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按照人力资源需求组合模式与供给模式的不同,可以将企业人力资源管理模式划分为五种类型:管理模式、经营模式、管理—经营模式、经营—管理模式和人事行政模式。其中管理模式、管理—经营模式和人事行政模式是三种传统的人力资源管理模式,分别以美国、日本和中国计划经济时期的人力资源管理模式为代表。这三种模式都将人力资源需求看成是派生需求,并且都局限于服务性需求,以供求平衡为目标,有其不可克服的局限性。在企业人力资源供求的客观环境条件已经发生了很大的变化的情况下,这三种模式已经不能适应现代企业经营与发展的需要,必须并且也正在向更加有效的经营—管理模式转变。
According to the different combination mode and supply mode of human resource demand, enterprise human resource management mode can be divided into five types: management mode, management mode, management-management mode, management-management mode and personnel administration mode. Among them, the management mode, the management-management mode and the personnel administration mode are the three traditional modes of human resource management, which are respectively represented by the human resource management mode in the United States, Japan and China during the planned economy period. All of these three models regard human resource demand as a derivative demand, and are all limited to service demand. In order to balance supply and demand, they have their insurmountable limitations. Under the circumstance that the objective environmental conditions of supply and demand of human resources in the enterprise have undergone great changes, these three modes can no longer meet the needs of modern enterprise management and development, and must and must also be transformed into a more effective operation-management mode.