CJ日报社知识员工管理现状及对策研究
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摘要
伴随国内报业纵深发展以及我国加入WTO后,传统报业面临国内外的竞争愈加激烈,其生存和发展很大程度上取决于人才。基于此,越来越多的报业管理者认识到以报业采编人员为主体的知识员工的重要性。不过,由于种种原因,大多数报社在知识员工管理方面却依旧存在这样或那样的不足。如何做好知识员工的开发、培养、使用是国内报业现阶段面临的现实问题,亟待探索建立一套合理、科学、适合国情的知识员工管理制度和机制。
本文尝试对中部一家副省级城市机关报知识员工管理的实际情况进行解剖,力求从以下四个方面对报社行业的知识员工管理问题进行探讨。首先,本文分析了本文研究对报社行业乃至媒体行业知识员工管理的借鉴意义;其次运用PEST模型分析报社行业的现状,回顾并分析了国内外关于报业行业特点、人力资源研究、知识员工管理等问题的研究成果;然后简要介绍了CJ日报社现状,厘清报业知识员工概念,从CJ日报职工中划出知识员工的范围,并运用“5P”模型分析其知识员工岗位设计、选拔培养、绩效考核、薪酬管理以及工作激情的现状,找出存在的问题;最后,创造性地提出对CJ日报知识员工管理推行人力资源战略规划,进行知识员工职业生涯规划,重新设计CJ日报知识员工薪酬体系等解决方案和思路,并展望了本文选题的研究前景及实施方案的可行性分析和本文研究对其余报社的借鉴意义。
After entering WTO, with the burgeoning newspapering, traditional press has to face up fierce competition stemming from either domestic or international business. Needless to say, its existence and development is substantially resting on intellectuals. Hence, more and more executives have recognized the importance of workers most of whom are working in Acquisition and Cataloguing department. However, for most of press agencies, the attempts to manage the knowledge worker well have failed. Then, how to explore potential worker and how to cultivate, employ them are also crucial problems faced by the internal newspapering. Consequently, the establishment of a reasonable, scientific administrative system and institution that accords to the national situation is expecting.
In this article, the author tries to provide a deep investigation to the reality of a sub-provincial newspaper regarding the management of knowledge workers. So, the author would like to probe into this issue from the following four aspects. First, this article can be used as future reference to the whole business; second, PEST modal is employed while analyzing the current situation of the press and review the accomplishments the internal and external institution have achieved in terms of the characteristics of press, human resource research and knowledge worker management; Then, it briefly introduces the current situation of CJ Daily Newspaper and clarified the basic conception of knowledge worker; also, it selects knowledge worker within a given frame, and utilize 5P modal to analyze the design of position which best fit the knowledge worker, selection and cultivation, performance evaluation, salary management and state of working enthusiasm and finally figure out what the underlying problem is. Eventually, it creatively put forward a long-term plan for implementing human resource strategy in relation to management of knowledge worker and help them best plan their professional career. Meanwhile, it gives a new resolution and provides a new way of thinking to the salary allocation system and speculate the research prospective of this topic, feasibility of this new proposal and the profound impact it may bring to other newspaper offices.
本文尝试对中部一家副省级城市机关报知识员工管理的实际情况进行解剖,力求从以下四个方面对报社行业的知识员工管理问题进行探讨。首先,本文分析了本文研究对报社行业乃至媒体行业知识员工管理的借鉴意义;其次运用PEST模型分析报社行业的现状,回顾并分析了国内外关于报业行业特点、人力资源研究、知识员工管理等问题的研究成果;然后简要介绍了CJ日报社现状,厘清报业知识员工概念,从CJ日报职工中划出知识员工的范围,并运用“5P”模型分析其知识员工岗位设计、选拔培养、绩效考核、薪酬管理以及工作激情的现状,找出存在的问题;最后,创造性地提出对CJ日报知识员工管理推行人力资源战略规划,进行知识员工职业生涯规划,重新设计CJ日报知识员工薪酬体系等解决方案和思路,并展望了本文选题的研究前景及实施方案的可行性分析和本文研究对其余报社的借鉴意义。
After entering WTO, with the burgeoning newspapering, traditional press has to face up fierce competition stemming from either domestic or international business. Needless to say, its existence and development is substantially resting on intellectuals. Hence, more and more executives have recognized the importance of workers most of whom are working in Acquisition and Cataloguing department. However, for most of press agencies, the attempts to manage the knowledge worker well have failed. Then, how to explore potential worker and how to cultivate, employ them are also crucial problems faced by the internal newspapering. Consequently, the establishment of a reasonable, scientific administrative system and institution that accords to the national situation is expecting.
In this article, the author tries to provide a deep investigation to the reality of a sub-provincial newspaper regarding the management of knowledge workers. So, the author would like to probe into this issue from the following four aspects. First, this article can be used as future reference to the whole business; second, PEST modal is employed while analyzing the current situation of the press and review the accomplishments the internal and external institution have achieved in terms of the characteristics of press, human resource research and knowledge worker management; Then, it briefly introduces the current situation of CJ Daily Newspaper and clarified the basic conception of knowledge worker; also, it selects knowledge worker within a given frame, and utilize 5P modal to analyze the design of position which best fit the knowledge worker, selection and cultivation, performance evaluation, salary management and state of working enthusiasm and finally figure out what the underlying problem is. Eventually, it creatively put forward a long-term plan for implementing human resource strategy in relation to management of knowledge worker and help them best plan their professional career. Meanwhile, it gives a new resolution and provides a new way of thinking to the salary allocation system and speculate the research prospective of this topic, feasibility of this new proposal and the profound impact it may bring to other newspaper offices.
引文
[1]高德蒙.媒体竞争实质是人才竞争.中国新闻研究中心, 2002(9):32-32
[2]崔保国. 2009中国传媒产业发展报告.北京:社会科学文献出版社, 2009
[3]中国新闻出版报, 2003(3): 8-8
[4]崔保国.技术创新与媒体变革.当代传播, 1999(6): 23-26
[5]易钟林.新媒介技术过程中的信息碎片化.传媒观察, 2004(9): 3-45
[6] Horton. Information resources management: concept and cases. Ohio: Association for Systems Management Press, 1979, 7(12): 21-35
[7] Dale Emmy Horibe. New Skills and Attitudes to Unlock the Intellectual Capital in Your Organization. Managing knowledge workers, 2000, 9(3): 12-12
[8]弗朗西斯,赫瑞比.管理知识员工.郑晓明译.北京:机械工业出版社, 2000
[9]廖建桥,文鹏.知识员工定义、特征及分类研究述评.管理学报, 2009, 6(2): 4-4
[10] [加]文森特·莫斯可.传播政治经济学.北京:华夏出版社, 2000
[11] 2006年中国报业发展综述.中国报业年鉴, 2006(12): 57-60
[12]赵振宇.神奇的杠杆——激励理论与方法.湖北人民出版社, 2001
[13]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): 71-74
[14]刘淜.新闻人才类型分析及其管理原则.中国新闻研究中心, 2003(11):15-15
[15]付亚和,许玉林.绩效考核与绩效管理.电子工业出版社, 2007: 175-175
[16]向志强,刘社瑞,吴高福.媒介产业核心竞争力与媒介人力资源管理.长沙:湖南文艺出版社, 2007: 209-209
[17]戴钢书.现代企业文化新论.武汉:武汉大学出版社, 2002
[18] Georgia Chao. Organizational Socialization: Its Content and Consequences. For a recent discussion of socialization, see, for example, Journal of Applied Psychology 1994, 79(5): 730-743
[19] Ann Denvir, Frank McMahon. Labor Turnover in London Hotels and the Cost Effectiveness of Preventative Measures. International Journal of HospitalityManagement, 1992(2): 143-154
[20]陆晔,俞卫东.传媒人的职业理想.新闻记者, 2003(2): 10-10
[21]钟大年,于文华.凤凰考——建构一个新传媒.北京:北京师范大学出版社, 2004
[22]关淑润.现代人力资源管理.北京对外经济贸易大学出版社, 2001
[23]南方都市报, 2003-11-0l
[24]陈晓军.北京智联共创管理咨询有限公司CEO博文
[25] [美]劳伦斯.克雷曼.人力资源管理—获取竞争优势的工具.北京:机械工业出版社, 2003
[26] Rousseau D. M. Psychological contracts in organizations: understanding written and unwritten agreements. Thousand Oaks, CA: Sage, 1995: 32-48
[27] L. R. Gome-Mejia. Evaluating Human Resouree Effeetiveness. Human Resouree Management Evolving Rules and Responsibilities, ed L. Dyer (Washington DC: BNA Books, 1988: 187-227
[28]王锦秀.现代企业人力资源配置问题及管理模式探讨.江西社会科学, 2003(12): 5-5
[29]陆小华.整合传媒.北京:中信出版社, 2002: 87-87
[30]刘社瑞,张丹.媒介人力资源管理.长沙:湖南大学出版社, 2006: 12-12
[31] [美]约翰.特鲁普曼.如何制定员工激励机制.上海:上海交通大学出版社, 2002
[32] [美]安妮.布鲁斯,詹姆斯. S.伯比顿.员工激励——如何激发雇员的进取心.北京:中国标准出版社, 2000
[33] Michael Parent. Relationships between Job Skills and Performance: A Study of Webmasters. Journal of Management Information Systems, 2002(18): 71-95
[34]周毅.传媒人才学概论.上海:上海三联书店, 2005(12): 261-261
[35]刘社瑞,张丹.媒介人力资源管理.长沙:湖南大学出版社, 2006: 15-15
[36] Kenneth Nowack. 360-Degree Feedback: The Whole Story. Training and Development, January 1993, 69. For adescription of some of the problems involved in implementing 360-degree feedback, see Matthew Budman,“The RatingGame,”Across the Board, 1994, 31(2): 35-38
[37]周鸿铎.报业经济.北京:经济管理出版社, 2003: 196-204
[38] Richard Majuka, Timothy Baldwin. Team-based employee involvement programs. Effects of design and administration. Personnel Psychology, 1991(144): 793-812
[39] Brian S. Klaas. Containing Compensation Costs: Why Firms Differ in their Willingness to Reduce Pay. Journal of Management, 1999, 25(6): 829-850
[40] A. P. Carnevale. America and the New Economy. Training and Development Journal, 1990: 31-52
[41] Wexley, Yukl. Organizational Behavior, 1990: 289-295
[42] Kim W. C., Mauborgne R. Fair process. Managing in the knowledge economy. Harvard Business Review, 2003: 127-136
[43]向志强.人力资本与媒介人力资源管理开发研究.长沙:湖南大学出版社, 2006
[2]崔保国. 2009中国传媒产业发展报告.北京:社会科学文献出版社, 2009
[3]中国新闻出版报, 2003(3): 8-8
[4]崔保国.技术创新与媒体变革.当代传播, 1999(6): 23-26
[5]易钟林.新媒介技术过程中的信息碎片化.传媒观察, 2004(9): 3-45
[6] Horton. Information resources management: concept and cases. Ohio: Association for Systems Management Press, 1979, 7(12): 21-35
[7] Dale Emmy Horibe. New Skills and Attitudes to Unlock the Intellectual Capital in Your Organization. Managing knowledge workers, 2000, 9(3): 12-12
[8]弗朗西斯,赫瑞比.管理知识员工.郑晓明译.北京:机械工业出版社, 2000
[9]廖建桥,文鹏.知识员工定义、特征及分类研究述评.管理学报, 2009, 6(2): 4-4
[10] [加]文森特·莫斯可.传播政治经济学.北京:华夏出版社, 2000
[11] 2006年中国报业发展综述.中国报业年鉴, 2006(12): 57-60
[12]赵振宇.神奇的杠杆——激励理论与方法.湖北人民出版社, 2001
[13]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): 71-74
[14]刘淜.新闻人才类型分析及其管理原则.中国新闻研究中心, 2003(11):15-15
[15]付亚和,许玉林.绩效考核与绩效管理.电子工业出版社, 2007: 175-175
[16]向志强,刘社瑞,吴高福.媒介产业核心竞争力与媒介人力资源管理.长沙:湖南文艺出版社, 2007: 209-209
[17]戴钢书.现代企业文化新论.武汉:武汉大学出版社, 2002
[18] Georgia Chao. Organizational Socialization: Its Content and Consequences. For a recent discussion of socialization, see, for example, Journal of Applied Psychology 1994, 79(5): 730-743
[19] Ann Denvir, Frank McMahon. Labor Turnover in London Hotels and the Cost Effectiveness of Preventative Measures. International Journal of HospitalityManagement, 1992(2): 143-154
[20]陆晔,俞卫东.传媒人的职业理想.新闻记者, 2003(2): 10-10
[21]钟大年,于文华.凤凰考——建构一个新传媒.北京:北京师范大学出版社, 2004
[22]关淑润.现代人力资源管理.北京对外经济贸易大学出版社, 2001
[23]南方都市报, 2003-11-0l
[24]陈晓军.北京智联共创管理咨询有限公司CEO博文
[25] [美]劳伦斯.克雷曼.人力资源管理—获取竞争优势的工具.北京:机械工业出版社, 2003
[26] Rousseau D. M. Psychological contracts in organizations: understanding written and unwritten agreements. Thousand Oaks, CA: Sage, 1995: 32-48
[27] L. R. Gome-Mejia. Evaluating Human Resouree Effeetiveness. Human Resouree Management Evolving Rules and Responsibilities, ed L. Dyer (Washington DC: BNA Books, 1988: 187-227
[28]王锦秀.现代企业人力资源配置问题及管理模式探讨.江西社会科学, 2003(12): 5-5
[29]陆小华.整合传媒.北京:中信出版社, 2002: 87-87
[30]刘社瑞,张丹.媒介人力资源管理.长沙:湖南大学出版社, 2006: 12-12
[31] [美]约翰.特鲁普曼.如何制定员工激励机制.上海:上海交通大学出版社, 2002
[32] [美]安妮.布鲁斯,詹姆斯. S.伯比顿.员工激励——如何激发雇员的进取心.北京:中国标准出版社, 2000
[33] Michael Parent. Relationships between Job Skills and Performance: A Study of Webmasters. Journal of Management Information Systems, 2002(18): 71-95
[34]周毅.传媒人才学概论.上海:上海三联书店, 2005(12): 261-261
[35]刘社瑞,张丹.媒介人力资源管理.长沙:湖南大学出版社, 2006: 15-15
[36] Kenneth Nowack. 360-Degree Feedback: The Whole Story. Training and Development, January 1993, 69. For adescription of some of the problems involved in implementing 360-degree feedback, see Matthew Budman,“The RatingGame,”Across the Board, 1994, 31(2): 35-38
[37]周鸿铎.报业经济.北京:经济管理出版社, 2003: 196-204
[38] Richard Majuka, Timothy Baldwin. Team-based employee involvement programs. Effects of design and administration. Personnel Psychology, 1991(144): 793-812
[39] Brian S. Klaas. Containing Compensation Costs: Why Firms Differ in their Willingness to Reduce Pay. Journal of Management, 1999, 25(6): 829-850
[40] A. P. Carnevale. America and the New Economy. Training and Development Journal, 1990: 31-52
[41] Wexley, Yukl. Organizational Behavior, 1990: 289-295
[42] Kim W. C., Mauborgne R. Fair process. Managing in the knowledge economy. Harvard Business Review, 2003: 127-136
[43]向志强.人力资本与媒介人力资源管理开发研究.长沙:湖南大学出版社, 2006