人力资源概略.ppt

人力资源概略
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2002年3-4月
人力资源管理
Human Resource Management
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人力资源管理课堂上学什么？
成功管理者的管理经验？
聪明脑袋的管理思想rease in the use of such practices is associated with a percent decrease in turnover and, on a per employee basis, $27,044 more in sales and $18,641 and $3,814 more in market value and profits, respectively.
------Huselid. 1995. The impact of human resource management practices on turnover, productivity, and corporate financial performance. AMJ, 38:647
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学者的发现
A one standard deviation improvement in the human resources system was associated with an increase in shareholder wealth of $41,000 per employee---about a 14 percent market value premium.
Huselid & Becker. 1997. The impact of high performance work systems, implementation effectiveness, and alignment with strategy on shareholder wealth. Unpublished paper. Rutgers University:18-19
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学者的发现
人力资源管理超过平均水平1个标准差的企业，其绩效超过平均水平5个标准差。
----Huselid, 1994, Documenting HR's effect on Company Performance, HR Magazine, January,79-85
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学者的发现
具有健全人力资源管理实践的组织，与那些具有较不健全实践的组织相比，年利润、利润增长和总体绩效的水平都比较高。
---- Terpstra,, and Rozelle,., 1993. The Relationship of staffing practices to organizational level measures of performance, Personnel Psychology, 46(1)，27-48
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CONFLICTING OPINIONS
Organizations have been moving toward rational business logics that are exemplified by scientific management and systems rationalism. They assume that employees work only because the formalized structures of machine- or system-like organizations control thrie actions and reward their efforts.
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但是：
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CONFLICTING OPINIONS
A preponderance of evidence suggests that, on average, employers have been moving toward rational logics in recent years.
There are often major discrepancies between companiews’ public statements about their employee relations philosophies and the ways they actually behave toward employees.
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但是：
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CONFLICTING OPINIONS
Businesses place less importance upon HR func