战略人力资源管理对知识型员工绩效的影响研究
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摘要
在知识经济时代,知识型员工是企业获取持久竞争优势的重要资源。在战略人力资源管理环境下,知识型员工的绩效问题成为影响企业战略目标实现的重要因素,对该问题的研究,有助于更好地认识战略人力资源管理与知识型员工绩效之间的关系,对企业的战略发展目标的实现具有较强的指导意义和现实意义。
本文在全面阐述战略人力资源管理对知识型员工绩效的影响和作用途径的基础上,揭示了知识创造力是战略人力资源管理与知识型员工绩效间的中间桥梁,建立了基于企业战略发展目标的知识型员工绩效评价指标体系,并结合某企业案例进行了实证分析。
文章首先介绍了战略人力资源管理的内涵、特点、模式和目标;其次,针对知识型员工的特点,分析了绩效管理的内涵、特点,以及目前知识型员工绩效考核指标的设定和评价方法;再次,从能力、环境、机会和激励四个方面分析知识型员工绩效的主要内涵,总结凝练出影响员工绩效的关键因素为知识型员工的知识创造力,通过分析知识创造力的特点、构成、表现形式和衡量指标等,揭示了企业人力资源实践与知识型员工创造力的关系,建立了战略人力资源管理环境对知识型员工绩效的影响机制模型;最后,通过某企业的实际案例,应用上述分析思路,借助于分析软件SPSS对评价指标与员工绩效之间的相关性进行了分析,说明了某企业为提升知识型员工绩效而设计的评价指标的可行性和科学性。
本文的主要创新之处在于:结合企业战略发展目标,在深入分析知识型员工绩效内涵的基础上,给出了从战略人力资源管理实践到知识型员工绩效的关键性中间变量——知识创造力,并建立了相应的绩效评价指标和组合赋权方法,给出了一些有利于提升高新技术企业知识型员工绩效的人力资源管理措施建议。
In the age of knowledge economy, human resource is the most important resource in every firm. The strategic human resource management (SHRM) is a hot study problem both in theoretical and practice fields in recent years. Firms pay much attention on human resource to obtain the competitive advantage. Management of high quality employees is an emphasis in the competition between enterprises. How to improve knowledge workers' performance through the effective strategic human resource management is a focus that the high-tech enterprises concern about.
The study goal of this dissertation is to explain positive impact and function way to knowledge worker's performance of SHRM theoretically, and then to propose the countermeasure and tactics of SHRM based on performance improvement.
In order to realize the aforesaid goal, the thesis has carried on the research as following: First, the writer introduced SHRM, Secondly, the writer analyzed knowledge worker's performance. Thirdly, from analyzing ability, motivation, opportunity and environment, the writer propose worker's knowledge creative ability is a key influencing factor to knowledge worker's performance, and through this bridge, the writer established a function mechanism model about SHRM and knowledge worker's performance, explain that SHRM practices may improve knowledge worker's knowledge creative ability and stimulate their efforts which both effect to the firm performance. And based on this theory, the dissertation gives an empirical study to confirm the conclusion.
The new point of this dissertation is the writer proposed worker's knowledge creative ability is a key factor influencing knowledge worker's performance, and also gave some measures and advice to improve knowledge worker's performance and add competitive advantage to high-tech enterprises.
本文在全面阐述战略人力资源管理对知识型员工绩效的影响和作用途径的基础上,揭示了知识创造力是战略人力资源管理与知识型员工绩效间的中间桥梁,建立了基于企业战略发展目标的知识型员工绩效评价指标体系,并结合某企业案例进行了实证分析。
文章首先介绍了战略人力资源管理的内涵、特点、模式和目标;其次,针对知识型员工的特点,分析了绩效管理的内涵、特点,以及目前知识型员工绩效考核指标的设定和评价方法;再次,从能力、环境、机会和激励四个方面分析知识型员工绩效的主要内涵,总结凝练出影响员工绩效的关键因素为知识型员工的知识创造力,通过分析知识创造力的特点、构成、表现形式和衡量指标等,揭示了企业人力资源实践与知识型员工创造力的关系,建立了战略人力资源管理环境对知识型员工绩效的影响机制模型;最后,通过某企业的实际案例,应用上述分析思路,借助于分析软件SPSS对评价指标与员工绩效之间的相关性进行了分析,说明了某企业为提升知识型员工绩效而设计的评价指标的可行性和科学性。
本文的主要创新之处在于:结合企业战略发展目标,在深入分析知识型员工绩效内涵的基础上,给出了从战略人力资源管理实践到知识型员工绩效的关键性中间变量——知识创造力,并建立了相应的绩效评价指标和组合赋权方法,给出了一些有利于提升高新技术企业知识型员工绩效的人力资源管理措施建议。
In the age of knowledge economy, human resource is the most important resource in every firm. The strategic human resource management (SHRM) is a hot study problem both in theoretical and practice fields in recent years. Firms pay much attention on human resource to obtain the competitive advantage. Management of high quality employees is an emphasis in the competition between enterprises. How to improve knowledge workers' performance through the effective strategic human resource management is a focus that the high-tech enterprises concern about.
The study goal of this dissertation is to explain positive impact and function way to knowledge worker's performance of SHRM theoretically, and then to propose the countermeasure and tactics of SHRM based on performance improvement.
In order to realize the aforesaid goal, the thesis has carried on the research as following: First, the writer introduced SHRM, Secondly, the writer analyzed knowledge worker's performance. Thirdly, from analyzing ability, motivation, opportunity and environment, the writer propose worker's knowledge creative ability is a key influencing factor to knowledge worker's performance, and through this bridge, the writer established a function mechanism model about SHRM and knowledge worker's performance, explain that SHRM practices may improve knowledge worker's knowledge creative ability and stimulate their efforts which both effect to the firm performance. And based on this theory, the dissertation gives an empirical study to confirm the conclusion.
The new point of this dissertation is the writer proposed worker's knowledge creative ability is a key factor influencing knowledge worker's performance, and also gave some measures and advice to improve knowledge worker's performance and add competitive advantage to high-tech enterprises.
引文
[1]Bain Becker,Barry Gerhart.The Impact of Human Resource Management on Organizational Performance:Progress and Prospects[J].Academy of Management Journal,1996,39(4):13-15
[2]Paauwe,J.,& Richardson,R.,"Introduction"[J].The International Journal of Human Resource Management,1997
[3]大卫.胡塞,人资战略[M],北京:中华工商联合出版社,2004.
[4]Donna R,Neusch & Aan F.Siebenaler,The High Performance Enterprise[D],1998.
[5]K.Matthew Gilley,Charles R.Greerb,Abdul A.Rasheed,Human resource outsourcing and organizational performance in manufacturing firms[J].Journal of Business Research,2004(57):232-240
[6]Young,A.,Ulrich,D.," Effective Human Resource Practices for Competitive Advantage:An Empirical Assessment of Organizations in Transition"[D].in Niehaus,R.J.,&Price,K.E(eds.),Human Resource Strategies for Organizations in Transition,New York,Plenum,1990:311
[7]Arthur,Jeffrey B.,Effects of Human Resource Systems on Manufacturing Performance and Turnover[J].Academy of Management Journal,1994,37:670-687
[8]MacDyffie,John Paul.Human Resource Bundles and Manufacturing Performance:Organization Logic and Flexible Production Systems in the world Auto Industry[J].Industrial and Labor Relations Review,199548(2):197-221.
[9]张一弛,黄涛,李琦,高绩效工作体系人力资源管理措施的结构整合与内涵回归[J],经济科学,2004(3):63-73
[10]蒋春燕,赵曙明,企业特征、人力资源管理与企业绩效,香港企业的实证研究[J],管理评论,2003(10):12-24
[11]张国铭,薪酬制度、组织气候对工作绩效影响之研究——以传统纺织企业为例[D],台湾:国立中山大学人力资源管理研究所,2003
[12]曹静,彭福扬,企业战略人力资源管理研究[D],湖南:湖南大学马克思主义学院,2003
[13]孙涛,刑以群,智力资本评价及其对企业绩效的影响研究[D],浙江:浙江大学管理学院,2003
[14]柳丽华,企业知识型员工绩效管理研究[D],山东:山东大学,2006
[15]孙明贵,战略性人力资源与企业的竞争优势[J],资源科学,2004(1):52-60
[16]Devanna,Fombrum,&Tichy,HumanResources Management:A Strategic Perspective,[M].1981
[17]Becker,B.E.,Hoselid,M.A.,Pickus,P.S.etal,Crisis and opportunity:the two faces of human resource management in the 1990s and beyond[J].Corporate Effectiveness and Human Resource Practices,1996:45-52.
[18]Jackson,S.E.,& Schuler,R.S.Understanding Human Resource Management in the Context of Organizations and their Environments[J].Annual Review of Psychology,Palo Alto,CA:Annual reviews,Inc.,1995vol.46:237-264
[19]Wright,P.M.,& Snell,S.A.Toward a Unifying Theory for Exploring Fit and Flexibility in Strategic Human Resource Management[J].Academy of Management Review,1998,23:75-77
[20]赵曙明,企业人力资源管理与开发国际比较研究[M],北京:人民出版社,1999:219-236
[21]Wright,P and G.McMahan,Theoretical Perspectives for Strategic Human Resource Management[J],Journal of Management 1992(18):295-320.
[22]邹庆法,战略人力资源管理浅议[J],人力资源,2006年第2期:38-41
[23]林绚晖,徐晓锋,车宏生,战略人力资源管理的理论与实践,现代管理科学,2005年第8期:13-15
[24]彭剑锋,张望军,如何激励知识型员工[J],中国人力资源开发,1999(9):13
[25]朱杏珍,人力资本与企业绩效[J],广西社会科学,2003(1):75-77
[26]方振邦,绩效管理,北京:中国人民大学出版社,2003:2-3
[27]林迎星,严鸣,知识型员工绩效影响因素研究回顾与展望[J],外国经济与管理2006年11月第28卷第11期:59-60
[28]胡利利,赵杨,王方伟,21世纪员工绩效考评新趋势[J],北京石油管理干部学院学报,2004年第4期:52-55
[29]冯明,刘幼晞,企业绩效评估指标体系研究的回顾与思考[J],重庆商学院学报,1998(1)
[30]王君,樊治平,组织知识管理绩效的一种综合评价方法[J],管理工程学报,2004年第2期:45-46
[31]杜拉克原著,H·奥特编译,杜拉克成功管理全书[M],黑龙江:黑龙江人民出版社,2002
[32]David William,Putting together the pieces:A closer look at the determinants of job performance[J].HUMAN PERFORMANCE,1989,(2):29-59
[33]Hitt,michael A.,M.Tina dacin,Beverly B.Tyler,and Daewoo Park,Understanding the differences in Korean and U.S.Executives' Strategic Orientations[J].Strategic Management Journal,1997,18(2):159-167
[34]彭剑锋,张望军,如何激励知识型员工[J],中国人力资源开发,1999(9):13
[35]陈超,平衡计分卡——从绩效评估向战略管理演变,航天工业管理,2004(5):21—25
[36]张望军,彭剑锋,中国企业知识型员工激励机制实证分析[J],科研管理,2001年11月,第6期:92
[2]Paauwe,J.,& Richardson,R.,"Introduction"[J].The International Journal of Human Resource Management,1997
[3]大卫.胡塞,人资战略[M],北京:中华工商联合出版社,2004.
[4]Donna R,Neusch & Aan F.Siebenaler,The High Performance Enterprise[D],1998.
[5]K.Matthew Gilley,Charles R.Greerb,Abdul A.Rasheed,Human resource outsourcing and organizational performance in manufacturing firms[J].Journal of Business Research,2004(57):232-240
[6]Young,A.,Ulrich,D.," Effective Human Resource Practices for Competitive Advantage:An Empirical Assessment of Organizations in Transition"[D].in Niehaus,R.J.,&Price,K.E(eds.),Human Resource Strategies for Organizations in Transition,New York,Plenum,1990:311
[7]Arthur,Jeffrey B.,Effects of Human Resource Systems on Manufacturing Performance and Turnover[J].Academy of Management Journal,1994,37:670-687
[8]MacDyffie,John Paul.Human Resource Bundles and Manufacturing Performance:Organization Logic and Flexible Production Systems in the world Auto Industry[J].Industrial and Labor Relations Review,199548(2):197-221.
[9]张一弛,黄涛,李琦,高绩效工作体系人力资源管理措施的结构整合与内涵回归[J],经济科学,2004(3):63-73
[10]蒋春燕,赵曙明,企业特征、人力资源管理与企业绩效,香港企业的实证研究[J],管理评论,2003(10):12-24
[11]张国铭,薪酬制度、组织气候对工作绩效影响之研究——以传统纺织企业为例[D],台湾:国立中山大学人力资源管理研究所,2003
[12]曹静,彭福扬,企业战略人力资源管理研究[D],湖南:湖南大学马克思主义学院,2003
[13]孙涛,刑以群,智力资本评价及其对企业绩效的影响研究[D],浙江:浙江大学管理学院,2003
[14]柳丽华,企业知识型员工绩效管理研究[D],山东:山东大学,2006
[15]孙明贵,战略性人力资源与企业的竞争优势[J],资源科学,2004(1):52-60
[16]Devanna,Fombrum,&Tichy,HumanResources Management:A Strategic Perspective,[M].1981
[17]Becker,B.E.,Hoselid,M.A.,Pickus,P.S.etal,Crisis and opportunity:the two faces of human resource management in the 1990s and beyond[J].Corporate Effectiveness and Human Resource Practices,1996:45-52.
[18]Jackson,S.E.,& Schuler,R.S.Understanding Human Resource Management in the Context of Organizations and their Environments[J].Annual Review of Psychology,Palo Alto,CA:Annual reviews,Inc.,1995vol.46:237-264
[19]Wright,P.M.,& Snell,S.A.Toward a Unifying Theory for Exploring Fit and Flexibility in Strategic Human Resource Management[J].Academy of Management Review,1998,23:75-77
[20]赵曙明,企业人力资源管理与开发国际比较研究[M],北京:人民出版社,1999:219-236
[21]Wright,P and G.McMahan,Theoretical Perspectives for Strategic Human Resource Management[J],Journal of Management 1992(18):295-320.
[22]邹庆法,战略人力资源管理浅议[J],人力资源,2006年第2期:38-41
[23]林绚晖,徐晓锋,车宏生,战略人力资源管理的理论与实践,现代管理科学,2005年第8期:13-15
[24]彭剑锋,张望军,如何激励知识型员工[J],中国人力资源开发,1999(9):13
[25]朱杏珍,人力资本与企业绩效[J],广西社会科学,2003(1):75-77
[26]方振邦,绩效管理,北京:中国人民大学出版社,2003:2-3
[27]林迎星,严鸣,知识型员工绩效影响因素研究回顾与展望[J],外国经济与管理2006年11月第28卷第11期:59-60
[28]胡利利,赵杨,王方伟,21世纪员工绩效考评新趋势[J],北京石油管理干部学院学报,2004年第4期:52-55
[29]冯明,刘幼晞,企业绩效评估指标体系研究的回顾与思考[J],重庆商学院学报,1998(1)
[30]王君,樊治平,组织知识管理绩效的一种综合评价方法[J],管理工程学报,2004年第2期:45-46
[31]杜拉克原著,H·奥特编译,杜拉克成功管理全书[M],黑龙江:黑龙江人民出版社,2002
[32]David William,Putting together the pieces:A closer look at the determinants of job performance[J].HUMAN PERFORMANCE,1989,(2):29-59
[33]Hitt,michael A.,M.Tina dacin,Beverly B.Tyler,and Daewoo Park,Understanding the differences in Korean and U.S.Executives' Strategic Orientations[J].Strategic Management Journal,1997,18(2):159-167
[34]彭剑锋,张望军,如何激励知识型员工[J],中国人力资源开发,1999(9):13
[35]陈超,平衡计分卡——从绩效评估向战略管理演变,航天工业管理,2004(5):21—25
[36]张望军,彭剑锋,中国企业知识型员工激励机制实证分析[J],科研管理,2001年11月,第6期:92