多元化发展战略与企业人力资源管理控制关系研究

通过构造一种理论模型考察了多元化发展战略与人力资源管理控制之间的关系。研究结果表明,相关多元化发展战略企业或者非相关多元化发展战略企业所实施的公司(宏观)控制类型暗示着不同的人力资源管理实践对柔性或者匹配的相对关注程度。其中,相关多元化发展战略企业更加强调柔性,而非相关多元化发展战略企业则更加强调匹配。这种对柔性或者匹配相对不同的关注程度反过来又会影响宗族控制、行为控制和结果控制等人力资源管理(微观)实践。具体说来就是,相关多元化发展战略企业运用全部三种类型的人力资源管理控制,而非相关多元化发展战略企业则相对侧重于运用结果控制。

The Relation between Diversified Strategies and Human Resource Management Control

The paper studies the relation between diversified strategies and human resource management control by constructing a theoretic model. The types of control adopted by the related or unrelated firms indicate that different practices of human resource management pay relatively different attention to flexibility or matching, that is, the related firms pay more attention to flexibility, and the unrelated firms pay more attention to matching, which in turn influences the practices of human resource management, including clan control, action control and result control. Specifically, the related firms exert all of the three kinds of human resource control, and the unrelated firms tend to adopt the result control.