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由于管理的任务是要将各种人汇集到一个“命运共同体”中,所以管理中深深地嵌入了文化的因素。不同的时代造就不同的企业,不同的文化母土长出不同的公司,不同的人群需要不同的管理,因此,管理既需要考虑时代背景,又需要兼顾情境因素。现今普遍通行的这套人力资源管理体系,很大程度上源于工业时代与美国情境,以工作分析为起点,以人职匹配为核心,以“选育用留”为流程,以提升企业绩效为目的。尽管体系不断完善,但是由于路径原因,其主体及逻辑假设始终并未发生大的改变,并逐渐显露出不足。
Because the task of management is to bring people together in a “Community of Destiny,” management has deeply embedded cultural factors. Different times create different businesses, different cultures grow different companies, and different people need different management. Therefore, management needs to consider not only the background of the times but also the situation. At present, this set of human resources management system, which is widely used today, is largely derived from the industrial age and the American context. Starting from the analysis of work and starting from the job matching, the process of “selecting and retaining” Corporate performance for the purpose. Despite the continuous improvement of the system, its main body and its logical assumptions have not undergone any major changes due to the route, and have gradually revealed their deficiencies.