研究运用案例研究方法,深入分析创业板公司从民营公司走向公众公司过程中高绩效人力资源管理系统的演变与形成,认为高绩效人力资源管理系统是随着企业不同发展阶段的需要而不断的演进,并构建出高绩效人力资源管理系统的演变与形成模型。研究提出:企业家要用批判的眼光审视企业的人力资源,善于吸纳优秀的人力资源;运用高层管理者促进企业文化的形成;运用企业文化促进高绩效人力资源管理系统的形成。     

人力资源开发学科:在争议中健康发展

在20世纪90年代,人力资源开发作为一门学科在国际领域内达成共识,人力资源开发专业逐渐壮大。人力资源开发在经历理论的不断的成熟和实践地位的提高,在培育个人专业素质和提升组织绩效方面具有重要作用,逐渐向一门成熟学科迈进。然而,在该学科发展道路中,由于受到学科属性、研究切入点和文化属性影响,人力资源开发学科发展中产生许多争议。当今,人力资源开发的学科身份、本质、理论与实践的关系和未来发展存在的争议,但人力资源开发作为一门独立学科将健康发展。     

An agency theory perspective of the Israeli labor market segmentation: Past,present, and future

In this paper we use agency theory to present a process of the dichotomization of the Israeli workforce into two structures, each representing distinct organizational cultures. The first structure is the private sector, led by the high-tech industry; a model where the principal has strong control over the activities of the agent. The second is the public sector, an opposing model in which the principal has virtually no control over the activities of the agents and as a result, the effectiveness within this sector deteriorates. We argue that such conflicting systems cannot exist side by side without affecting each other and we suggest a role for human resource management (HRM) in future developments. Within the public sector it is the responsibility of the principal, the Israeli government, to gain more control over the agent and employ professional HRM systems for this purpose.     

国外人力资源会计研究的学术倾向——基于国际权威会计期刊的数据分析

文章以目前会计界公认的5份顶尖国际学术期刊2000年至2009年所刊载的人力资源会计的53篇文章作为研究对象,对国外人力资源会计学术界的研究现状进行分析,反映进入21世纪以来国外人力资源会计研究的演进特征与变化,进而探讨国外人力资源会计研究的学术倾向。     

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。