以人为本与中小企业人才环境研究
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摘要
以人为本是党中央在新的社会发展环境下提出的以科学发展为准则的思路之一。坚持“以人为本,树立全面、协调、可持续的发展观”,把“以人为本”作为发展观的一个原则或根本要求,是一个崭新的提法,对于中小企业的健康发展更具有指导意义。进入21世纪,人才已经成为经济持续增长、公司不断发展的核心资源。基于我国特殊的历史环境,广大中小企业主,从接受“以人为本”的管理理念到将此理念渗透到企业人才环境建设工作中,还需要一个过程,而且还应该说是个比较艰难的过程。为此,研究中小企业人才环境的现状与特点,是分析、改善中小企业发展状况的重要措施之一。企业能否游刃有余地积聚人才,起决定作用的往往不是物质条件,而是人才环境的综合竞争力。如何营造良好的企业人才环境,在激烈的人才竞争中吸纳英才,用好人才,建设有竞争力的员工队伍,是我国中小企业发展亟待解决的问题,也是本课题主要研究的问题。
归纳起来,本文从四个方面对企业人才环境创建工作加以论述的:第一部分是对国内外人才环境的理论基础及研究现状进行阐述; 第二部分,主要论述了我国广大中小企业现存的人才环境状况及产生目前状况的主要原因; 第三部分是远景展望,主要阐述了具有优秀人才环境的企业共同特点及管理共性,同时指出创建出色企业人才环境是一个渐进的过程; 第四部分是本论文创新的部分,就创建我国中小企业适合本企业人才环境的过程,提出明确问题、确定目标、收集资料、制定方案、选择方案、实施方案、评价方案等七个步骤,作为创建系统人才环境的标准流程。
Humanist is the Central Party Committee proposes under the new social development environment take the science development one of as criterion mentalities. Persists "humanist, Comprehensively sets up, coordinated, sustainable developing viewpoint ". Takes developing viewpoint "humanist" a principle or the basic request, Is a brand-new formulation, has the guiding sense regarding the small and medium-sized enterprise healthy development. Entered for the 21~(st) century, the talented person already becomes the economy to continue the core resources which grows, the company develops unceasingly. Based on our country special history environment, the general small and medium-sized enterprises host, from accepts "humanist" the management idea to seep this idea to the enterprise talented person environment construction work in, but also needs a process, moreover also should say is a quite difficult process. Therefore, studies the small and medium-sized enterprise talented person environment the present situation and the characteristic, is the analysis, improves one of small and medium-sized enterprise development condition important measures Whether does the enterprise accomplish a task with ease the acreage to gather the talented person, plays the decision role often is not the physical conditions, but is the talented person environment comprehensive competitive power. How builds the good enterprise talented person environment, buys in the person with outstanding ability in the intense competition for talent, with the talented person, constructs has the competitive power the staff troop, is question which our country small and medium-sized enterprise development urgently awaits to be solved, also is this topic main research question.
Induces, the present paper is performs from four aspects to the enterprise talented person environment preliminary groundwork to elaborate: The first part is carries on the elaboration to the domestic and foreign talented people environment rationale and the research present situation; The second part, mainly elaborated our country general small and medium-sized enterprises extant talented person environment condition and has the present condition main reason; The third part is the prospect forecast, mainly elaborated has the outstanding talented person environment the enterprise common characteristic and the management general character, at the same time pointed out the foundation splendid enterprise talented person environment is a process which advances gradually; The fourth part is the present paper innovation part, founds our country small and medium-sized enterprise to suit this enterprise talented person environment the process, proposed is clear about the question, sets a target, the data collection, the formulation plan, the choice plan, the implementation plan, the appraisal plan and so on seven steps, takes the foundation system talented person environment the standard flow.
归纳起来,本文从四个方面对企业人才环境创建工作加以论述的:第一部分是对国内外人才环境的理论基础及研究现状进行阐述; 第二部分,主要论述了我国广大中小企业现存的人才环境状况及产生目前状况的主要原因; 第三部分是远景展望,主要阐述了具有优秀人才环境的企业共同特点及管理共性,同时指出创建出色企业人才环境是一个渐进的过程; 第四部分是本论文创新的部分,就创建我国中小企业适合本企业人才环境的过程,提出明确问题、确定目标、收集资料、制定方案、选择方案、实施方案、评价方案等七个步骤,作为创建系统人才环境的标准流程。
Humanist is the Central Party Committee proposes under the new social development environment take the science development one of as criterion mentalities. Persists "humanist, Comprehensively sets up, coordinated, sustainable developing viewpoint ". Takes developing viewpoint "humanist" a principle or the basic request, Is a brand-new formulation, has the guiding sense regarding the small and medium-sized enterprise healthy development. Entered for the 21~(st) century, the talented person already becomes the economy to continue the core resources which grows, the company develops unceasingly. Based on our country special history environment, the general small and medium-sized enterprises host, from accepts "humanist" the management idea to seep this idea to the enterprise talented person environment construction work in, but also needs a process, moreover also should say is a quite difficult process. Therefore, studies the small and medium-sized enterprise talented person environment the present situation and the characteristic, is the analysis, improves one of small and medium-sized enterprise development condition important measures Whether does the enterprise accomplish a task with ease the acreage to gather the talented person, plays the decision role often is not the physical conditions, but is the talented person environment comprehensive competitive power. How builds the good enterprise talented person environment, buys in the person with outstanding ability in the intense competition for talent, with the talented person, constructs has the competitive power the staff troop, is question which our country small and medium-sized enterprise development urgently awaits to be solved, also is this topic main research question.
Induces, the present paper is performs from four aspects to the enterprise talented person environment preliminary groundwork to elaborate: The first part is carries on the elaboration to the domestic and foreign talented people environment rationale and the research present situation; The second part, mainly elaborated our country general small and medium-sized enterprises extant talented person environment condition and has the present condition main reason; The third part is the prospect forecast, mainly elaborated has the outstanding talented person environment the enterprise common characteristic and the management general character, at the same time pointed out the foundation splendid enterprise talented person environment is a process which advances gradually; The fourth part is the present paper innovation part, founds our country small and medium-sized enterprise to suit this enterprise talented person environment the process, proposed is clear about the question, sets a target, the data collection, the formulation plan, the choice plan, the implementation plan, the appraisal plan and so on seven steps, takes the foundation system talented person environment the standard flow.
引文
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[8] 邓泽宏、熊丁、刘显铭.以人为本 防止中小企业人才流失[J].科技与创业月刊.2004,12.
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[10] 张树岭.论企业用人的软环境[J].许昌师专学报.2001,06.
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[19] 夏静.中小企业的发展障碍及其出路[J].扬州大学税务学院学报.1999,04.
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[21] 范卿泽.论人才环境的优化[J].平顶山师专学报.2002,06.
[22] 马进.区域人才环境评价指标体系构成要素[J].人事管理.2003,09.
[23] 黄光才.企业人才环境竞争力探讨[J].思考与探索.2003,12.
[24] 柴振群.优化人才环境加快人才建设[J].中国人才.2003,11.
[25] 赵国红.营造良好的人才环境[J].思想.2004,06.
[26] 吴德贵.优化人才环境提升人才竞争力[J].中国人才. 2004,03.
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[30] 李获敏等.心理学原理与应用[M].经济科学出版社.1999.
[31] 劳伦斯·霍普.管理团队[M].企业管理出版社.2001.
[32] 郭咸纲.西方管理思想史[M].经济管理出版社.1999.
[33] 约翰·科特.现代企业的领导艺术[M].华夏出版社,1997.
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[36] 王磊.柔性文化:企业柔性战略的核心[J].中国软科学.2000,8.
[37] 王树华.论“以人为本”理念在现代管理中的扩充[J].中国软科学.2001.
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[42] 李俊霞.我国的人类资源开发[J].中文企业文化.2004,02.
[43] 姜彭、孔令峰.人类资源管理的差距[J].中文企业文化.2004,02.
[44] 高梅生.美企业人力资源管理的 5 大差异[J].中国陶瓷.2002,08.
[45] 麦克?约翰逊著.让最优秀的人为你工作[M].中信出版社.2002,10.
[46] 张素敏.王金凤.优化人才环境加快振兴发展[J].人力资源.2004,8.
[47] 吕兴华.中小型民企的人才环境亟待改善[J],中国经济快讯周刊. 2002,10.
[48] 张惠丽.中小企业人才开发的特点及启示[J].人才瞭望.2004,04.
[49] 戴小霞.小企业和乡镇企业人才环境初探[J].常州工学院学报.2002,01.
[50] Wolfgang Mayrhofer : Careers and human resource management—a European perspective[J],Human Resource ManagementReview,December 2004.
[51] B·C·Edwards . Credit Management Handbook. Gower Publishing Limited,1997.
[52] Charles·L·Gahala. Credit Management: Principles and Practices. egraw_Hill Book Co. ,1996.
[53] Melissa S. Cardon and Christopher E. Stevens :Managing human resources in small organizations: What do we know? [J]. Human Resource Management Review,July 2004.
[54] S·Frischer .Collections Made Easy. NACM,1995
[55] Odd Nordhaug:Contributions to an economic theory of human resource management[J],Human Resource Management Review ,December 2004.
[56] Michael Dennis. Credit and Collection Handbook. Prentice Hall,1999
[57] Dun and Bradstreet. Corporation Credit and Financial Management, 1997
[58] Martin Posner .Successful Credit Control,John Wiley&Sons Inc. ,1996
[59] Bruce E. Kaufman:Human resources and industrial relations Commonalities and differences[J],Human Resource Management Review ,October 2001.
[60] Arthur Levitt. Who Audits the Auditors?[N].NewYork Times,2002-01-17.
[61] John.A.Byrne. InsideMcKinsey[N].BusinessWeek,2002-07-08.
[62] John.Rawls, A Theory of Justice,The Belkhap press of Harvard university press, 1999
[63] lsaiah Borlin, Equality, in Justice and social policv,prentice llall, 1961.
[64] Joseph J. Martocchio and Diana I. Jimeno:Employee absenteeism as an affective event[J], Human Resource Management Review,March 2003.
[65] Ricand .A .Posiner, Economic Analasys o f L aw ,1ittle ,Brown a ndCompany,1 986,P 185.
[66] Malinowski B.(1922)Argonauts of the western pacific London:Routledge.
[67] W .Friedman, Legal T heory, Co lumbia university press, Ne w york,19 67.
[68] Kwok Leung and Jessica Y.Y.Kwong:Human resource management practices in internationaljoint ventures in mainland China: a justice analysis[J],Human Resource Management Review,December 2002.
[69] Mustill and Boyd,The law and practice of commercial in Englemd,1982
[2] 胡锦涛.在中共中央政治局第二十次集体学习时的讲话[J].人民日报.2005,02,23.
[3] 胡锦涛.在省部级干部专题研讨班开班式上的讲话[J].人民日报.2005,02,20.
[4] 国务院关于鼓励支持和引导个体私营等非公有制经济发展的若干意见[J].新华社.2005,02,24.
[5] 刘显铭、张莉.运用系统方法决策个人职位.科技与创业月刊[J].2005,08.
[6] 查俊峰、刘显铭.以人为本 创建和谐的企业人才环境[J].东北亚论坛.2005,08.
[7] 张莉、刘显铭.企业员工顾客化管理[J].科技与创业月刊.2005,09.
[8] 邓泽宏、熊丁、刘显铭.以人为本 防止中小企业人才流失[J].科技与创业月刊.2004,12.
[9] 刘可人.关于施工企业人才环境的思考[J].铁道工程学报.1997,06.
[10] 张树岭.论企业用人的软环境[J].许昌师专学报.2001,06.
[11] 罗锦新.企业要为人才成长造就良好环境[J].企业人事.1998,08.
[12] 王爱林.企业吸引人才之良策[J].湖北教育学院学报.2002,02.
[13] 吴鹭.强化人力资本观追求人力资本效用最大化[J].科技创业月刊.2005,09.
[14] 章志焕.谈企业对人才吸引的问题[J].镇江高专学报.1997,03.
[15] 曹婷.薪酬管理过程中的风险归类及控制[J].科技创业月刊.2005,08.
[16] 赖少英.现代企业应树立“以人为本”的管理理念[J].发展研究.2000,09.
[17] 张义、田平、张帧国.营建适应企业发展的人才环境[J].同煤科技.1999,12.
[18] 汤可安.优化企业环境吸纳优秀人才[J].闽江职业大学学报.2000,04.
[19] 夏静.中小企业的发展障碍及其出路[J].扬州大学税务学院学报.1999,04.
[20] 韩庆祥.以人为本与人才成长[J].中国人才.2004,03.
[21] 范卿泽.论人才环境的优化[J].平顶山师专学报.2002,06.
[22] 马进.区域人才环境评价指标体系构成要素[J].人事管理.2003,09.
[23] 黄光才.企业人才环境竞争力探讨[J].思考与探索.2003,12.
[24] 柴振群.优化人才环境加快人才建设[J].中国人才.2003,11.
[25] 赵国红.营造良好的人才环境[J].思想.2004,06.
[26] 吴德贵.优化人才环境提升人才竞争力[J].中国人才. 2004,03.
[27] 郑其绪.柔性管理[M].石油大学出版社.1996.
[28] 金吾论.知识管理[M].云南人民出版社.2001.
[29] P·德普克.有效的管理者[M].工人出版社.1989.
[30] 李获敏等.心理学原理与应用[M].经济科学出版社.1999.
[31] 劳伦斯·霍普.管理团队[M].企业管理出版社.2001.
[32] 郭咸纲.西方管理思想史[M].经济管理出版社.1999.
[33] 约翰·科特.现代企业的领导艺术[M].华夏出版社,1997.
[34] 约翰·科特.权力与影响[M].华夏出版社.1997.
[35] 张今声.论人本管理[J].江西财经大学学报.2000.
[36] 王磊.柔性文化:企业柔性战略的核心[J].中国软科学.2000,8.
[37] 王树华.论“以人为本”理念在现代管理中的扩充[J].中国软科学.2001.
[38] 关培兰.人本管理实现模式[J].中国人力资源开发.2001,5.
[39] 黄静.以人为本的企业文化研究[J].武汉大学学报.2001,5.
[40] 徐建龙.企业人本管理思想综述[J].哲学动态.2000,5.
[41] 沈友冰.论企业人才工程与人本管理[J].技术经济与管理研究.2002,01.
[42] 李俊霞.我国的人类资源开发[J].中文企业文化.2004,02.
[43] 姜彭、孔令峰.人类资源管理的差距[J].中文企业文化.2004,02.
[44] 高梅生.美企业人力资源管理的 5 大差异[J].中国陶瓷.2002,08.
[45] 麦克?约翰逊著.让最优秀的人为你工作[M].中信出版社.2002,10.
[46] 张素敏.王金凤.优化人才环境加快振兴发展[J].人力资源.2004,8.
[47] 吕兴华.中小型民企的人才环境亟待改善[J],中国经济快讯周刊. 2002,10.
[48] 张惠丽.中小企业人才开发的特点及启示[J].人才瞭望.2004,04.
[49] 戴小霞.小企业和乡镇企业人才环境初探[J].常州工学院学报.2002,01.
[50] Wolfgang Mayrhofer : Careers and human resource management—a European perspective[J],Human Resource ManagementReview,December 2004.
[51] B·C·Edwards . Credit Management Handbook. Gower Publishing Limited,1997.
[52] Charles·L·Gahala. Credit Management: Principles and Practices. egraw_Hill Book Co. ,1996.
[53] Melissa S. Cardon and Christopher E. Stevens :Managing human resources in small organizations: What do we know? [J]. Human Resource Management Review,July 2004.
[54] S·Frischer .Collections Made Easy. NACM,1995
[55] Odd Nordhaug:Contributions to an economic theory of human resource management[J],Human Resource Management Review ,December 2004.
[56] Michael Dennis. Credit and Collection Handbook. Prentice Hall,1999
[57] Dun and Bradstreet. Corporation Credit and Financial Management, 1997
[58] Martin Posner .Successful Credit Control,John Wiley&Sons Inc. ,1996
[59] Bruce E. Kaufman:Human resources and industrial relations Commonalities and differences[J],Human Resource Management Review ,October 2001.
[60] Arthur Levitt. Who Audits the Auditors?[N].NewYork Times,2002-01-17.
[61] John.A.Byrne. InsideMcKinsey[N].BusinessWeek,2002-07-08.
[62] John.Rawls, A Theory of Justice,The Belkhap press of Harvard university press, 1999
[63] lsaiah Borlin, Equality, in Justice and social policv,prentice llall, 1961.
[64] Joseph J. Martocchio and Diana I. Jimeno:Employee absenteeism as an affective event[J], Human Resource Management Review,March 2003.
[65] Ricand .A .Posiner, Economic Analasys o f L aw ,1ittle ,Brown a ndCompany,1 986,P 185.
[66] Malinowski B.(1922)Argonauts of the western pacific London:Routledge.
[67] W .Friedman, Legal T heory, Co lumbia university press, Ne w york,19 67.
[68] Kwok Leung and Jessica Y.Y.Kwong:Human resource management practices in internationaljoint ventures in mainland China: a justice analysis[J],Human Resource Management Review,December 2002.
[69] Mustill and Boyd,The law and practice of commercial in Englemd,1982