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为探索我国转型经济环境下新的人力资源管理模式,本文在回顾相关文献的基础上,提出从选拔与雇佣、薪酬与福利、绩效评估、培训与职业发展和其他重要环节等五个方面来实施人力资源管理。同时回顾了组织与员工匹配的模式发展,并认为,组织与员工匹配的四种模式有助于差异化人力资源管理实践,分别为需求与供给匹配、资源的增补性匹配、工作要求与能力匹配以及目标的一致性匹配。在此基础上,本文研究了针对上述不同匹配模式在选拔与雇佣等五个方面应采取的不同人力资源管理原则。
In order to explore the new mode of human resource management in transitional economy in our country, based on the review of related literatures, this paper puts forward five aspects: selection and employment, compensation and benefits, performance evaluation, training and career development and other important aspects human resource Management. At the same time, it reviews the pattern development of the matching between the organization and staff, and thinks that the four modes that the organization matches the staff contribute to differentiate the human resource management practice, matching demand and supply, supplementing resource, matching job requirement and ability As well as the consistency of the target match. On this basis, this paper studies different human resource management principles that should be adopted in the five aspects of selection and employment according to the different matching modes mentioned above.