人力资源管理科技化实践研究回顾与展望

发布时间：2018-05-19 06:31

  本文选题：人力资源管理 + 科技化实践　； 参考：《北京交通大学学报(社会科学版)》2017年03期

【摘要】：人力资源管理(HRM)科技化实践带来了HRM效率提高和成本降低,但是,它在吸引人才、激励员工、保留员工等方面的有效性问题尚未引起实务界和学界的充分重视,目前相关研究滞后,且在观点和结论上存在争议和冲突。可从招募与甄选、培训与开发、绩效与薪酬等HRM核心方面梳理已有相关代表性研究,以审视HRM科技化实践的有效性并反思其局限性。研究可见:HRM科技化实践并不必然地带来实践有效性的提高,需要避免片面追求效率和科技化;学术界对其研究分散而缺乏系统性,存在一系列亟待研究的多层次问题,尤其需要加强和深化其有效性方面的研究。
[Abstract]:Human Resource Management (HRM) has brought about the improvement of HRM efficiency and the reduction of its cost. However, its effectiveness in attracting talents, motivating employees and retaining staff has not been paid enough attention to by the practical and academic circles. At present, the related research lags behind, and there are disputes and conflicts in viewpoints and conclusions. In order to review the effectiveness of HRM's science-technology practice and reflect its limitations, we can sort out the existing representative research on the core aspects of HRM, such as recruitment and selection, training and development, performance and compensation, etc. It can be seen from the study that the scientific and technological practice of: HRM does not necessarily bring about the improvement of the effectiveness of practice, it needs to avoid the one-sided pursuit of efficiency and technicalization, and the academic circles are scattered and lack of systematization of their research, and there are a series of multi-level problems that need to be studied. In particular, research on its effectiveness needs to be strengthened and deepened.
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本文编号：1909067