Human Resource Management should be more strategic

Today's business environment is placing unparalleled demands on organizations to discover ways to operate more efficiently, while quickly responding to changing needs and demands in business and environment. Both new approaches and techniques are needed to meet these demands (Dangayach,2001). So, human resource management needs a long-term strategy and to be corresponding with a company's business strategy. In other words, human resource management should be more strategic.     

战略人力资源管理与组织创新

人力资源和人力资源管理对组织创新有不可忽视的作用,文章重点探讨了战略人力资源管理如何有效地促进组织创新.文章认为人力资源管理系统和组织创新体系之间存在互补关系,并应用基于格论、超模函数的数学模型分析了人力资源管理系统与组织创新体系之间的契合.超模函数避免了以往经济模型要求的变量可分性和凸性函数等不现实假设,因此更接近企业管理的实际情况.     

人力资源管理主要影响因素的类型学分析——基于矩阵的“四分法”基础

近年来,类型学或类型研究在组织和人力资源管理领域取得了丰硕成果。但基于理论的资源基础观、组织战略和业务类型等研究大多相对独立并缺乏整合。引进类型学的理念,可以发掘其中的潜在联系,从而分类建立人力资源管理主要影响因素的研究脉络。这有助于通盘认识人力资源管理的主要影响和决定因素,全面理解人力资源管理的目的和内涵,建立以理论为基础的分类逻辑,从而更好地指导和发展人力资源管理实践。     

Human Resource Management should be more strategic

Today’s business environment is placing unparalleled demands on organizations to discover ways to operate more efficiently,while quickly responding to changing needs and demands in business and environment. Both new approaches and techniques are needed to meet these demands (Dangayach,2001). So,human resource management needs a long-term strategy and to be corresponding with a company’s business strategy. In other words,human resource management should be more strategic.     

SHRM视角下的农村信用社高管薪酬激励研究

论文分析了农村信用社高管薪酬激励中存在的主要问题,基于战略人力资源管理的理论和视角,提出了SHRM对高管薪酬定价的影响机制,并结合农村信用社实际,从战略管理、薪酬结构、激励机制、考核评价等方面提出了完善农村信用社薪酬激励机制的相关对策。     

企业能力、竞争优势与人力资源管理关系研究——基于能力的人力资源管理和战略人力资源管理的比较与整合

与员工能力与员工绩效关系的研究相比,目前对企业人力资本和员工与企业绩效和竞争优势关系的研究要抽象、模糊的多.论文在对基于能力的人力资源管理和战略人力资源管理研究分析的基础上,结合企业战略管理相关理论,将企业视为一个能力系统,阐明了员工能力,企业能力、企业竞争优势、企业绩效与人力资源管理的相互关系,进而将从个体视角探讨员工能力与员工绩效关系的基于能力的人力资源管理与从企业视角探讨人力资本、人力资源管理与企业绩效、竞争优势关系的战略人力资源管理二者有机联系起来,并指出企业可以通过构建和应用基于企业战略的员工胜任力模型来实施战略人力资源管理.     

The role of strategic HR practices in organisational effectiveness: an empirical investigation in the country of Jordan

This study responds to the call of researchers, and is conducted in a non-western context in the country of Jordan. The study contributes to our understanding of human resource (HR) practices' impact on organisational effectiveness. The empirical analysis is based on theoretical prepositions that motivated employees through good HR practices stay longer and contribute positively to the overall financial performance of organisations. Rigorous statistical testing of the data on the population of financial firms shows that careful recruitment and selection, training and internal career opportunities have a positive impact on reducing employee turnover. Training, in particular, is found to have a strong positive impact on financial performance measured by return on assets and return on equity. Furthermore, the findings provide strong support for the direct approach in strategic HR management–performance research that a group of best HR practices will continuously and directly generate superior performance. Despite such compelling arguments, however, we did not find evidence to support the notion that a bundle of HR practices impact better on financial performance than individual HR practices. It is possible that the optimal configuration may not only be contingent on national context, but could be due to the sector and the specific characteristics of the firm.