企业高层次人才管理模式创新研究
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摘要
发展并壮大我国企业经济,转变其经济增长方式以及增强其国际竞争力,关键在企业高层次人才。企业高层次人才对推动企业改革和发展、创造企业先进生产力具有极其重要的作用。众多的学者分别从多领域多角度对企业高层次人才管理的某些方面进行了研究,但较少从人力资源管理几大模块整体性出发对高层次人才管理模式进行系统性研究,而且关于企业高层次人才的管理模式的研究很欠缺,理论与实践争论颇多。
本文首先对企业高层次人才的概念进行了界定,并对国内外相关研究成果进行了梳理,在对我国企业高层次人才状况研究的基础上分析企业高层次人才管理中可能存在的问题,主要从管理理念、选拔、绩效管理、薪酬激励、人才流动等方面来分析存在的问题及其成因。同时,主要根据人力资源管理和人力资本的相关理论,针对以往高层次人才管理中存在的问题,构建企业高层次人才管理的新模式。分别是:构建了企业高层次人才管理理念;运用博弈论方法构建企业高层次人才晋升机制;构建企业高层次人才的绩效管理机制,并设定了相应的绩效评价模型;通过建立高层次人才总体激励水平决策模型来构建高层次人才激励机制;为提供高层次人才管理的组织保障而搭建高层次人才的管理平台。最后,为了验证上述理论和模型的正确性和科学性,选择具有代表性的企业并对其做个案研究。并对得出的结果进行全面的分析和判断,最终得出使用结论。
To develop and aggrandize enterprise economy, to enhance our country enterprise's international competition capacity, to change the way of economy growth, to develop and aggrandize enterprise economy, the key point is on the talent, especially on the higher-level talent, they are the fundamental power to push forward the reform and development, are main creator and path breaker of advantageous productivity. The enterprise higher-level talent building is the emphasis of our country's human resources building, because they are the upper layer of enterprise human resources management. Many scholars are on study on the business management of high-level personal of certain aspects in many fields, fewer on the human resources management from the integrity of several modules for high-level departure for a systematic study of talent management model of high-level talent management is the lack of research, a lot of controversy is on theory and practice.
In this paper, the concept of high-level talent has been defined. Based on the research of high-level personnel of the situation, analyze the problems that may exist in high-level personnel management. Mainly from the management system, management philosophy, the selection mechanism, performance management, incentive compensation, personnel flow, etc. to analyze the problems and their causes. Meanwhile, based mainly on human resources management and related human capital theory, for the past high-level person management problems, to build high-level talent management of the new model. Build a management philosophy and management system of high-level talent; use game theory to build a high-level personal selection and promotion mechanisms; build high-level person performance management system, and set the appropriate performance evaluation model; through the establishment of the overall motivation level high-level person decision-making model to build high-level person incentive mechanism. Finally, to verify the correct and scientific of the theoretical model, choose a representative business to study the case. Analyze and judge the results of comprehensive, and conclude the use of conclusions.
本文首先对企业高层次人才的概念进行了界定,并对国内外相关研究成果进行了梳理,在对我国企业高层次人才状况研究的基础上分析企业高层次人才管理中可能存在的问题,主要从管理理念、选拔、绩效管理、薪酬激励、人才流动等方面来分析存在的问题及其成因。同时,主要根据人力资源管理和人力资本的相关理论,针对以往高层次人才管理中存在的问题,构建企业高层次人才管理的新模式。分别是:构建了企业高层次人才管理理念;运用博弈论方法构建企业高层次人才晋升机制;构建企业高层次人才的绩效管理机制,并设定了相应的绩效评价模型;通过建立高层次人才总体激励水平决策模型来构建高层次人才激励机制;为提供高层次人才管理的组织保障而搭建高层次人才的管理平台。最后,为了验证上述理论和模型的正确性和科学性,选择具有代表性的企业并对其做个案研究。并对得出的结果进行全面的分析和判断,最终得出使用结论。
To develop and aggrandize enterprise economy, to enhance our country enterprise's international competition capacity, to change the way of economy growth, to develop and aggrandize enterprise economy, the key point is on the talent, especially on the higher-level talent, they are the fundamental power to push forward the reform and development, are main creator and path breaker of advantageous productivity. The enterprise higher-level talent building is the emphasis of our country's human resources building, because they are the upper layer of enterprise human resources management. Many scholars are on study on the business management of high-level personal of certain aspects in many fields, fewer on the human resources management from the integrity of several modules for high-level departure for a systematic study of talent management model of high-level talent management is the lack of research, a lot of controversy is on theory and practice.
In this paper, the concept of high-level talent has been defined. Based on the research of high-level personnel of the situation, analyze the problems that may exist in high-level personnel management. Mainly from the management system, management philosophy, the selection mechanism, performance management, incentive compensation, personnel flow, etc. to analyze the problems and their causes. Meanwhile, based mainly on human resources management and related human capital theory, for the past high-level person management problems, to build high-level talent management of the new model. Build a management philosophy and management system of high-level talent; use game theory to build a high-level personal selection and promotion mechanisms; build high-level person performance management system, and set the appropriate performance evaluation model; through the establishment of the overall motivation level high-level person decision-making model to build high-level person incentive mechanism. Finally, to verify the correct and scientific of the theoretical model, choose a representative business to study the case. Analyze and judge the results of comprehensive, and conclude the use of conclusions.
引文
[1]彭晨阳.湖南省专业技术人才培养模式研究[D],湖南师范大学硕士学位论文,2009.5
[2]曾建权.我国人力资本发展战略研究[J].天津大学学报,2001.3
[3]Schultz. Investment in Human Capital, American Economic Review. 1961.15(3)
[4]贝克尔,人力资本[M].北京:北京大学出版社,1986
[5]Nelson, R·R. and Phelps, E·S.1966: Investment in Humans, Technological Diffussion.1966
[6]雅各布.明塞尔,人力资本研究[M].中国经济出版社,2001
[7]Arrow.Joder Timothy E.and Mumphrey Anthony J. Human capital investment for central city revitalization.New York : Routledge,1962
[8]Romer.Creativity talent, their nature, use and development. Bearly Limited, Buffalo, N.Y.1986
[9] Lucas, Jr. R. E. On the mechanics of economic development, Journal of Monetary Economics, 1988. 22
[10]詹森和麦克林,“企业理论:管理行为、代理成本与所有权结构”,载陈郁编:《所有权、控制权与激励—代理经纪文献》,上海三联书店和上海人民出版社,1998
[11]Rose, S. and Ohart, An Analysis of the principal-Agent Problem, Econometrical, 1983
[12] Holmstrom, B. Managerial Incentive Problem-A Dynamic Perspective. In Essays in Economics and Management in Honor of Lars Wahlbeck. Helsinki: Swedish School of Economics,1982
[13]Maslow, A, A Theory of Human Motivation, Psychological review, 1943.50(4)
[14]Hertzberg.F.Work and the Nature of Man. Cleveland: Word Publishing. Harvard Business Review. Jan-Feb.pp.53-62,1996
[15]王通讯.人才学通论[M].天津:天津出版社,1985
[16]陈学中、孙丽丽、李同宁.高层次人才集聚模式与发展战略[J],科学与管理,2006.4
[17]罗显泽.地震灾区中小民营企业中高层次人才现状与吸引对策研究[D],电子科技大学硕士学位论文,2009.
[18]白广田.企业高层次人才队伍建设问题及对策研究[D],西南石油学院硕士学位论文,2004.4
[19]Pareto. Toward an understanding of inequity, Journal of Abnormal an Social psychology, Vol.67, pp.422-436,1963
[20]温淞文.长春市紧缺高层次人才培养机制创新研究报告[D],东北师范大学硕士学位论文,2010.4
[21]樊贵香.企业科技人才管理研究[D],太原理工大学硕士学位论文,2007.5
[22]吴向民.经济全球化环境下的人才聚集模式及人才政策探讨[D],太原理工大学硕士学位论文,2007.5
[23]徐莉,陈华.我国高科技企业人力资源管理策略[J],企业天地,2006.5
[24]李光红、陈学中、孙丽丽.高层次人才集聚与管理机制创新[J],理论学刊,2006.3
[25]李光红、杨晨.高层次人才评价指标体系研究[J],科技进步与对策,2007.4
[26]王榕.项目管理中的高层次人才开发[J],队伍管理,2007.2
[27]张东军.加强高层次人才队伍建设的实践与思考[J],学校管理与改革,2007.9
[28]朱火弟.企业高层次人才管理模式构建[J],中国人力资源开发,2010.5
[29]黄继平.绩效管理中沟通很重要[J],经营管理,2005.3
[30]李文华,高新技术企业R&D人员绩效指标体系的构建[J],科技和产业,2006.11
[31] Kaplan R.S, Norton D.P. The Balanced Scorecard-measures that drive performance [J].Harvard Business Review, 1992
[32]朱兴佳.国企经营者年薪制的绩效管理问题研究[D],首都经贸大学硕士学位论文,2004.3
[33]熊敏鹏.公司薪酬设计与管理[J],沿海企业与科技,2006.18
[34]江丽芬.货代企业人力资源管理研究[D],武汉理工大学硕士学位论文,2008.11
[35]张文娜.国有上市公司高管激励与企业绩效的相关性研究[D],兰州商学院硕士学位论文,2010.4
[36]王中,劳动力产权:现代企业制度下激励机制的理论探索,科学学与科学技术管理,2002.5
[37]杨鑫.企业核心员工薪酬激励机制研究[D],山东大学硕士学位论文,2008.3
[38]王金胜.加强高层次人才队伍建设的实践与思考[J],学校管理与改革,2007.9
[39]杜莹芬.管理理论的发展及我国企业管理研究的任务[J].经济管理,2004.20
[40]蔚春燕.知识型员工流动研究[J].人才开发,2001.7
[41]彭祖赠,孙韫玉.模糊数学及其应用[M].武汉大学出版社,1990
[42]肖海舟,现代企业人力资源开发与管理创新研究[D].对外经济贸易大学硕士学位论文,2005
[43]劳埃德·拜厄斯,莱斯利·鲁.人力资源管理[M].人民邮电出版社,2004
[44]拉齐尔.人事管理经济学[M].北京三联书店,北京大学出版社,2000
[45]Chris Brewste, European perspectives on human resource management, Human Resource Management Review, 2004(14), 365-382
[46]Lloyd C. Hrris, emmanuel Ogbonna, Strategic human resource management, market orientation, and organizational performance, Journal of Business Research, 2004(15),157-166
[47]Noreen Heraty, towards architecture of organization-led learning, Human Resource Management Review 2004(14), 449-472
[48]林泽炎.3P模式:中国企业人力资源管理操作方案[M].中信出版社,2001
[49]赵琛徽、郭建.人力资源管理模式:从3P到4P[J],中国人力资源开发,2005.2
[50]廖建桥.5P模型——一种新的人力资源管理分类方法,管理学报,2004.1
[51]张群林,黎娜娜.对建立健全企业人才引进机制的思考[J],科技与经济,2006.12
[52]王清刚,胡亚君,王婧雅,陈震.公司内部治理与异常高管薪酬行为研究[J].重庆理工大学学报:社会科学,2011(5).
[53]田冠军,王丹.公允价值、高管薪酬与盈余管理[J].重庆理工大学学报:社会科学,2010(11).
[54]杨雪,江华,高参参.制度变迁视角下的国有企业薪酬制度[J].重庆理工大学学报:社会科学,2010(2).
[55]李燕萍,吴绍棠,夏义堃.高层次创造性人才:概念、意义与建设对策[J].重庆理工大学学报:社会科学,2010(1):77-80.
[2]曾建权.我国人力资本发展战略研究[J].天津大学学报,2001.3
[3]Schultz. Investment in Human Capital, American Economic Review. 1961.15(3)
[4]贝克尔,人力资本[M].北京:北京大学出版社,1986
[5]Nelson, R·R. and Phelps, E·S.1966: Investment in Humans, Technological Diffussion.1966
[6]雅各布.明塞尔,人力资本研究[M].中国经济出版社,2001
[7]Arrow.Joder Timothy E.and Mumphrey Anthony J. Human capital investment for central city revitalization.New York : Routledge,1962
[8]Romer.Creativity talent, their nature, use and development. Bearly Limited, Buffalo, N.Y.1986
[9] Lucas, Jr. R. E. On the mechanics of economic development, Journal of Monetary Economics, 1988. 22
[10]詹森和麦克林,“企业理论:管理行为、代理成本与所有权结构”,载陈郁编:《所有权、控制权与激励—代理经纪文献》,上海三联书店和上海人民出版社,1998
[11]Rose, S. and Ohart, An Analysis of the principal-Agent Problem, Econometrical, 1983
[12] Holmstrom, B. Managerial Incentive Problem-A Dynamic Perspective. In Essays in Economics and Management in Honor of Lars Wahlbeck. Helsinki: Swedish School of Economics,1982
[13]Maslow, A, A Theory of Human Motivation, Psychological review, 1943.50(4)
[14]Hertzberg.F.Work and the Nature of Man. Cleveland: Word Publishing. Harvard Business Review. Jan-Feb.pp.53-62,1996
[15]王通讯.人才学通论[M].天津:天津出版社,1985
[16]陈学中、孙丽丽、李同宁.高层次人才集聚模式与发展战略[J],科学与管理,2006.4
[17]罗显泽.地震灾区中小民营企业中高层次人才现状与吸引对策研究[D],电子科技大学硕士学位论文,2009.
[18]白广田.企业高层次人才队伍建设问题及对策研究[D],西南石油学院硕士学位论文,2004.4
[19]Pareto. Toward an understanding of inequity, Journal of Abnormal an Social psychology, Vol.67, pp.422-436,1963
[20]温淞文.长春市紧缺高层次人才培养机制创新研究报告[D],东北师范大学硕士学位论文,2010.4
[21]樊贵香.企业科技人才管理研究[D],太原理工大学硕士学位论文,2007.5
[22]吴向民.经济全球化环境下的人才聚集模式及人才政策探讨[D],太原理工大学硕士学位论文,2007.5
[23]徐莉,陈华.我国高科技企业人力资源管理策略[J],企业天地,2006.5
[24]李光红、陈学中、孙丽丽.高层次人才集聚与管理机制创新[J],理论学刊,2006.3
[25]李光红、杨晨.高层次人才评价指标体系研究[J],科技进步与对策,2007.4
[26]王榕.项目管理中的高层次人才开发[J],队伍管理,2007.2
[27]张东军.加强高层次人才队伍建设的实践与思考[J],学校管理与改革,2007.9
[28]朱火弟.企业高层次人才管理模式构建[J],中国人力资源开发,2010.5
[29]黄继平.绩效管理中沟通很重要[J],经营管理,2005.3
[30]李文华,高新技术企业R&D人员绩效指标体系的构建[J],科技和产业,2006.11
[31] Kaplan R.S, Norton D.P. The Balanced Scorecard-measures that drive performance [J].Harvard Business Review, 1992
[32]朱兴佳.国企经营者年薪制的绩效管理问题研究[D],首都经贸大学硕士学位论文,2004.3
[33]熊敏鹏.公司薪酬设计与管理[J],沿海企业与科技,2006.18
[34]江丽芬.货代企业人力资源管理研究[D],武汉理工大学硕士学位论文,2008.11
[35]张文娜.国有上市公司高管激励与企业绩效的相关性研究[D],兰州商学院硕士学位论文,2010.4
[36]王中,劳动力产权:现代企业制度下激励机制的理论探索,科学学与科学技术管理,2002.5
[37]杨鑫.企业核心员工薪酬激励机制研究[D],山东大学硕士学位论文,2008.3
[38]王金胜.加强高层次人才队伍建设的实践与思考[J],学校管理与改革,2007.9
[39]杜莹芬.管理理论的发展及我国企业管理研究的任务[J].经济管理,2004.20
[40]蔚春燕.知识型员工流动研究[J].人才开发,2001.7
[41]彭祖赠,孙韫玉.模糊数学及其应用[M].武汉大学出版社,1990
[42]肖海舟,现代企业人力资源开发与管理创新研究[D].对外经济贸易大学硕士学位论文,2005
[43]劳埃德·拜厄斯,莱斯利·鲁.人力资源管理[M].人民邮电出版社,2004
[44]拉齐尔.人事管理经济学[M].北京三联书店,北京大学出版社,2000
[45]Chris Brewste, European perspectives on human resource management, Human Resource Management Review, 2004(14), 365-382
[46]Lloyd C. Hrris, emmanuel Ogbonna, Strategic human resource management, market orientation, and organizational performance, Journal of Business Research, 2004(15),157-166
[47]Noreen Heraty, towards architecture of organization-led learning, Human Resource Management Review 2004(14), 449-472
[48]林泽炎.3P模式:中国企业人力资源管理操作方案[M].中信出版社,2001
[49]赵琛徽、郭建.人力资源管理模式:从3P到4P[J],中国人力资源开发,2005.2
[50]廖建桥.5P模型——一种新的人力资源管理分类方法,管理学报,2004.1
[51]张群林,黎娜娜.对建立健全企业人才引进机制的思考[J],科技与经济,2006.12
[52]王清刚,胡亚君,王婧雅,陈震.公司内部治理与异常高管薪酬行为研究[J].重庆理工大学学报:社会科学,2011(5).
[53]田冠军,王丹.公允价值、高管薪酬与盈余管理[J].重庆理工大学学报:社会科学,2010(11).
[54]杨雪,江华,高参参.制度变迁视角下的国有企业薪酬制度[J].重庆理工大学学报:社会科学,2010(2).
[55]李燕萍,吴绍棠,夏义堃.高层次创造性人才:概念、意义与建设对策[J].重庆理工大学学报:社会科学,2010(1):77-80.