个性化人力资源管理实践:概念与内容

发布时间：2018-06-12 18:57

本文选题：个性化人力资源管理实践 + 个体差异　；参考：《领导科学》2016年29期

【摘要】：由于个体特点和需求的差异,组织中的员工会表现出不同的行为态度和工作方式,进而影响其工作绩效。如何围绕员工的个性特点和需求差异进行有效管理,是人力资源管理实践发展至今所面临的一个重要问题。本文以员工的个体差异和动机需要理论为基础,对个性化人力资源管理实践的概念进行界定,并对其特点进行概括总结;然后借鉴传统人力资源管理的分析框架,从招聘选拔、培训开发、薪酬福利、绩效考核与工作契约等角度,介绍了个性化人力资源管理实践的构成内容。这一研究为推进人力资源管理理论的发展,改进组织人力资源管理实践,提高人力资源管理有效性提供了参考。
[Abstract]:Due to the differences of individual characteristics and needs, employees in the organization will show different behavior attitudes and work styles, which will affect their job performance. How to effectively manage the personality characteristics and needs of employees is an important problem that human resource management has been faced with up to now. Based on the theory of individual differences and motivation needs of employees, this paper defines the concept of individualized human resource management practice and summarizes its characteristics, and then draws lessons from the analysis framework of traditional human resources management, and selects from recruitment. From the angles of training development, compensation and welfare, performance appraisal and work contract, this paper introduces the composing content of individualized human resource management practice. This study provides a reference for promoting the development of human resource management theory, improving the practice of organizational human resource management and improving the effectiveness of human resource management.
【作者单位】：郑州大学商学院;
【基金】：国家自然科学基金(NSFC)-河南人才培养联合基金项目“因人而异还是一视同仁?中国情境下个性化人力资源管理实践的理论模型及其有效性检验”(项目编号:U1404704) 河南省高等学校青年骨干教师资助计划项目“个性化人力资源管理实践对员工工作绩效的影响机制研究”(项目编号:2015GGJS-165)的阶段性成果
【分类号】：F272.92

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