异质性人力资源开发研究
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摘要
经济全球化与知识经济发展的时代背景,使员工的异质性问题突出组织面临前所未有的挑战。人力资源开发职能日益重要的组织背景,使人力资源开发成为决定组织竞争优势的关键因素。信息技术推进人力资源发展的技术背景,使人力资源开发走向精细化个性化成为可能。经过系统的文献梳理发现异质性对人力资源开发的影响,异质性人力资源开发与员工绩效的关系,信息技术在异质性人力资源开发中的应用研究非常缺乏。因此,本文围绕异质性人力资源开发展开三方面的理论与实践研究。
本研究揭示了异质性特征对人力资源开发需求的影响维度。在相关文献回顾的基础上,将异质性分为显性异质性和隐性异质性。针对显性异质性特征包括性别、年龄、工作年限、学历、专业、职务、成长区域、工作职责、组织规模、组织性质、所处行业,隐性异质性特征包括学习风格、自我效能感和成就需要,采用独立样本T检验、单因素方差分析和多重比较分析方法,进行了差异化比较。研究发现,不同显性和隐性异质性特征的员工,其培训开发需求包括培训内容、授课方式、讲师类型、培训形式、培训参与,职涯开发需求、管理开发需求、组织开发需求存在显著差异。
本研究构建并检验了异质性人力资源开发对员工绩效的综合作用模型。采用了相关分析、层级回归分析和结构方程模型,探究了异质性人力资源开发、隐性异质性特征与员工绩效的关系。检验结果表明异质性人力资源开发对员工绩效有显著正向影响,其中异质性培训开发和异质性组织开发分别对工作绩效、员工满意度、组织认同都有显著正向影响。异质性职涯开发对员工满意度有显著正向影响,并通过影响员工满意度而对工作绩效有显著正向影响。异质性管理开发对员工满意度、组织认同有显著正向影响,并通过影响员工满意度、组织认同而对工作绩效有显著正向影响。同时隐性异质性特征学习风格、自我效能感和成就需要分别是异质性人力资源开发影响员工绩效的调节变量。最后,构建了异质性人力资源开发对员工绩效影响的综合作用模型。
本研究设计了运用信息技术实现异质性人力资源开发的实施流程。根据对现有e-HR产品发展和现状的调研,首先给出了异质性人力资源开发e-HR平台实现的框架模型,提出通过异质性特征数据甄别进行异质性人力资源开发从而提升员工绩效；接着依据实证研究结论得到了异质性人力资源开发的数据甄别标准,设计了异质性人力资源开发e-HR平台实现的功能模块,给出了异质性人力资源开发e-HR平台实现的操作流程和流程示例；最后探讨了实施路径,在系统实施过程中运用业务流程重组的思想、项目管理的方法,完成异质性人力资源开发的功能实现。
The organizations with prominent problems of employee heterogeneity are facing with unprecedented challenges under the background of economic globalization and development of knowledge-based economy. The organizational context of the growing importance of Human Resource Development (HRD) functions makes HRD a key factor in deciding the organizational competitive advantage. The technical background of development of human resource driven by Information Technology (IT) makes it possible for human resource to become more meticulous and more personalized. Combing through the systematic literature, this study found that the research on the impact of the heterogeneity on HRD, the relationship between heterogeneous HRD and employee performance, and IT application on heterogeneous HRD was still relatively lacking. Therefore, the theoretical and practical research focusing on heterogeneous HRD will be conducted from 3 aspects.
This research revealed the impact dimensions of heterogeneous characteristics on HRD needs.On the basis of the relevant literature review, heterogeneity was divided into explicit heterogeneity and implicit heterogeneity. Explicit heterogeneity included gender, age, years of working, education background, major, position, growing region, work responsibilities, organization size, organization nature, industry,while implicit heterogeneity included learning style,self-efficacy and achievement needs. In view of the above, this study compared the difference by using independent-sample T test, single-factor analysis of variance, and multiple comparisons analysis. The result showed that there were significant differences in HRD needs which included training content, teaching methods, instructor type, training form, training participation, career development needs, management development needs and organization development needs for employees with different explicit and implicit heterogeneous characteristics.
This research built and tested the model of combined effect of the heterogeneous HRD on employee performance. Using correlation analysis, hierarchical regression analysis and structural equation model, this study investigated the relationship between heterogeneous HRD, implicit heterogeneous characteristics and employee performance. The test results showed that heterogeneous HRD had a significant positive effect on employee performance, among which heterogeneous training development and heterogeneous organization development had a significant positive effect on working performance, employee satisfaction and organizational identification respectively. Heterogeneous career development had a significant positive effect on employee satisfaction as well as a significant positive effect on working performance by affecting employee satisfaction. Heterogeneous management development had a significant positive effect on employee satisfaction and organizational identification as well as a significant positive effect on working performance by affecting employee satisfaction and organizational identification.Meanwhile, the implicit heterogeneous characteristics of learning style, self-efficacy, achievement needs were the moderators of heterogeneous HRD affecting employee performance. Finally, the model of combined effect of the heterogeneous HRD on employee performance was built.
This research designed the implementation procedure by using IT to achieve heterogeneous HRD. Based on the research on the existing e-HR product development and current status, first, the paper gave the frame model of heterogeneous HRD based on e-HR and put forward heterogeneous HRD through screening heterogeneous data, thus enhancing employee performance. Then, we obtained the data screening standard of heterogeneous HRD according to the empirical research conclusion, designing function modules of the heterogeneous HRD based on e-HR, bringing forward procedure and procedure example of the heterogeneous HRD based on e-HR. Finally, the paper discussed the implementation path, in the system implementation process, using business process reengineering and project management approach to realize the function of heterogeneous HRD.
本研究揭示了异质性特征对人力资源开发需求的影响维度。在相关文献回顾的基础上,将异质性分为显性异质性和隐性异质性。针对显性异质性特征包括性别、年龄、工作年限、学历、专业、职务、成长区域、工作职责、组织规模、组织性质、所处行业,隐性异质性特征包括学习风格、自我效能感和成就需要,采用独立样本T检验、单因素方差分析和多重比较分析方法,进行了差异化比较。研究发现,不同显性和隐性异质性特征的员工,其培训开发需求包括培训内容、授课方式、讲师类型、培训形式、培训参与,职涯开发需求、管理开发需求、组织开发需求存在显著差异。
本研究构建并检验了异质性人力资源开发对员工绩效的综合作用模型。采用了相关分析、层级回归分析和结构方程模型,探究了异质性人力资源开发、隐性异质性特征与员工绩效的关系。检验结果表明异质性人力资源开发对员工绩效有显著正向影响,其中异质性培训开发和异质性组织开发分别对工作绩效、员工满意度、组织认同都有显著正向影响。异质性职涯开发对员工满意度有显著正向影响,并通过影响员工满意度而对工作绩效有显著正向影响。异质性管理开发对员工满意度、组织认同有显著正向影响,并通过影响员工满意度、组织认同而对工作绩效有显著正向影响。同时隐性异质性特征学习风格、自我效能感和成就需要分别是异质性人力资源开发影响员工绩效的调节变量。最后,构建了异质性人力资源开发对员工绩效影响的综合作用模型。
本研究设计了运用信息技术实现异质性人力资源开发的实施流程。根据对现有e-HR产品发展和现状的调研,首先给出了异质性人力资源开发e-HR平台实现的框架模型,提出通过异质性特征数据甄别进行异质性人力资源开发从而提升员工绩效；接着依据实证研究结论得到了异质性人力资源开发的数据甄别标准,设计了异质性人力资源开发e-HR平台实现的功能模块,给出了异质性人力资源开发e-HR平台实现的操作流程和流程示例；最后探讨了实施路径,在系统实施过程中运用业务流程重组的思想、项目管理的方法,完成异质性人力资源开发的功能实现。
The organizations with prominent problems of employee heterogeneity are facing with unprecedented challenges under the background of economic globalization and development of knowledge-based economy. The organizational context of the growing importance of Human Resource Development (HRD) functions makes HRD a key factor in deciding the organizational competitive advantage. The technical background of development of human resource driven by Information Technology (IT) makes it possible for human resource to become more meticulous and more personalized. Combing through the systematic literature, this study found that the research on the impact of the heterogeneity on HRD, the relationship between heterogeneous HRD and employee performance, and IT application on heterogeneous HRD was still relatively lacking. Therefore, the theoretical and practical research focusing on heterogeneous HRD will be conducted from 3 aspects.
This research revealed the impact dimensions of heterogeneous characteristics on HRD needs.On the basis of the relevant literature review, heterogeneity was divided into explicit heterogeneity and implicit heterogeneity. Explicit heterogeneity included gender, age, years of working, education background, major, position, growing region, work responsibilities, organization size, organization nature, industry,while implicit heterogeneity included learning style,self-efficacy and achievement needs. In view of the above, this study compared the difference by using independent-sample T test, single-factor analysis of variance, and multiple comparisons analysis. The result showed that there were significant differences in HRD needs which included training content, teaching methods, instructor type, training form, training participation, career development needs, management development needs and organization development needs for employees with different explicit and implicit heterogeneous characteristics.
This research built and tested the model of combined effect of the heterogeneous HRD on employee performance. Using correlation analysis, hierarchical regression analysis and structural equation model, this study investigated the relationship between heterogeneous HRD, implicit heterogeneous characteristics and employee performance. The test results showed that heterogeneous HRD had a significant positive effect on employee performance, among which heterogeneous training development and heterogeneous organization development had a significant positive effect on working performance, employee satisfaction and organizational identification respectively. Heterogeneous career development had a significant positive effect on employee satisfaction as well as a significant positive effect on working performance by affecting employee satisfaction. Heterogeneous management development had a significant positive effect on employee satisfaction and organizational identification as well as a significant positive effect on working performance by affecting employee satisfaction and organizational identification.Meanwhile, the implicit heterogeneous characteristics of learning style, self-efficacy, achievement needs were the moderators of heterogeneous HRD affecting employee performance. Finally, the model of combined effect of the heterogeneous HRD on employee performance was built.
This research designed the implementation procedure by using IT to achieve heterogeneous HRD. Based on the research on the existing e-HR product development and current status, first, the paper gave the frame model of heterogeneous HRD based on e-HR and put forward heterogeneous HRD through screening heterogeneous data, thus enhancing employee performance. Then, we obtained the data screening standard of heterogeneous HRD according to the empirical research conclusion, designing function modules of the heterogeneous HRD based on e-HR, bringing forward procedure and procedure example of the heterogeneous HRD based on e-HR. Finally, the paper discussed the implementation path, in the system implementation process, using business process reengineering and project management approach to realize the function of heterogeneous HRD.
引文
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