现代人力资源管理的新工具——文化审计

人力资源部门对于企业组织最好的建设就是营造一个适合企业生存的文化氛围,最终对企业业绩做出很大的贡献。然而,如何衡量人力资源部门对组织的绩效贡献,人力资源部门对组织战略的贯彻结果起到如何作用,如何来评判人力资源部门经理的业绩,这些都是困扰职业经理们很久的问题。本文通过采用一个创新的审计手段来进行企业人力资源管理的业绩分析,从另外一个角度对这些软性指标进行量化分析,从而实现人力资源部门对整个组织绩效的贡献度的衡量。另外,本文还具体介绍了“文化审计”的步骤、内容和工作程序。     

Innovation in service internationalization: the crucial role of the frantrepreneur

This paper introduces the concept of a new entrepreneurial role in services that we call the frantrepreneur. This is based on two case studies of the internationalization of two US franchisors, one in temporary services (Sweden) and the other in computer training (Australia). The frantrepreneur is defined as a franchisee who innovates by adapting a standard service concept to meet local conditions. This role is a further refinement of a series of earlier concepts concerning entrepreneurship roles such as the intrapreneur. This paper provides an indepth evaluation of the roles adopted by the frantrepreneurs and how they changed the original service concept. They did not passively accept the standard service concept and they developed an unusual partnership role with their franchisors with a two-way influence over the business. Although the innovations of frantrepreneurs were mostly in the form of small and incremental changes they standardized their developments to facilitate further adoption. The frantrepreneurs appear to play an important role in smoothing the adaptation and adoption of innovation in the internationalization of a franchise operation.     

Correlates and consequences of high involvement work practices: the role of competitive strategy

Illustrative of world-wide trends, New Zealand has undergone drastic product and labour market reforms in an attempt to stimulate economic growth and national competitiveness. Towards this goal, firms have been urged to emphasize differentiation strategies in their approach to their markets and also to become more progressive in their management of human resources. This study finds that whereas more intensive use of high involvement work practices promotes firm effectiveness, this effect depends on the competitive strategy being pursued. The use of high involvement work practices is positively associated with performance in firms competing on the basis of differentiation and shows no relationship in firms pursuing a strategy of cost leadership.     

Human resource management in the public sector

This article charts the currents in public sector reform and examines how contemporary HRM articulates to the change agenda pursued in the public sector. It notes the differences between the traditional bureaucratic model and the new management approach of public sector operation and activity. It explores how the institutional, policy and organizational changes delivered a new paradigm of managing members of public service organizations.     

机器学习在人力资源管理领域中的应用研究

本研究关注的是机器学习在人力资源管理领域的应用,通过目前已有研究的梳理,以了解在人力资源管理领域中人工智能/机器学习的应用程度和研究热点。同时,基于管理实践,本研究提出了人力资源管理者如何利用算法,以有价值的方式处理和解释数据,将其真正应用于人力资源管理的六大模块工作中,以降低管理成本,提供不断增长的优势和潜力。最后,在现有学术研究和管理实践的基础上,本研究列举了机器学习在人力资源管理领域应用可能面临的挑战,以及未来的研究方向,以期为后续的研究提供一定的参考。     

Human resource management in Botswana: approaches to enhancing productivity in the public sector

Public-sector productivity is an issue that is now squarely on the agenda in the global arena. In recent times it has also emerged in the research and literature on human resource management and development as a significant aspect of the advocacy for re-engineering or re-inventing government, entrepreneurial government, quality management in the public sector, public sector efficiency and so on. This paper discusses and analyses productivity in the public sector in Botswana, the current approaches being employed to enhance it, and advocates, from a human resource management perspective, policy areas which can be beneficial for the sustainable enhancement of that productivity in the country.     

电子商务项目的人力资源管理刍议

"十二五"期间,电子商务已成为助推国家经济转型与变革,提升国家创新和可持续发展能力的重点产业。随着电子商务产业的快速发展,电子商务项目管理也提到了重要的议事日程,其中的人力资源管理成为项目成功的制约因素。本文在阐述电子商务项目管理和传统项目管理之区别的基础上,总结了其特性及目前存在的问题,并结合企业实践,提出了加强和提升电子商务项目人力资源管理的建议和对策,以期对电子商务项目管理实践有所启迪。     

Change and development in pluralistic settings: an exploration of HR practices in Chinese township and village enterprises

Very few systematic studies have been conducted on the managerial practices of Chinese Township and Village Enterprises (TVEs) despite their increasing contributions to China's economic development. Focusing on the HRM practices in ten different TVE organizations in a new city in Southeastern China, this study aims at filling a gap in the literature by exploring the general HRM practices in those organizations. Results show that HRM practices in TVEs, although still relatively primitive compared to those in state-owned enterprises (SOEs), have been much more formalized recently. Employees are now mostly selected rather than referred by existing employees or ' guanxi ' as they were previously. New employees in many large TVEs are now trained through formal procedures rather than through apprenticeships, and pay is tightly linked to performance and skill levels. However, in smaller TVEs, HR practices are less formalized. The study points out that the firm size may be an institutional factor affecting the implementation of formal HRM practices. Yet, regardless of the form of personnel management, HRM practices are shown to be a very important factor in the economic success of TVE firms. Further studies are necessary to understand HRM and other managerial practices in TVEs and to test the relationships between HRM practices and firm performance among the TVEs.     

Modes of convergence and divergence: an integrative view of multinational practices in Pakistan

The last two decades have witnessed an immense growth of globalization activities, making the study of multinationals a very popular one. However, most of these studies have focused upon the use of socio-cultural variables to support the divergence theory or upon contextual and organizational variables to support the convergence theory. In the present study, it is debated that both sets of variables must be used in combination to develop a comprehensive understanding of various issues that multinationals face. A sample of five multinationals operating in Pakistan is analysed and classified as per the various modes of convergence-divergence proposed by McGaughey and De Cieri (1999) after an investigation of organizational, socio-cultural and contextual variables. The conclusion drawn is that both convergence and divergence issues may occur simultaneously in the process of human resource management (HRM) change; and that the variables used to explain them are, in fact, not immutable in nature, as has been assumed by many.     

Cultural barriers in the transferability of Japanese and American human resources practices to developing countries: the Turkish case

Multinational enterprises can be expected to increase their chances of success by understanding the socio-cultural systems of the regions in which they operate. This paper examines the applicability of Japanese and American human resources management practices in Turkey within a socio-cultural perspective. Emphasizing the contextual differences between developing and industrialized countries and comparing work-related values of the three countries, the paper argues that Japanese human resources practices are more compatible with Turkish societal characteristics than are their American or Western counterparts.     

企业人力资源管理有效性研究

本文通过分析企业中人力资源经理和直线经理对人力资源管理实践的相关问题的认知评价,研究了中国本土企业的人力资源管理实践有效性的问题。研究数据表明,目前企业中直线经理和人力资源经理对于人力资源管理各功能的重要性认知相同,但在人力资源管理对于企业内部客户服务的有效性的认知和评价标准存在显著差异。本研究的意义在于帮助企业从人力资源管理职能的角度,加强人力资源管理系统与企业战略目标实现的匹配,为改善企业业绩的“捆绑性”的实践提供实证依据。     

How new venture initial public offerings benefit from international operations: a study of human resource value

When internationalization goes beyond simply having international sales to having international operations, organizations can benefit from diversity of ideas and knowledge. Our study focuses on a special class of companies called new venture firms. As younger organizations, they may be well equipped to embrace the unique benefits of international diversity. However, new ventures may not be equal in this regard; therefore, our study also explores the moderating effect of human resource value for these firms.     

Ethnicity and human resource management practice in sub-Saharan Africa: the relevance of the managing diversity discourse

The paper explores issues of human resource diversity in the multi-ethnic societies of sub-Saharan Africa, arguing that ethnicity constitutes a primary dimension of diversity. The influence of ethnicity on employment relations in organizational life in this region is examined and whether the discourse of managing diversity could be applied to manage such diversity. The paper argues that, if the ethnic diversity found in African organizations is well managed, this could enhance organizational harmony and effectiveness. Further, if organizations in Africa deliberately embrace approaches of 'inclusion' rather than 'exclusion' in managing their human resource and appreciate the inherent employee 'difference', it could improve the image and effectiveness of organizations operating here. At the same time, there is a need to adapt such approaches to the cultural specificity of local contexts.     

In search of the changing role of the corporate human resource function in the international firm

There has been considerable research on the issues of board-level representation by personnel/HR directors and senior HR managers' involvement in strategic decision making. Since the early 1990s there has been a growing interest in international HRM, reflecting the growing recognition that the effective management of human resources internationally is a major determinant of success or failure in international business. There is also evidence that HR constraints often limit the effective implementation of international business strategies. More recently, it has been argued that the more rapid pace of internationalization and globalization leads to a more strategic role for HRM as well as changes in the content of HRM. Yet, while there have been some attempts to integrate international corporate strategy and human resource strategy, surprisingly, the role of the corporate human resources function has been neglected, particularly in the context of the international firm. This article seeks to redress the balance. The question addressed is: what is the role of the corporate HR function in the international firm? To answer these questions empirical research was conducted in thirty UK international firms. We found an emerging agenda for corporate HR in international firms which focuses on senior management development, succession planning and developing a cadre of international managers. We conceptualize this as a strategic concern with developing the core management competences of the organization, and argue that it can be usefully analysed from the perspective of the learning organization.     

Could HRM support organizational innovation?

Nowadays, it has become clear that the capacity of organizations to innovate and manage their human resources can be sources of competitive advantage. Recently, literature also asserts a positive relationship between human resource management and innovation. However, very little empirical research has specifically addressed those relationships. Using structural equations modelling with data collected from 173 Spanish firms, this study analyses them. Our findings show that innovation contributes positively to business performance and that human resource management enhances innovation. Implications for both academics and managers as well as future research lines are discussed.     

A comparative analysis of certification in human resource management

This comparative analysis explores the certification process in three leading organizations in the USA, Canada and the UK. The findings show considerable similarity across countries concerning the major stakeholders and certification criteria. Conversely, they reveal major differences with respect to the basic assumptions underlying the programmes, the standards and qualifications, the programmes' complexity and the programmes' integration with the government, industry and academia. Dissimilarity also exists in the certification process. Hence, certification programme models for each organization are advanced to illustrate the process. Moreover, an overall strategic programme framework is developed for all the agencies collectively. Finally, suggestions for future research are provided.     

Management training and education in the People's Republic of China

Management education and training is an important means of improving the competence of managerial personnel in any economy, and managerial talent is a necessary condition for successful economic development. From the beginning of the open door policy, the People's Republic of China has recognized this need. However, ideological road-blocks, a rather narrow interpretation of modern management, absence of a consistent national policy on managerial education and training and lack of qualified faculty have stifled the development of managerial talent. The worsening fate of the state-owned enterprises has been linked to a shortage of qualified managerial personnel and that shortage continues to be a key operational concern for foreign companies establishing operations in China. This paper traces and describes the historical development of management education and training in the PRC, and explains the current state of affairs. An analysis of political, structural, policy and attitude issues leads to the conclusion that problems remain which could severely hamper China's continued programme of economic reform.     

香港政府效能管理浅析

在世界范围的新公共管理改革理念影响下,香港政府通过加强效能管理,增强责任意识,精简行政架构, 引入新人力资源管理等措施都有效地提升了政府行政效能,改善了政府服务,取得了成功经验。香港政府提升政府效能的经验无疑会对内地的公务员队伍专业能力建设产生积极的借鉴作用。