A公司人力资源风险管理动态评估研究
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摘要
企业的核心竞争力对外是客户的经营,对内是人才的经营。企业对人才的经营主要体现在人力资源管理工作中,有效的人力资源管理工作可以吸引并留住人才,为企业的发展提供健康稳定的环境,提高企业的核心竞争力。但是企业在生存发展的过程中,人力资源风险管理的重要性往往受到忽视,而企业又不可避免地面临各种人力资源经营风险。人力资源的管理较其他常规管理复杂,因为其作为管理对象的人具有较强的不确定性。人力资源管理作为每个企业管理的基础,正日益成为风险管理的重要内容。人力资源管理的风险包括很多方面,如决策风险、人员流动风险、道德风险等,这些风险具有一定的隐蔽性,所以其产生的风险可能表现得不太明显,但随着公司的发展和时间的积累,人力资源管理的风险迟早会显露出来,并可能会给企业带来重大的损失。本文首先对企业人力资源风险管理进行概述,探求致使A公司人力资源管理风险产生的原因。分析者通过资料收集、调查问卷和员工访谈深入了解A公司基本情况、人力资源管理现状和特征,分析A公司现实存在或潜在的人力资源管理风险。运用风险管理的理论和方法,进行人力资源管理风险识别、风险评估,利用层次分析法与灰色综合评价方法相结合的风险管理评价方法对评价结果进行分析,并构建动态的人力资源风险评估系统。最后综合以上信息和现实人力资源经营情况,提出A公司规避和防范人力资源风险管理的对策建议,以最大程度的避免人力资源管理风险的发生、最小化风险造成的损失。所以我们认为此项研究将对于A公司以及相关行业的企业人力资源管理的长远发展具有非常重大的现实意义。
The core competitiveness of enterprises external reflected in customer management, and internal reflected in talent management. Enterprise talent management is mainly embodied in human resource management. Effective human resource management can attract and retain talents, which enhanced the core competitiveness of the enterprises, and provide a healthy and stable environment, improve enterprises’core competitiveness. But as the enterprise progressing, the importance of human resource management often easily be forgotten, and force to face the risks it causes inevitably. Mankind as the target of managing with strong uncertainty, hence human resources management is comparatively more complex than other common management. Human resources management is the foundation of every company, it is essential that the human resources risk management becomes the important content in the risk management. Human resources management risks certain many parts such as decision risk, liquidity risk, and moral risk. Those risks may not be obvious, but as the company developing and the time goes by, it is a question of time for the risks come out, and when it come out, it possible significant hurt the enterprise. This article will first describes the enterprise's human resources risk management, then find the reason why the enterprise's human resources management have the risks. Analysts through the data collection, the questionnaire and interviews staff to understand the target company’s human resources management present situation and the characteristic deeply, and analyzes the target company risks already exist or the latent human resources management risk. Utilizing risk management theory and the method, it carries on human resources management risk recognition and the risk assessment, and using AHP and grey comprehensive evaluation method analyze the evaluation of the results and build up the dynamic assessment system for human resource risk. Then, based on risk assessment results and analysis, give the target company management suggestions to avoid and prevents the risk of human resource management for the target company, maximize the avoid probability of the risks occurrence and minimize the losses when the risks come out. Thus we consider this research has a great practical significance and long-term development for human resource management of the target company and other company in the related industry.
The core competitiveness of enterprises external reflected in customer management, and internal reflected in talent management. Enterprise talent management is mainly embodied in human resource management. Effective human resource management can attract and retain talents, which enhanced the core competitiveness of the enterprises, and provide a healthy and stable environment, improve enterprises’core competitiveness. But as the enterprise progressing, the importance of human resource management often easily be forgotten, and force to face the risks it causes inevitably. Mankind as the target of managing with strong uncertainty, hence human resources management is comparatively more complex than other common management. Human resources management is the foundation of every company, it is essential that the human resources risk management becomes the important content in the risk management. Human resources management risks certain many parts such as decision risk, liquidity risk, and moral risk. Those risks may not be obvious, but as the company developing and the time goes by, it is a question of time for the risks come out, and when it come out, it possible significant hurt the enterprise. This article will first describes the enterprise's human resources risk management, then find the reason why the enterprise's human resources management have the risks. Analysts through the data collection, the questionnaire and interviews staff to understand the target company’s human resources management present situation and the characteristic deeply, and analyzes the target company risks already exist or the latent human resources management risk. Utilizing risk management theory and the method, it carries on human resources management risk recognition and the risk assessment, and using AHP and grey comprehensive evaluation method analyze the evaluation of the results and build up the dynamic assessment system for human resource risk. Then, based on risk assessment results and analysis, give the target company management suggestions to avoid and prevents the risk of human resource management for the target company, maximize the avoid probability of the risks occurrence and minimize the losses when the risks come out. Thus we consider this research has a great practical significance and long-term development for human resource management of the target company and other company in the related industry.
引文
[1]刘思峰,党耀国,王正新,林益.灰色预测与决策模型研究[M] .北京:科学出版社, 2009: 155-160
[2]廖三余.人力资源管理[M] .北京:清华大学出版社, 2007: 106-270
[3]刘思峰,党耀国,方志耕,谢乃明.灰色系统理论及其应用[M] .北京:科学出版社, 2010: 118-130
[4]熊志祥.东乡供电人力资源风险研究.硕士论文(南昌大学).2010年12月
[5]李剑.企业员工招聘的人力资源风险研究.全球品牌网(www.globrand.com/list/special628 more.shtml),2007年2月
[6]严冠卓.基于未确知测度的企业人力资源风险评价研究.研究生论文,2007年6月
[7]张翼.民营企业员工流失的因素分析及对策研究.研究生论文,2004年4月
[8]陈方.对导致企业人力资源风险产生原因的研究.企业经营管理网(www. keeprun. net) .2005年10月
[9]饶征.三种人力资源危机的有效管理.中华英才网《MR经理人》电子杂志.2007年2月,32-33
[10]张雁.裕廊公司的人力资源风险管理.毕业论文(江西财经大学),2005年4月
[11]杨辉.风险的含义的特征.金黔在线企业人才网,2006年7月,2-3
[12]王素梅.危机产生的原因.中调网(book. studa. com/article), 2007年2月
[13]郑文哲、夏凤.家族企业人力资本投资风险分析.经济论坛,2006年第2期,1-2
[14]朱欢欢、贾静芳.民营企业人力资源管理外包风险规避.现代企业,2006年,第6期,21-24
[15]陈琴、林科宣.我国家族企业人力资源管理问题初探.职业时空,2005年,第22期
[16]陈跃.创新是民营企业持续发展的后劲之源.经济师,2005年第二期,41-42
[17]旷开源.家族企业人力资源风险分析.经济论坛,2006年第2期,6-8
[18]谭会波.当前我国民营企业人力资源管理问题分析.辽宁行政学院学报,2004年第5期,36- 37
[19]黄海艳.家族企业引入职业经理人的风险与规避.生产力研究,2006年第6期,40-42
[20]赵珍珠.民营企业人力资源风险分析.理论导刊,2004年5月,28-29
[21]王宝庆、宏明.企业管理审计实践创新研究—以浙江民营企业为例.财会通讯(学术版),2006年第6期,4-6
[22]陈雅.中小民营企业人事风险规避的几个问题.经济论坛,2004年第4期,11-12
[23]肖燕、蔡涵俊.家族式企业的成败因果探源及对策.甘肃农业,2005年第2期,15-17
[24]童泽望.民营企业人力资源管理风险及其防范.当代经济,2004年第5期,20-24
[25]胡裙、翁玉良.家族型企业人力资源管理过程中的逆向选择和道德风险.集团经济研究,2006年12月第26期,22-23
[26]王菲教授.企业人力资源投资风险分析.商业时代,2006年第9期,9-11
[27]博升.我国民营企业的风险管理.研究生论文,2006年6月
[28]OR outsourcing gets mixed reviews in new surveys)).HR Focus, Des2005
[29]陈虹.基于ANP的湖北省内河危险品码头风险灰色综合评价研究.硕士论文(武汉理工大学).2010年11月
[30]王小军.上市公司经营业绩的灰色多层次综合评价.硕士论文(天津大学).,2007年5月
[31]朱元凯.基于模糊神经网络企业人力资源风险评估系统研究.硕士论文(复旦大学).,2008年2月
[32]SPENCER Jr L M, SPENCER S M.Competence at work:Models for superior performance[M].NewYork John Wiley & Sons Inc
[33]M IRAILE R J Everything you wanted to know about competency modeling[J].Training and Development Joumal
[34]Wang Jianbo, Sheng Xueyan, LiuXiannning Risk assessment on the PPP financing project ofAHP based urban rail transit[C] The 1st International Conference on Sustainable Construction & Risk Management Chongqing Municipality: Chongqing Jiaotong University, 2010: 362-366
[35]Dengjulong Introduction to Grey System Theory[J].The Joumal of Grey System
[36]Wang Zong-jun.On the methods,problems and research trends of comprehensive evaluation[J]. Management Science Journal, (in Chinese)
[37] Wang C C L, Chen S F, Yuen M M F. Fuzzy part family formation based on grey relational analysis[J]. The International Journal of A advanced Manufacturing Technology, 2001(18): 128-132
[38] Suresh K R, M ujumdar P P. A fuzzy risk approach for performance evaluation of an irrigation reservoir system [J]. Agricultural Water Management, 2004, 69(3): 159- 177.
[39] Huang Yo2Ping, Wang Sheng-fang. Designing a fuzzy model by adaptive macroevolution genetic algorithms[J]. FuzzySets and Systems, 2000(113) : 367- 379
[40] Chen H W , Chang N i-bin. Prediction analysis of solid waste generation based on grey fuzzy dynamic modeling [J].Resources, Conservation and Recycling, 2000 (29): 1- 18
[2]廖三余.人力资源管理[M] .北京:清华大学出版社, 2007: 106-270
[3]刘思峰,党耀国,方志耕,谢乃明.灰色系统理论及其应用[M] .北京:科学出版社, 2010: 118-130
[4]熊志祥.东乡供电人力资源风险研究.硕士论文(南昌大学).2010年12月
[5]李剑.企业员工招聘的人力资源风险研究.全球品牌网(www.globrand.com/list/special628 more.shtml),2007年2月
[6]严冠卓.基于未确知测度的企业人力资源风险评价研究.研究生论文,2007年6月
[7]张翼.民营企业员工流失的因素分析及对策研究.研究生论文,2004年4月
[8]陈方.对导致企业人力资源风险产生原因的研究.企业经营管理网(www. keeprun. net) .2005年10月
[9]饶征.三种人力资源危机的有效管理.中华英才网《MR经理人》电子杂志.2007年2月,32-33
[10]张雁.裕廊公司的人力资源风险管理.毕业论文(江西财经大学),2005年4月
[11]杨辉.风险的含义的特征.金黔在线企业人才网,2006年7月,2-3
[12]王素梅.危机产生的原因.中调网(book. studa. com/article), 2007年2月
[13]郑文哲、夏凤.家族企业人力资本投资风险分析.经济论坛,2006年第2期,1-2
[14]朱欢欢、贾静芳.民营企业人力资源管理外包风险规避.现代企业,2006年,第6期,21-24
[15]陈琴、林科宣.我国家族企业人力资源管理问题初探.职业时空,2005年,第22期
[16]陈跃.创新是民营企业持续发展的后劲之源.经济师,2005年第二期,41-42
[17]旷开源.家族企业人力资源风险分析.经济论坛,2006年第2期,6-8
[18]谭会波.当前我国民营企业人力资源管理问题分析.辽宁行政学院学报,2004年第5期,36- 37
[19]黄海艳.家族企业引入职业经理人的风险与规避.生产力研究,2006年第6期,40-42
[20]赵珍珠.民营企业人力资源风险分析.理论导刊,2004年5月,28-29
[21]王宝庆、宏明.企业管理审计实践创新研究—以浙江民营企业为例.财会通讯(学术版),2006年第6期,4-6
[22]陈雅.中小民营企业人事风险规避的几个问题.经济论坛,2004年第4期,11-12
[23]肖燕、蔡涵俊.家族式企业的成败因果探源及对策.甘肃农业,2005年第2期,15-17
[24]童泽望.民营企业人力资源管理风险及其防范.当代经济,2004年第5期,20-24
[25]胡裙、翁玉良.家族型企业人力资源管理过程中的逆向选择和道德风险.集团经济研究,2006年12月第26期,22-23
[26]王菲教授.企业人力资源投资风险分析.商业时代,2006年第9期,9-11
[27]博升.我国民营企业的风险管理.研究生论文,2006年6月
[28]OR outsourcing gets mixed reviews in new surveys)).HR Focus, Des2005
[29]陈虹.基于ANP的湖北省内河危险品码头风险灰色综合评价研究.硕士论文(武汉理工大学).2010年11月
[30]王小军.上市公司经营业绩的灰色多层次综合评价.硕士论文(天津大学).,2007年5月
[31]朱元凯.基于模糊神经网络企业人力资源风险评估系统研究.硕士论文(复旦大学).,2008年2月
[32]SPENCER Jr L M, SPENCER S M.Competence at work:Models for superior performance[M].NewYork John Wiley & Sons Inc
[33]M IRAILE R J Everything you wanted to know about competency modeling[J].Training and Development Joumal
[34]Wang Jianbo, Sheng Xueyan, LiuXiannning Risk assessment on the PPP financing project ofAHP based urban rail transit[C] The 1st International Conference on Sustainable Construction & Risk Management Chongqing Municipality: Chongqing Jiaotong University, 2010: 362-366
[35]Dengjulong Introduction to Grey System Theory[J].The Joumal of Grey System
[36]Wang Zong-jun.On the methods,problems and research trends of comprehensive evaluation[J]. Management Science Journal, (in Chinese)
[37] Wang C C L, Chen S F, Yuen M M F. Fuzzy part family formation based on grey relational analysis[J]. The International Journal of A advanced Manufacturing Technology, 2001(18): 128-132
[38] Suresh K R, M ujumdar P P. A fuzzy risk approach for performance evaluation of an irrigation reservoir system [J]. Agricultural Water Management, 2004, 69(3): 159- 177.
[39] Huang Yo2Ping, Wang Sheng-fang. Designing a fuzzy model by adaptive macroevolution genetic algorithms[J]. FuzzySets and Systems, 2000(113) : 367- 379
[40] Chen H W , Chang N i-bin. Prediction analysis of solid waste generation based on grey fuzzy dynamic modeling [J].Resources, Conservation and Recycling, 2000 (29): 1- 18