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战略性人力资源管理的实现要求各级主管必须对下属承担更多的职责。但各级主管在组织中所扮演的教练员、裁判员和运动员三种角色之间存在着内在的矛盾,影响了战略性人力资源管理目标的实现。要破解这些矛盾,组织必须通过建立员工培养计划制度、职务序列稳定计划、利利益报偿机制、多序列调动计划、客观多主体考评机制等来实现主管作用的制度化规范和激励,破解主管“三员”角色冲突。
The realization of strategic human resources management requires that executives at all levels must take on more responsibilities to their subordinates. However, there are inherent contradictions between the three roles of coaches, referees and athletes played by the supervisors at all levels in the organization, which has affected the realization of the strategic human resources management objectives. In order to solve these contradictions, the organization must realize the institutionalized norms and incentives for supervising the establishment of personnel through the establishment of a staff training plan system, a stable job title sequence, a profit-benefit compensation mechanism, a multi-sequence transfer plan and an objective multi-agent evaluation mechanism, Three members "role conflict.