人力资源管理参考文献(英文)
参考文献References and Bibliography
第一章
1．Adapted from Gillian Flynn, "Workforce 2000 Begins Here," Workforce, May 1997, 78-84; and Gillian Flynn, "Bank of Montreal Invests in Its Workers," Workforce, December 1997, 30-38.
2．Lynda Gratton, "The New Rules of HR Strategy," HR Focus, June 1998, 13-14.
3．Richard W. Judy and Carol D'Amice, Workforce 2020: Work and Workers in the 21st Century, Indianapolis: Hudson Institute, 1997
4．Peter Morici, "Export Our Way to Prosperity," Foreign Policy, Winter 1995-1996, 3.
5．Marc Adams, "Building a Rainbow, One Stripe at a Time," HR Magazine, August 1998, 72-79.
6．Judy and D'Amico, Workforce 2020, 5.
7．Rick Garnitz, "Aging Workforce Poses an HR challenge," ACA Ne ws, March 1999, 20-21;
and Carol Patton, "Golden Solutions," Human Resource Executive, August 1998, 63-65.
8．"DOl. Offers Advice on Eldercare Programs," HR Policies & Practices Update, May 30.
1998, 3-4.
9．"HR's Role in Transformation of Work Debated by HR Executives,"Human Resources Report, April 20,1998,418. Thomas A. Stewart, "Taking On the Last Bureaucrats;" Fortune, January 15, 1996, 105-106.
10．Thomas A. Stewart, "Taking On the Last Bureaucracy,"Fortune, January 15, 1996, 105-106.
11．Allan Halcrow, "Survey Shows HR in Transition," Workforce, June 1998, 73-80.
12．Bruce R. Ellig, "Is the Human Re-source Function Neglecting the employees?" Human Resources Management, Spring 1997, 91-95
13．Jennifer Laabs, "Why HR Can't Win Today," Workforce, May 1998,63-74.
14．Robert Galford, "Why Doesn't This HR Department Get Any Respect?" Harvard Business Review , March-April, 1998, 24-26.
15．Lin Grensing-Pophal, "Taking Your Seat at the Table," HR Magazine, March 1999, 90-94;
and Andrew R. Mcllvane, "Window of Opportunity," Human Resource Executive, June 5,
1998, 36-38.
16．Dave Ulrich,Human Resource Champions, Boston: Harvard Business School Press,
References and Bibliography
19971.
17．Louis R. Forbringer and Carol Oeth, "Human Resources at Mercantile Bancorp oration, Inc.," Human Resource Management, Summer1998, 177-189.
18．"The Missing M &A Link," The Wall Street Journa l, October 7, 1997, AL
19．Dave Ulrich, "A New Mandate for Human Resources," Harvard Business Review, January-February 1998, 124-134.
20．Shari Caudron, "The CEO Need You: Are You Delivering?" Workforce, June 1997, 63-68.
21．Linda Davidson, "Measure What You Bring to the Bottom Line," Workforce, September 1998, 34-40.
22．Mark Huselid, "The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance,'' Academy of Management Journal,
38 (1995), 635-672.
23．Adapted from Michael M. Phillips, "Midwest's Headache: Not Enough Workers," The Wall Street Journal，April 27, 1998, Al; Margaret W. Pressler, "Retail Industry Shops to Find Scarce Employees," The Denver Post, April 19, 1998, 7A; Chris Woodward, "Driver Shortage Makes Truckers King of the Road," USA Today, March 25, 1997, Gl; and Anna W. Mathews, "Wanted: 400,000 Long Distance Truck Drivers‖ The wall Street Journal., September 11, 1997, B1.
24．Barbara Parus, "Designing a Total Rewards Program to Retain Critical Talent in the New Millenium.‖ACA News, February 1999, 20-23.
25．Cathy Gedvilas, "Rewarding The ?New Breed' Information Workers," ACA News, July/ August 1998, 30-35
26．"Administrative Woes," Human Resource Executive, January 1998, 82.
27．"Global Competition Encourages Partnership Between HR and Line Management, Study Says," HR Policies & Practices Update, April 18, 1998. 4.
28．Mindy W. Toran, "Rolling with the Changes," Human Resource Executive, June 5, 1998, 39-41.
29．HR 21: Human Resources for the Next Century (Washington, DC: Watson, Wyatt Worldwide, 1995).
30．Adapted from Scott Lever, "An Analysis of Managerial Motivations Behind Outsourcing Practice in Human Resources," Human Resource Planning 20, 2 (1997), 37-48.
31．Len Strazewski, "Double Duty," Human Resource Executive, July1998, 35-38.
32．Carla Johnson, "Changing Shapes," HR Magazine, March 1999, 40-48.
33．"The Ongoings of Outsourcing," Outsourcing Guide, August 1998, 2-.5.
34．Howard R. Mitchell III ,"A Moving issues: To Outsource or Not to Outsource‖HR Magazine, May 1998, 59-68.
35．Del Jones, "48% of workers Admit to Unethical or Illegal Acts," USA Today, April 4, 1997, lA.
2
参考文献
36．Based on information in Larue T. Hosmer, The Ethics of Management (Homewood, IL: Richard D. Irwin, 1987), 12-14.
37．Robert D. Gatewood and Archie B. Carrell, "Assessment of Ethical Performance of Organization Members: A Conceptual Framework," Academy of' Management Review 16 (1991) , 667-690.
38．Gary R. Weaver. Linda Klebe Trevino, and Philip L, Cochran, "Corporate Ethics Systems,"
Academy of Management Journal 42 (1999), 41-57; and Craig Dreilinger, "Get Real (And Ethics Will Follow),‖Workforce, August 1998, 101-102.
39．"HR Staff Feeling, Seeing Ethics Pressure," Bulletin to Management, February 12, 1998, 4 40．The Business Ethics Survey (Alexandria, VA: Society for Human Resources Management, 1998).
41．Andrew R. Mcllvane, "Work Ethics," Human Resource Executive, August 1998, 30-34.
42．Stephen C. Schoonover, HR Competencies for the Year 2000(Alexandria, V A: SHRM Foundation, 1998).
43．Kevin Barksdale, "Why We Should Update HR Education," Journal of Management Education 22 (1998), 526-530.
44．Debra L. McDaniel, "A Competency Model for Human Resources,'' in David D. Dubois, The Competency Case Book (Amherst, MA: HRD Press, 1998), 121-156.
45．Linda Micco, "Ranks of Certified HR Professionals are Swelling Rapidly," HR News, June 15, 1998,14.
46．"Certification Lends HR Greater Credibility," Workforce, April 1998,23.
47．Adapted from Gillian Flynn, "Remedy Cures for Work Doldrums," Workforce, February 1998, 38-42.
第三章
1．Based on ―Welfare-to-work: A Good Start,‖ Business Week, June 1, 1998, 102-106;
―Welfare Recipients Stay on the Job Longer,‖ Omaha World-Herald, May 27, 1998, A1,10;
Bill Leonard, ―Welfare to Work: Filling a Tall Order,‖ HR Magazine, May 1998, 78-87;
and https://www.360docs.net/doc/579814030.html,.
2．Gary Hamel and C.K. Prahalad, Competing for Future (Cambridge, MA: Harvard Business School Press, 1994), 227.
3．Mark A. Huselid, Susan E. Jack son, and Randall S. Schuler, ―Technical and strategic Human Resource Management Effectiveness as Determinants of Firm Performance,‖ Academy of Management Journal, 40(1997), 171-188.
4．Jay B. Barney and Patrick M. Wright, ―On Becoming a strategic sources in Gaining Competitive Advantage,‖ Human Resource Management, Spring 1998, 31-46.
5．Russell W. Coff, ― Human Assets and Management Dilemmas: Coping with Hazards on the Road to Resource-Based Theory,‖ Academy of Management Review, 22(1997), 374-402.
3
References and Bibliography
6．The authors acknowledge that the development of concepts in Figure 2—2 are based on ideas suggested by Kathryn D. McKee, SPHR, CCP; Charles W. L. Hill and Gareth R.
Jones, Strategic Management(Boston: Houghton Mifflin, 1998), 92-96; and Thomas A Barocci, Human Resource Management and Industrial Relations(Chicago: Scott, Foresman, 1985), 105.
7．Jay B. Barney, Gaining and Sustaining Competitive Advantage (Reading, MA: Addison- Wesley, 1997), Chapter 1.
8．Michael E. Porter, Competitive Strategy: Techniques for Analyzing Industries and Competitors (New York: Free Press, 1980).
9．Figure 2—4, as adapted, is based on ideas suggested in S. Ragburam and R. Arvey, ―Business Strategy Links with Staffing and Training Practices,‖ Human Resource Planning 17(1994), 58.
10．Adapted from Patrick M. Wright, Gary C. McMahan, Baline McCormick, and W. Scott Sherman, ―strategy, Core Competence, and HR Involvement as Determinants of HR Effectiveness and Refinery Performance,‖ Human Resource Management, Spring 1998, 17-29.
11．Sharon Nelton, ―Major Shifts in Leadership Lie Ahead,‖ Nation’s Business, June 1997, 56-57.
12．John D.Owen, ―flextime: Some Problems and Solutions,‖ Industrial and Labor Relations Review 50(1997), 152-160.
13．―More Than 21 Million Worked at Home,‖ Bulletin to Management, April 2, 1998, 101.
14．W. Jack Duncan, Peter M. Ginter, and Linda E. Swayne, ―C ompetitive Advantage and Internal Organizational Assessment,‖ Academy of Management Executive, August 1998, 6-16.
15．Timothy P. Summers and Suzanne B. Summers, ―Strategic Skills Analysis for Selection and Development,‖ Human Resource Planning, 20(1997), 14-19.
16．Susan Wolfe, ―HRIS Usability: Why You Can‘t Afford To Ignore It,‖ IHRIM.Link January 1998, 44-52.
17．―Companies Making Strides on the Intranet Front,‖ HR Policies & Practices, January 9, 1998, 1-2.
18．Mike Frost, ―Extranets: A Big Boon-Especially for Small Companies,‖ HR Magazine, January 1998, 31-35.
19．Samuel Greengard, ―10 Ways to Protect Intranet Data,‖ Workforce, September 1998, 78-81.
20．Tom Starner, ―Being Direct,‖ Human Resource Executive, March 4, 1999, 44-48; and Michelle Neely Martinez, ―Intranets Boost HR to More Strategic, Future-Based Sevels,‖ HR International Update, February 1998, 1-3.
21．―Self Service HR: 4 Ways to Cash in on the Next Big HRIS Application,‖ Managing HR 4
参考文献
Information System, September 1998, 1, 13-14, available at https://www.360docs.net/doc/579814030.html,.
22．Joel R. Lapointe, ―A Method for Selecting the Right Employee Self-service Situation,‖ HR Magazine, August 1997, 37-42.
23．Victor Y. Haines and Andre Petit, ―Conditions for Successful Human Resource Information Systems,‖ Human resource Management, Summer 1997, 261-275.
24．Carolyn Hirschman, ―Time for a Change,‖ HR Magazine, August 1998, 81-87.
25．Eric R. Quinones, ―Massive Staff Cutbacks No Guarantee of Profits,‖ The Denver Post, February 9, 1998, 3C.
26．Aaron Bernstein, ―Oops, That‘s Too Much Downsizing,‖ Business Week, June 8, 1998, 38;
John J. Keller, ―AT&T Buyout Package Attracts More Managers Than Expected,‖ The Wall Street Journal, June 4, 1998, B6.
27．―Corporate Job Creation, Job Elimination, and Downsizing,‖ 1997 Survey, American Management Association, 1-8.
28．Alex M. Susskind, Vernon D. Miller, and J. David Johnson, ―Downsizing and Structural Holes,‖ Communication Research 15(1998), 30-65.
29．Robert Folger and Daniel P. Skarlicki, ―When Tough Times Make Tough Bosses: Managerial Distancing as a Function of Layoff Blame,‖ Academy of Management Journal, 41(1998), 79-87.
30．Julie Cook, ―Some Way Out,‖ Human Resource Executive, September1998, 1, 34-38.
31．Sue C. Erwin, Angus H. Macauley, and Jim O‘Strckey, ―Tips to Help Employers Avoi djLegal Claims for Downsizing,‖ Legal Report, Summer 1997, 1-4.
32．A dapted from Rhonda L. Rundle, ―Home Health Rivals Try Merger of Equals, Get Merger from Hell,‖ The Wall Street Journal, February 26, 1998, A1; ―The Perfect Blend,‖ Human
Resource Executive, May 19, 1998; 19-21; and Matt Murray, ―KeyCorp Fails to Prove It
Can Unlock Promise of Merger of Equals,‖ The Wall Street Journal, August 25, 1998, A1 第四章
1．Tim Aeppel, ―personnel Disorders Sap a Factory owner of His Boy Idealism," The Wall Street journal, January 14, 1998, A1;
2．Donna Rosato, ―Northwest‘s Poor Service Sulllis Deal,"' USA today, June 15, 1998, 6B;
3．Gabriella Stem, "How A Young Manager Shook Up The Culture at Old Chrysler Plant," The Wall Street journal, April 21, 1997, A1.
4．'Determi ning the value of human resources,‖ viewpoint on value, (Omaha, NE: Balckman and associates), July/August 1998, 4.
5．David p. Norton, ―aligning strategy and performance with the balanced scorecard,: ACA journal, autumn 1997, 18-26.
6．David Ulrich: a new ma ndate for human resources,‖ Harvard business review, January-February 1998, 124.
5
References and Bibliography
7．Bernard Wysocki jr., ― why an acquisition? Often it‘s the people,‖ the wall street journal, October6, 1997,a1;
8．Erlrk Schonfie1d, "Have The Urge To Merge?‖fortune, March 31, 1997, 114.
9．Keith Whitefield and Michael Poole, "Organizing Employment For High Performance,"
Organization Studies, Winter 1997, 745.
10．M. J. Mandel, "You Ain't Seen Nothing Yet," Business Week, August 31, 1998, 6m1.
11．Frederick D. Buzzie, "Plain Talk about Productive"Across the Board, January 1997, 43-47.
12．Joseph Wop "The Year Of The Deal," Business Week, July 13, 1998, 52-53.
13．Bob Cardy "What Happened To quality?", Human Resource Division News, Summer 1998, 14-15.
14．Zahir Irani and John Sharp, ―Integrating Continuous Improvement and Innovation into A Corporate Culture," Technovation, Vo. 17, No.4, 199-206.
15．Del Jones, ―Buyers get No Salls satisfaction," USA Today, January 22, 1997, 1B.
16．Thomas A. Stewart, ―A Satisfied Customer Isn‘T Enough,‖ Fortune, July 2l, 1997, 112.
17．"Service With A Smile," The Economist, April 25, 1998, 63;
18．Hal Lancaste1, "Giving Good Service, Never An Easy Task, Is Getting Harder,‖The Wall Street Journal, June 9, 1998, B1
19．John M. Hannon, "Leveraging HRM To Enrich Competitive Intelligence, Human Resource Management, 36 (1997), 409.
20．Joseph Coates, "Emerging HR Issues For The Twenty-First Century,‖ Employment Relations Today, Winter, 1997, 1.
21．Dallas Sailsbury, ― The Changing Employment Contract,‖ Compensation and Benefits Review, January-February, 1997, 78.
22．―Workers Expect To Share The Wealth," Bulletin To Management Data Graph, October 16, 1997, 332.
23．Maggie Jackson, "Bosses Take A Beating,‖Omaha World-Herald, September 7, 1997, G1.
24．Ann Vincola and Nancy Mobley, ―Performance Management Through A Work/Life Lens,"
HR Focus, February 1998, 9.
25．Hal Lancaster "Will Hiring A Full Stuff Be The Next Fashion In Management?‖The Wall Street Journal, April 28, 1998, B1
26．Tim Aeppel, "Life At The Fa ctory,‖ The Wall Street Journal, March 18, 1997, 1
27．James H. Carbone, ―Loyalty: Subversive Doctrine?, Academy Of Management Executive, August 1997, 80-87
28．Charley Braun, ― Organizational Infidelity,‖ Academy of Management Executive, November 1997, 11.
29．Alan Webber, ―Best Firms Don‘t Need Employee Loyalty,‖ USA Today, July 22, 1998, 11A
6
参考文献
30．Thomas Petzinger, ― The Front Lines,‖ The Wall Street Journal, April 25, 1997, B1
31．Ro berta Maynard, ― How To Motivate Low Wage Workers,‖ Nation’s Business, May 1997,
35
32．Pascal Zachary, ― The New Search For Meaning In Meaningless Work,‖ The Wall Street Journal, January 9, 1997 B1
33．Dan Danbom,‖ Hate Your Job? These Are Even Worse,‖ Denver Post, June 7, 1998, ^J 34．John R. Hollenbeck, Et Al., ―Extending The Multilevel The ory Of Team Decision Making,‖ Academy of Management Journal, 41(1998), 269.
35．Scott A. Snell,‖ Designing And Supporting Transnational Teams, Human Resource Management, 37(1998), 147-158.
36．Perry Pascarella, ―Compensating Teams,‖ Across The Board, February 1997, 16
37．Ralphy King, ― Teams Therapy,‖ The Wall Street Journal, May 20, 1998, 1.
38．David Cotter And Ceil Williams, ― Managing Health-Related Absences,‖ Compensation and Benefits Review, May-June 1997, 58.
39．Bill Gates, ― Internet A Rich Source Of Medical Information,‖ Omaha Word-Herald, March 15, 1998
40．Jen Condoding, ―Echos From The Line: HR Lacks Strategic Initiative,‖ HR Focus, July 1997, 1.
41．Wayne Cascio, Clifford Young, and James Morries, ― Financial Consequences of Employment-Change Decisio ns In Major U.S. Corporations,‖ Academy Of Management
Journa, 40(1997), 1175.
42．Ma rk Spoginardi, ―Conducting A Human Resources Audit-A Primer,‖ Employee Relations Law Journal, 23(1997), 105
第五章
1．"Record $34 MiUion for Sex Harassment," Fair Employment Practices, June 25, 1998, 73-74;"$86,257 Awarded in Discrimination Suit," Omaha WorldHerald,February 1998, 4B;
M.A. Jacobs, "Law Firm Loses Race Discrimination Case," The Wall Street Journal, March 25, 1996, B8; PatrickMcGeehan, "Smith Barney Diversity Plan Represents a Major Leap for Women on Wall Street, The Wall Street Journal, November 19,1997, B17;
Stephanie Armour,"AgeBias Case Sounds Warning,"USA Today, October 24, 1997, B1;"Merrill Lynch Is Told to Pay $1.8Million in Discrimination Case, "The Wall Street Journal, January 22,1997, B14; and "Iowan Awarded$300,000 in Age Bias Lawsuit,‖ Omaha WorldHerald, May 16,1998, Al9.
2．Based on "Operating a Multilingual Workplace," Bulletin to Management, June 25, 1998, 200; Ann Davis; "English Only Rules Spur Workers to Speak Legalese," The Wall Street Journal, November 23,1997, BI+; and "Choice Words,‖ Human Resource Executive, June 5,1998, 95-97.
7
References and Bibliography
3．"Visa Quotas Are Increased for Foreign Professionals," Human Resource Executive, February 1999, 9; and Michael Maggio, "Understanding H-lB Specialty Workers," Legal Report, Summer 1998, 7-12.
4．Charles A. Pierce and Herman Aquinis, "Bridging the Gap be tween Romantic Relationships and Sexual Harassment in Organizations," Journal of Organizational Be.havior 18 (1997), 197-200.
5．Harris v. Forklift Systems, Inc., 114s.ct. 367 (1993).
6．Burlington Industries v. Ellerth, U.S.S. Ct. No. 97-569, June 26, 1998;Faragher v. Boca Raton, U.S.S.Ct.No. 97-282, June 26, 1998; and Oncale v. Sundowner Of Lahore Services, U.S.S.Ct. No. 96-568, March4, 1998.
7．Jennifer Laabs, "What You're Liable for Now," Workforce, October1998, 34--42.
8．Michael Barrier, "Sexual Harassment," Nation's Business, December1998, 14-19.
9．Based on Jane AdamsRoy and Julian Barling, "Predicting the Decision to Confront or Report Sexual Harassment,' Journal of Organizational Behavior 19 (1998), 329-336.
10．Gilbert Casellas and Irene L. Hill,"Sexual Harassment: Preventingand Avoiding Liability,"
LegalReport, Fall 1998, 1-5.
11．James A. Burns, Jr., "Accommodating Pregnant Employees, ―Employee Relations Law Journal 23 (1997), 139-144.
12．Stopka v. Alliance of American Insurers, CA7, No. 97-1974, April 1, 1998; and Sue Schellenbarger, "Pregnant Workers Clash with Employers Over Job Inflexibility," The Wall Street Journal, February 10, 1999, B1.
13．U.S. Bureau of the Census, 1998; Diana E Furchtgott Roth and Christine Stolba, "Comparable Worth Makes a Comeback," The Wall Street Journal, February 4, 1999, A22.
14．Arizona Governing Committee v. Norris, 103 S.Ct. 3492 (1983).
15．Diana Kunde, "Women Build Careers in Construction Trades," Omaha WorldHerald, January 24, 1999, 1G.
16．U.S. Equal Employment Opportunity Commission, 1998.
17．Glass Ceiling Commission, A Solid Investment: Making Use of the Nation~ Human Capital (Washington,DC: U.S. Department of Labor, 1995).
18．Timothy D. Schellhardt, "Jury to Consider If 'Overqualified' Signals Age Bias," The Wall Street Journal, July 27, 1998, B1, B8.
19．Westinghouse Electric Corp v. Ryder,U.S.S.Ct. No. 97-1070, February23, 1998.
20．Based on data compiled by the federal Equal Employment Opportunity Commission, 1998.
21．Definitions used in this discussion of the Americans with Disabilities Act are those contained either in the act itself or in the Technical Assistance Manual issued by the EEOC; and Robert W. Thompson, "Justices May Clarify Definition of ADA-Covered
8
参考文献
Disabilities," HR News, February 1999, 9-10.
22．Francis A. McMorris, "Employee's Transfer Plea Rejected in Another Disabilities Act Ruling," The Wall Street Journal, January 21, 1997, B9.
23．Timothy Bland, "ADA: The Law Meets Medicine," HR Magazine, January 1999, 99-104;
and Ann Davis, "Courts Reject Many Mental-Disability Claims," The Wall Street Journal, July 22, 1997, B1, B6.
24．School Board of Nassau County, Florida v. Airline, 107 S.C. 1123(1987).
25．Peter J. Petesch, "The ADA, HIV, and Risk Management Strategies, "Legal Report, Summer 1998, 1-6.
26．Bragdon v. Abbott, U.S.S.Ct. No.97-156, June 25, 1998.
27．Carolyn Hirschman, "Reasonable Accommodations at a Reasonable Cost," HR Magazine, July 1997, 85-88.
28．Barbara Gamble McGill, "ADA Accommodations Do Not Have to Break the Bank," HR Magazine, July1997, 85-88.
29．For a discussion of various religions and their observance schedules, see Patricia Digh, "Religion In the Workplace," HR Magazine, December 1998, 85-91.
30．Trans World Airlines v. Hardison,432 U.S. 63 (1977).
31．Jodi Spiegel Arthur, "Religious Rights Not Violated, Court Says, "Human Resource Executive, June 5,1998, 22.
32．Ronald A. Lindsay and Elizabeth H. Bach, "Religious Discrimination," http://www, https://www.360docs.net/doc/579814030.html,/docs/whitepapers/61214.htm, 1997.
33．Jessica Guynn, "Another Y2K Worry: Messiahs in the Workplace," Omaha WorldHerald, February 7, 1999, 1G; and Stephanie Armour, "Conflict Grows between Bosses, Devout Workers," USA Today, November 21, 1997, 1B-2B.
34．"Companies Feel Push to Accommodate Employees' Religious Beliefs," HR Policies and Practices Update, September 19, 1997, 1-2.
35．Dothard v. Rawlinson, 433 U.S. 321(1977).
36．Harper v. Blockbuster EntertainmentCorp., CAll, No. 96-2461-CV-DLG, April 29, 1998. 37．Public Law 103-353, October 13, 1944.
38．Jonathan Segal, "EEO Policies:Walking the Razor's Edge," HRMagazine, December 1997, 109-116.
39．Bill Leonard, "A New Era at the EEOC," HR Magazine, February1999, 55-62; and Linda Micco, "EEOC Cuts Number of PendingCases in Half Over Three Years,"HR News, September 1998, 9.
40．Stephanie Armour and Barbara Hansen, "Flood of 'Retaliation'Cases Surfacing in U.S.
Workplace," USA Today, February 10,1999, lA.
41．In structuring the components of AAPs, the authors acknowledge theassistance of Raymond B. Weinberg, SPHR, CCP; and Kathleen Shotkoski, PHR; of Silver Stone
9
References and Bibliography
Consulting, Omaha, NE
42．Based on Bruce Horovitz, "Denny'sAirs AntiRacism Ads," USA Today, January 12, 1999, B1; E Rice,"Denny's Changes Its Spots," Fortune, May 13, 1996, 133-142; and N. Harris,
"A New Denny's-Dinerby Diner," Business Week, March25, 1996, 166--168.
43．Adapted from Dennis Huspeni, "Women's Perspective Helps Force," The Denver Post, June 17, 1998, B1; David Price, "Police Need Brains Not Personality,' USA Today, July
30, 1998, 13A; Paul M. Barrett, "Legal Limbo,' The Wall Street Journal, October 12,
1998, Al; and Kevin Johnson, "Survey: Women Muscled Out by Bias, Harassment," USA
Today, November 28, 1998, lA.
44．Throughout the following section, various statistics on workforce composition and trends are taken from U.S. Department of Labor, Bureau of Labor Statistics, and Census Bureau
data widely reported in various reference and news media reports. For additional details,
consult https://www.360docs.net/doc/579814030.html,.
45．Brenda Paik Sunoo, "Initiatives for Women Boost Retention," Workforce, November 1998, 97; and Tara Parker-Pope, "Inside P&G, a Pitch to Keep Women Employees," The Wall
Street Journal, September 9, 1998, B1.
46．Howard Gleckman, "High Tech Talent: Don't Bolt the Golden Door," Business Week March 16, 1998, 30.
47．Rick Garnitz, "Aging Work Poses an HR Challenge," News, March 1999, 20-24. Force ACA News, March 1999, 20-24
48．Adapted from Roy Johnson, "The 50 Best Companies for Asians, Blacks, and Hispanics,' Fortune, August 3, 1998, 94-122.
49．The following list is adapted from Gail Robinson and Kathleen Dechant, "Building a Business Case for Diversity," Academy of Management Executive, August 1997, 21.
50．Patricia Digh, "The Next Challenge: Holding People Accountable," HR Magazine, October 1998, 63-69.
51．Leon Wynter, "Allstate Rates Managers on Handling Diversity," The Wall Street Journal, October 1, 1997, B1.
52．"SHRM Releases New Survey on Diversity Programs,' Mosaics, July/August 1998, 1.
53．Norma M. Rucucci, "Cultural Diversity Programs to Prepare for Work Force 2000: What's Gone Wrong?", Public Personnel Management, Spring 1997, 35-41; and Gillian Flynn,
"The Harsh Reality of Diversity Programs," Workforce, December 1998, 26-35.
54．Kathryn E Clark, "Breaking Barriers," Human Resource Executive, September 1998, 39--44. Helen Hemophill and Ray Haines, Discrimination, Harassment, and the Failure
of Diversity Training (Westport, CT: Quorum Books), 1997. Gillian Flynn, "White Males
See Diversity's Other Side," Workforce, February 1999, 52-55.
55．The authors acknowledge the assis: tance of Christina Harjehausen in structuring the content of the debate on affirmative action. Bakke v. the University of California, 109
10
参考文献
S:Ct. (1978); and Hopwood v. State of Texas, 78 E 3d 932 (1996).
56．Steven A. Holmes, "FCC Rule on Hiring Minorities Tossed Out," The Denver Post, April 15, 1998, lA.
57．For a summary of the political issues on affirmative action, see Clint Bolick, "A Middle Ground on Affirmative Action,' The Wall Street Journal, January 6, 1998, Al8.
58．Civil Rights Act of 1964, Title VII, sec. 703a.
59．U.S. Equal Employment Opportunity Commission, Affirmative Action and Equal Employment (Washington, DC: U.S. Government Printing Office, 1974), 12-13.
60．Leon G. Wynter, "Business and Race," The Wall Street Journal, July 1, 1998, B1.
61．Based on Linda Micco, "EEOC Under Congressional Pressure, Suspends Use of Testers,"
HR News, September 1998, 15; and Rochelle Sharp, "EEOC Backs Away from Filing Race-Bias Suit in Face of Congressional Opposition to Testeis,' The Wall Street Journal,
June 24, 1998, A4.
62．Griggs v. Duke Power Co., 401 U.S. 424 (1971).
63．Civil Rights Act of 1964, Title VII, sec. 703c.
64．"Adoption by Four Agencies of Uniform Guidelines on Employee Selection Procedures (1978)/' Federal Register, August 15, 1978, Part IV, 38295-38309.
65．For a discussion of statistical methodological details related to employment selection, see Robert D. Gatewood and Hubert S. Feild, Human Resource Selection, 4th ed. (Chicago:
Dryden Press, 1998), 111-209.
66．https://www.360docs.net/doc/579814030.html,/20010424/file/0000, 641, 100022.html
第六章
1．"Company Finds Job Analysis Key in Relieving Employee 'Discom-fort'," Human Resources Report, May 11, 1998, 501.
2．"Equal Employment for Individuals with Disabilities," Federal Register, 56 (144), 35735.
3．"Five Things to Remember When Creating a Job Description,"Manager's Intelligence Report, March 1997, 13.
4．Alan Farnham, "Where Have All the Secretaries Gone?" Fortune, May 12, 1997, 152-154.
5．Barbara Gamble Magill, "ADA Accommodations Don't Have to Break the Bank," HR Magazine, July 1997, 85-88.
6．Carolyn Hirschman, "Reasonable Accommodations at a Reasonable Cost," HR Magazine, September 1997, 106-114.
7．Cathy Gedvilas, "Rewarding the 'New Breed' Information Workers," ACA News, July/ August 1998, 30-35.
8．E. E. Lawler, "From Job-Based to Competency-Based Organization," Journal of Organiza- tional Behavior 15 (1994), 3-15.
9．Edward L. Levine, et al. "A Methodology for Developing and Vaildating Minimum
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Qualifications," Personnel Psychology, 50 (1997), 1009-1023.
10．http://www.census. Gov/Press-Release/ff98-04.html
11．Jody Barnes Nelson, "The Bound-ary-less Organization: Implications for Job Analysis,"
Human Resource Planning 20, (1997), 39-50.
12．Marilyn Moats Kennedy, "Can This New Hire Be Saved?" Across the Board, May 1997,
53.
13．Michael A. Bennett, 'Competen-des Under the Microscope," ACA News, June 1996, 7-10.
14．Patricia K. Zingheim, et al. "Com-petencies and Competency Mod-els: Does One Size Fit All?" ACA journal, spring 1996, 56-65.
15．Phillip C Grant, ―Job Descriptions: What's Missing,‖ Industrial Management, November/ December 1997, 9-13.
16．Robert D. Behn, "Job Descriptions vs. Real Performance," Governing, January 1997, 60.
17．Sally Ford, "Job Descriptions Should Be Everyday Management Tool," Kansas City Business Journal, September 19, 1997, Z0.
18．Sharon K. Parlzer, Toby D. Wall, and Paul R. Jackson, "That's Not My Job: Developing Flexible Employee Work Orientations," Academy of Management Journal40 (1997), 899-929.
19．W. W. Tornow and P. R. Pinto,‖The Development of a Managerial Job Taxonomy:A system for Describing , Classifying, and Evaluating Executive Positions,‖ Journal of applied Psychology61 (1976), 410-418.
第七章
1．Are Your Recruiting Methods Discriminatory?”Workforce, May 2000, 105-106.
2．“College Recruiters See It All.”Human Resources Report, February 7. 2000.119.
3．“Online Recruiting: What Works. What Doesn't,”HR Focus, March 2000.1+.
4．“Promising Students Noticed. Courted Earlier for Top Jobs.”Bulletin to Management, August 16.2001. 263
5．Amy Borus, ―Workers of the World: Welcome," Business Week, November 20.2000.
129-132
6．Barbara Kantrowitz and Pat Wingert,“Teachers Wanted.”News-week, October 2, 2000, 37-42.
7．Benard Wysocki.“When It Is the Job form Hell Recruiting Is Rough.”The Wall Street Journal, July 10, 2001. B1+
8．Benchmarks in Online Recruiting Maximizing Corporate Site Effectiveness(Fitzwilliam.
NH: Kennedy Information Research Group, 2001).
9．Bill Leonard. "Online and Overwhelmed." HR Magazine, August 2000. 37-42.
10．Brian Klaas. John McClendon. And Thomas Gainey. “Managing HR in the Small and Medium Enterprise: The Impact of Professional Employer Organizations.”
12
参考文献
Entrepreneurship Theory and Practice 25 (2000) 107-124.
11．C. Glenn Pearce and Tracy L. Tuten. “Internet Recruiting in the Banking Industry."
Business Communications Quarterly. March 2001.9-18.
12．Carolyn Hirschman. "Reserve Space for Rehires." HR Magazine, January 2000.5S-64. 13．Carrall Lachnit. “Employee Referral Saves Times. Saves Money. Delivers Quality”HR Magazine. June 2001.67-72.
14．Dave Anderson. "A PEO Can Be Good For Business." Financial executive. September /October 2000, 52-57.
15．Dayton Fandray. “Gray Matter.”Workforce. July 2000.26-32.
16．Dennis Doverspike. Mary Anne Taylor. Kenneth S. Schultz. and Patrick F. McKay.
“Responding to the Challenge of a Changing Workforce: Recruiting Nontraditional Demographic Groups.”Public Personnel Management, 29(2000).445-457.
17．Grace Shim. “Shortage of Truckers Leads Some Firms to Bend Rules.”Omaha World-Herald. July 15.2000.13.
18．Internet Recruiting Newsletter, available at https://www.360docs.net/doc/579814030.html,，March 9.2001. 19．James A. Breaugh and Mary Starke.”Research on Employee Recruitment.”Journal of Management. 26 (2000). 405-424.
20．Jason Blevins. "Resorts Look Down Under For Hires.”The Denver Post, August 20, 2000.
12
21．Jennifer Laabs.“Are You Ready to Outsource Staffing?”Workforce. April 20000. 56-60. 22．John R. Hall. "Recruiting Via the Internet." Air Conditioning, Heating. & Refrigeration News. April 9. 2001.26.
23．Kate Dale. “Making the Net Work." HR World. May-June 2000. 32-36.
24．Kathryn Tyler. “Looking for a Few Good Workers." HR Magazine. December 2000.
129-134.
25．Laura Parkcr. “USA Just Wouldn't Work Without immigrant Labor.”USA Today, July 23, 2001 1A++
26．Peler Cappelli. “Making the Most of Online Recruiting."Harvard Business Review.
March 2001.139-146.
27．Peter Kuhn and Mikal Skuiterud. “Job Search Methods: Internet versus Traditional,"
Monthly Labor Review. October 2000, 3-11.
28．Rachael Emma Silverman. "Alumni Reunions." The Wall Street Journal. January 2.2001.
B14.
29．Robert J. Grossman. “Robbing the Cradle”HR Magazine. September 2000.40-45. 30．Ruth E. Thaler-Carter.“Diversify your Recruitment Advertising.”HR Magazine June 2001. 92-100.
31．Sandra Grabczynski. “Nub New Grads by Building Relationships with Colleges,"
Workforce, May 2000.98-103.
13
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32．Scan Kclly.“IT Labor Shortage Continues.”Communications News May 2001.8
33．Scott Highhouse et al, ―Assessing Company Employment Image: An Example in the Fast-Food Industry.”Personnel Psychology, 52 (1999). 151-172.
34．Sherry Kuczynski.“While Supplies Last .”HR Magazine, June 2000.36-44
35．Skip Corsini.“Wired to Hire." Training. June 2001.50-54.
36．Tamara Henry.“Teacher Shortage Gets Foreign Aid.”USA Today. July 16, 2001. 6D.
37．Thomas G. Moehrle.“The Cost and Incidence of Referral. Hiring, and Retention Bonuses.”
Compensation and Working Conditions, Winter 2000. 37-12.
38．William Dickmeyer. “Applicant Tracking Reports Make Data Meaningful.”Workforce.
February 2001. 65-67.
第八章
1．Carol Kleiman, ―Vew Interviews Test You On What You Claim You Can Do,‖ The Denver Post, November 20, 1997.
2．Edward L. Levine, A Methodology For Developing And Validating Minimum Qualifica- tions,‖Personnel Psychology, 50(1997), 1009.
3．Ellen Joan Pollock, ―Inhuman Resources‖, The Wall Street Journal, July 3o, 1998.
4．Ellen Neuborne, “Employee Score New Hires，”USA Today，July 9, 1997
5．Gillian Flynn, ―Are You Legal Under The Fair Credit Reporting A ct?‖Workforce, March 1998, 79.
6．H. J. Bracker, ―Job Hunters Face New-Styled Interviews,‖ Omaha World-Herald, October 18, 1998, G25-26.
7．Hal Lancaster, ―The Standard Resume Stkll Has A Role In Job Searches‖, The Wall Street Journal, February 3, 1998, B1.
8．Harold Goldstein, ―The Role Of Cognitive Ability In The Subgroup Differences And Incremental Validity Of Assessment Center Exercises ―, Personnel Psychology, 51(1998), 357.
9．Ichael Campion, Dabid Palmer, and James E. Campion, ―A Review Of Struvcture In The Selection Interview,‖ Personnel Psychology, 50(1997), 665.
10．Jim Jordan, ―Ruth Often Stetrhed Resume Checkers Say‖, Omaha World-Herald, May 24, 1998.
11．Joyce Hogan And Kimberly Brinkmeyer, ―Bridging The Gap Between Overt And Personality-Based Integrity Tests,‖ Personnel Psychology, 50(1997), 587.
12．Kevin Murrhy And Ann Harris Sharaella, ―Implications Of The Multidimensional Nature Of Job Performance Of The Validity Of Selection Tests,‖Personnel Psychology,
50(1997), 823.
13．Linda Thornburg, ―Computer Assisted Interviewing Shortens The Hiring Cycle‖, Hr Magazine, February 1998, 73.
14
参考文献
14．Michele Himnelberg, Firms Alter Hiring Practices To Avoid Mistakes“，The Denever Post, July 4, 1998, C1
15．Orlando Vehling, “Employee Selection: Will Intelligence And Conscientiousness Do The Job? Academy Of Management Executive，February 1998, 77-85
16．Peter Thompson, ―Assessment Tests Ate Valbuable But Have Limitations‖, The Denver Post, May 31, 1998, G1.
17．Pierre Mornell, ―Zero Defect Hiring‖, INC., March 1998, 74.
18．Pierre Mornell, ‖No Room For Compromise‖, INC., August 1998, 116.
19．Pollock, ―Inhuman Resources‖, The Wall Street Journal, B1
20．Raymark, Mark Schmedt and Robber Guion, ―Identifying Potentially Useful Person- malityu Constructs For Employee Selection,‖ Personnel Psychology, 50(1997), 723.
21．Robber Barro, ―So You Want To Hire The Beautiful. Well, Why Not?‘Business Week, March 16, 1998.
22．Sam Jensen and Mark Schorr, ―Lying To Get A J ob,‖ Nebraska Workplace Memo, February 199,1.
23．Stephanie Armour, ―Fine Print‖, USA Today, July 21, 1998.
第九章
1．"Corporate Universities Are Catching On," Workforce, June 1997, 96.
2．"Helping New Employees Find their Direction," Bulletin to Management, October 29, 1998, 343.
3．"Measuring Training Outcomes," Workforce Strategies, June 29, 1998, 31-35.
4．"Monitor Career Development and Orientation Programs," HR Magazine, November 1997,
25.
5．《中外管理》，第4期，2001年
6．Goldstein, Training in Organizations, Monterey, CA:Brooks-Cole, 1993.
7．Barb Berquam, "Build a Learning Zone," Occupational Health & Safety, August 1998, 62-64.
8．"The Disney Approach to Human Resource Management," presented to Society for Human Resource Management, Annual Conference, Minneapolis, MN, June 1998; and "Bright Beginnings," Human Resource Executive, September 1998, C5.
9．Bill Holleran, "Training Resources Are Available on Intemet Via ALX," HR News, October 1998, 13
10．Bill Roberts, "Training Via the Desktop," HR Magazine, August，1998, 99-104
11．Brandon Hall, The Web- Based Training Cookbook: EverythingYou Need to Know for Online Training，New York: Wiley Computer Publishing, 1998
12．Charles C. Morrow, M. Quintin Jarrett, and Melvin T. Rupinski, "An Investigation of the Effect and Economic Utility of Corporate-Wide Training," Personnel Psychology
15
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50(1997), 91-119.
13．Christopher J. Bachler, "Outsourcing Training Helps Companies Keep Up,"Workforce, June 1997, 100-102.
14．Debra Black, "Live and Online: A WBT Primer," Training and Development, September 1998, 34-36.
15．Developed by Geoff Brown, SPHR. Used with permission of ACI.
16．Donald L. Kirkpatrick, "Great Ideas Revisited: Revisiting Kirkpatrick's Four-Level Model," Training & Development, January 1996, 54-57.
17．Donna J. Abernathy, "The WWW of Distance Learning,' Training & Development, September，1998, 29-30.
18．Eric Raimy, "Lasting Impressions, "Human Resource Executive, January 1998, 59-61.
19．F. Allan Hanson, "Evaluating HAZWOPER Training Programs," Occupational Health & Safety, June 1998, 37-66.
20．Gillian Flynn, "The Nuts & Bolts of Valuing Training," Workforce, November 1998, 80-85.
21．J. Kevin Ford, et al, "Relationships of Goal Orientation, Metacognitive Activity, Practice Strategies with Learning Outcomes and Transfer," Journal of Applied Psychology 83 (1998), 218-233.
22．Jack Stack, "The Training Myth,"INC., August 1998, 41-42.
23．Janis A. Cannon-Bowers, et al, "A Framework for Understanding PrePractice Conditions and Their Impact on Learning," Personnel Psychology 51 (1998), 291-320.
24．Kathryn E Clark, "Virtual Evolution," Human Resource Executive, March 18, 1999, 32-34 25．Kathryn Tyler, "Take New Employee Orientation off the Back Burner," HR Magazine, May 1998, 49-57.
26．Kathryn Tyler, "Software Certifications Boost Productivity," HR Magazine, May 1997, 63-72.
27．Larry Stevens, "Streamlined Training,'' Human Resource Executive, January 1998, 44-47.
28．Marilyn Moats Kennedy, "Can This New Hire Be Saved?", Across the Board, May 1997,
53.
29．Paul Elliott, "Assessment Phase: Building Models and Defining Gaps," in Dana Gaines Robinson and James C. Robinson, Moving from Training to Performanc，San Francisco: Berrett-Koehler Publishers, Inc., 1998, 63-93.
30．Rebecca Ganzel, "Putting Out the Welcome Mat," Training, March 1998, 54-61.
31．Sam Jensen and Mark Schorr, "Employee Retention Begins at Orientation," Nebraska Workplace Memo, August 1998, 1.
32．Sandra L. Fisher and J. Kevin Ford, "Differentials Effect of Learner Effort and Goal Orientation on Two Learning Outcomes," Personnel Psychology 51 (1998), 397-420.
33．Stephanie Armour, "Training Takes Front Seat at Offices," USA Today, January 19, 1999, 16
参考文献
6B.
34．Susan Warner, John Lewison, and Jane Lewis, "Refocusing Competencies Is an Emerging Issue in HR Training," HR News, October 1998, 15.
35．Teri Ellis, "That First Day," Occupational Health & Safety, April 1998, 26-29.
36．The Teaching Firm: Where Productive Work and Learning Converge，Newton, MA: Education Development Center, 1997.
第十章
1．―Facts and Figures,‖ Bulletin to Management, February 19, 1998, 53-54.
2．―Lead Report,‖ Bulletin to Management, May 18, 1998, 516.
3．―Managers are More Mobile, Versatile, AMA Finds,‖ Bulletin to Management, August 27, 1998, 1B.
4．―The Secrets of Succession,‖ The Economist, October 25, 1997, 73.
5．―To Boost Retention,‖ The Wall Street Journal, November 11, 1997 A1.
6．―Work Week: Job Hopping,‖ The Wall Street Journal, July 21, 1998, A1.
7．Anita Bruzzese, ―Learning Locomotion,‖ Human Resource Executive, July 1998, 28.
8．Anne Fisher, ―Six Ways to Supercharge Your Career,‖ Fortune, January 13, 1997, 46-65.
9．Based on ―Japan‘s Worry About Work,‖ The Economist, January 23, 1999, 35-36; and ―Sayonara Saraiman‖ The Economist, July 18, 1998, 55-56.
10．Betsy Morris, ―It‘s Her Job Too,‖ Fortune, March 17, 1997, 71.
11．Bir di, et al., ―Correlates and Perceived Outcomes,‖ 845-847.
12．Douglas T. Hall and Jonathan E. Moss, Organizational Dynamics, Winter 1998, 22.
13．Gene Koretz, ― Those Educated Moonlighters,‖ Business Week, August 4, 1997, 22.
14．Hal Lancaster, ―Managing Your Career,‖ The Wall Street Journal, March 11, 1997, A1.
15．Hugh P. Gunz, et al., ―New Strategy, Wrong Managers? What You Need to Know about Career Streams,‖ Academy of Management Executive, May 1998, 21.
16．Jo Ann S. Lublin and J.B. White, ―Delbert‘s Revenge,‖ The Wall Street Journal, September 11, 1997. A1.
17．John Byrne, ―Wanted: A Few Good CEO‘s,‖ Business Week, August 11, 1997, 64 - 70.
18．Julie Schmidt, ―Hi-tech Job Hopping,‖ USA Today, August 21, 1998, 1B.
19．Kamal Birdi, Catrona Allan, and Peter Wahr, ― Correlates and Perceived O utcomes of Four Types of Employee Development Activity,‖ Journal of Applied Psychology, 82(1992), 845-847.
20．Kathryn Tyler, ―Mentoring Programs Link Employees and Experienced Executives,‖ HR Magazine, April 1998, 99 –103.
21．Ke vin T. Leight and Jon Marx, ―The Consequences of Informal Job Finding for Men and Women,‖ Academy of Management Journa,l 40(1997), 967.
22．Lori Loannov, ― Putting Them on Ice,‖ Fortune, March 16, 1998, 156
17
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23．Maria Maciejczyk Claphom and Mark Fulford, ―Age Bias in Assessment Center Ratings,‖ Journal of Managerial Issues, Fall 1997, 373.
24．Mary Beth Regan, ― Your Next Job,‖ Business Week, October 13, 1997, 64-72.
25．Nina Monk, ―The New Organization Man,‖ Fortune, March 16,1998, 63-82.
26．Patricia Nakache, ―Can You Handle the Truth about Your Career?‖, Fortune, J uly 7, 1997, 208.
27．Robert F. Pearse, ―Maximizing Career Potential: Corporate Investment in Developing Human Capital,‖ Compensation and Benefits Managemen t, Winter 1997, 33-39.
28．Roy Furchogott, ―You ?ve Come a Short Way, Baby,‖ Business Week, November 23, 1998, 82–92.
29．S. Armour, ―Once Plagued by Pink Slips, Now They Are in the Driver‘s Seat,‖ USA Today, May 14, 1998, 1B.
30．S. Armour, ―Workers View Sabbaticals as a Two-Edged Sword,‖ USA Today, August 8, 1997, 3B.
31．Scott McCartney, ? If the Pitcher Lifts His Pinkie, Odds Are He‘s A Texas Ranger,‖ The Wall Street Journal, March 2, 1998, A1.
32．Stephanie Mehta, ― On Sabbaticals Some Go Fishing for Jobs,‖ The Wall Street Journal, June 9, 1997, B1.
33．The following information is based on Michael M. Lombard and Robert W. Eichinger, ―HR‘s Role in Building Competitive Edge Leaders,‖Human Resource Management, Spring 1997, 141.
34．Tim Schellhardt, ― Off the Ladder,‖ The Wall Street Journa l, April 4, 1997, A1.
35．William F. Pilder, ―Career ?Corporatespeak‘,‖ Human Resource Executive, May 19, 1998,
73.
第十一章
1．“Manipulations of Evaluations Suggested,‖ EEO Diversity, July 6, 1998, 716.
2．―Minimize Performance Evaluation Legal Risks,‖ Journal of Accountancy, February 1998,
10.
3．Allen D. Heuerman, ―Using Performance Management to Energize the Results Act,‖ The Public Manager, Fall 1997, 17-21.
4．Carol Patton, ―Panel of Peers,‖ Human Resource Executive, June 5, 1998, 84-86.
5．Charles S. Osborn, ―Systems for Sustainable Organizations,‖ Journal of Management Studies, 35 (July 1998), 481-510.
6．Christine Bunish, ―Reviewing the Review Process,‖ Business Marketing, December 1997,
41.
7．Clinton O. Longnecker and Laurence S. Fink, ―Keys to designing and running an eff ective Performance appraisal System,‖ Journal of compensation and benefits, November/
18
参考文献
December 1997, 28.
8．David A. Waldman, Leanne E. Atwaker, and David Antonioni, ―Has 360 Degree Feedback Gone Amok?‖, Academy of Management Executive, May 1998, 86-94.
9．D avid Waldman and David Bowen, ―The Acceptability of 360 Degree Appraisal,‖ H uman Resource Management, Summer 1998, 117-129.
10．David Westman, ―Seven Steps to Successful Performance Appraisal,‖ACA News, July/August, 1998, 13-16.
11．Devaun M. Kite, et al., ―Can Managers Appraise Performance Too Often?‖, Journal of Applied Business Research，13(n. d.), 41-51.
12．Dianne M. LaMountain, ―Assessing the Value of Multisource Feedback,‖ Employment Relations Today, Autumn 1997, 75-90.
13．Dick Gnote, ―Painless Performance Appraisals Focus on Results, Behaviors,‖ HR Magazine, October 1998, 52-58.
14．Fred Kniggendorf, ―Helping Supervisors Define Standards of Performance,‖ HR Focus, February 1998, 13.
15．Hilary Stout, ―Self-Evaluation Agency,‖ The Wall Street Journal, January 6, 1998, B1. 16．I. M. Jawahar and Charles R. Williams, ―Where all the Children Are Above Average,‖ Personnel Psychology, 50 (1997), 905-926.
17．Jean-Francois Manzoni and Jean-Loris Barsoux, ―The Set-up-to-Fail Syndrome,‖ Harvard Business Review, March-April 1998, 101-114.
18．Joa nn S Lublin, ―New Hires Win Fast Raises in Accelerated Job Reviews,‖ The Wall Street Journal, October 6, 1998, B1.
19．Joann S. Lublin, ―It‘s Shape-up Time for Performance Reviews,‖ The Wall Street Journal, October 3, 1994, B1.
20．John G. Simonds Jr. and Robert G. Bell, ―Creating Individual and Team Performance Measures,‖ Employment Relations Today, Winter 1997, 27-36.
21．John H. Jackson and Martin M. Greller, ―Decision Elements for Using 360 Degree Feedback,‖ Human Resource Planning, 20 (1998), 18-28.
22．John M. Werner and Mark C. Bolino, ―explaining U.S. Court of Appeals Decisions Involving Performance Appraisal‖, Personnel Psychology, 50 (1997), 1-24. 23．Joseph Maiorca, ―How to Construct BARS,‖ Supervision, August 1997, 15-19. 24．LaJuan Aderhold, Nancy L. O‘Keefe, and Darrell E. Burke, ―Critical Care for Review Process,‖ Personnel Journal, April 1996, 115-120.
25．Larry Stevens, ―Rave Reviews,‖Human Resource Executive, January 1998, 41-43. 26．Margaret A. Jacobs, ―Red Lobster Fate,‖ The Wall Street Journal, January 20, 1998, B1. 27．Mary Jane Kolar, ―Evaluating Board Performance,‖ A ssociation Management, January 1998, 82.
28．Michael Kramer, ―Designing an Individualized Performance Evaluation system,‖ FBI Law
19
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enforcement bulletin, March 1998, 20-27.
29．R. J. Mirabile, ―Everything You Wanted to Know about Competency Modelling,‖ Training & Development, August 1997, 73-75.
30．R. Lepsinger and A. D. Lucia, ―360 Degree Feedback and Performance Appraisal,‖ Training, September 1997, 62.
31．Sa ndy Wayne, et al., ―The Role of Ypward Influence Tactics in Human Resource Decisions,‖ Personnel Psychology, 50 (1997), 979-1005.
32．Theresa M. Wellbourne, Diane e. Johnson, and Emir Erez, ―The Role-Based Performance Scale,‖ Academy of Management Journal. 41 (1998), 540-555.
33．Tim Schellhardt, ―Behind the Scenes at One CEO‘s Performance Review,‖ The Wall Street Journal, April 27, 1998, B1.
第十二章
1．"The State of Competencies: ACA's Research One Year Later," ACA Journal, Autumn 1997, 54-61.
2．Anne Woodsworth, "Putting Our Salaries Where Our Jobs Are," Library Journal, January 1997, 61.
3．Anthony T. Cobb, Mike Vest, and Fred Hills, "Who Delivers Justice?: Source Perceptions of Procedural Fairness," Journal of Applied Social Psychology 27 (1997), 1021-1040.
4．Atul Mitra, Nina Gupta, and G. Douglas Jenkins, "A Drop in The Bucket: When Iis a Pay Raise a Pay Raise?" Journal of Organizational Behavior, 18(1997), 117-137.
5．Barbara Parus, "Broadbanding Highly Effective, Survey Shows," ACA News, July/August 1998, 40-42.
6．Brian Murphy and Barry Gebhart, "An Empirical Analysis of a Skill-Based Pay Program and Plant Performance Outcomes," Academy of Management Journal 41(1998), 68-78.
7．C. James Novak, "Proceed With Caution When Paying Teams," HR Magazine, April 1997,
73 -78.
8．Christian M. Ellis and Jeff McCutheon, "Critical Success Factors for Implementing Banding in Complex Organizations," ACA News, February 1999, 30-32 9．Deborsh Shalowitz Cowans, "Equal Pay Ranks First for Women," Business Insurance, September 15, 1997, 71.
10．Duncan Brown and Michael Armstrong, "Terms of Enrichment," People Management, September 11, 1997, 36-38.
11．Eamon Cassidy and Carol Ackah, "A Role for Reward in Organizational Change?" IBAR
18 (1997), 52-62.
12．Fay Hansen, "Guide to Salary Survey Data on the Web," Compensation & Benefits Review, March/April 1998, 6-20.
13．Gerald D. Klein, "Case Study: A Pay-For-Knowledge Compensation Program That 20
目录.正文.参考文献
一、引言 (1) 二、公司绩效薪酬现状分析 (1) （一）公司的背景介绍 (1) （二）公司现行的绩效薪酬体系 (1) 三、公司现行绩效薪酬体系中存在的问题及原因分析 (2) （一）存在问题 (2) （二）问题存在的原因分析 (2) 四、公司绩效薪酬体系再设计 (2) （一）公司薪酬水平与人员需求分析 (2) （二）公司绩效薪酬体系的再设计 (3) 五、结论 (3) 参考文献 (4) 附录一 (5) 附录二 (5) 附录三 (5)
21世纪，越来越多的企业认识到，企业间的竞争，从对自然资源的竞争，资金的竞争，到产品的竞争已趋于白热化，只有人才的竞争才是终极的竞争资源，它具有可开发、可再生的特性，是企业不可复制的核心竞争优势。而如何获得、吸引、留住企业所需的人才是企业界公认的难题，其中最为复杂的困难就是怎样做好人的激励。持续发展的成功企业其中一个重要的秘诀就是建立起合理有效的薪酬体系，从根本上保证人力资源的竞争优势，并将之转变为市场竞争优势，促进企业的发展。．．．．．．．．．．．． 二、公司绩效薪酬现状分析 （一）大通公司的背景介绍 大通公司是由中国有色金属工业再生资源公司、天津市电解铜厂、西部矿业（香港）有限公司三方投资组建的合资企业，成立于1995年，主要生产标准阴极铜。公司按照循环经济和清洁生产的精神，采用先进工艺技术和环保设备，节能降耗，提高金属回收率和资源的综合利用率，因此，有良好的发展前景，公司目前正在筹备生产规模达到年产20万吨标准阴极铜，产值将达到103亿元的新项目。 （二）大通公司现行的绩效薪酬体系 管理岗位人员的绩效考核主要由部门主管，人力资源部完成，主要考核员工品德、能力、绩效，而绩效占45％，主要考察个人绩效。 表1 行政人员考评打分表 考核人打分日期
人力资源管理外文文献翻译
文献信息： 文献标题：Challenges and opportunities affecting the future of human resource management（影响人力资源管理未来的挑战和机遇） 国外作者：Dianna L. Stone，Diana L. Deadrick 文献出处：《Human Resource Management Review》, 2015, 25(2):139-145 字数统计：英文3725单词，21193字符；中文6933汉字 外文文献： Challenges and opportunities affecting the future of human resource management Abstract Today, the field of Human Resource Management (HR) is experiencing numerous pressures for change. Shifts in the economy, globalization, domestic diversity, and technology have created new demands for organizations, and propelled the field in some completely new directions. However, we believe that these challenges also create numerous opportunities for HR and organizations as a whole. Thus, the primary purposes of this article are to examine some of the challenges and opportunities that should influence the future of HR. We also consider implications for future research and practice in the field. Keywords: Future of human resource management, Globalization, Knowledge economy Diversity, Technology 1.Change from a manufacturing to a service or knowledge economy One of the major challenges influencing the future of HR processes is the change from a manufacturing to a service or knowledgebased economy. This new economy is characterized by a decline in manufacturing and a growth in service or knowledge as the core of the economic base. A service economy can be defined as a system based on buying and selling of services or providing something for others (Oxford
人力资源管理论文题目汇总
2015年人力资源管理论文题目汇总人力资源管理论文：按范围来可以分为：公共人力资源管理、企业人力资源管理；按功能来分有六大模块：1、人力资源规划；2、招聘与配置；3、培训与开发；4、绩效管理；5、薪酬福利管理；6、劳动关系管理。下面供大家选题参考！一、公共人力资源管理论文题目： 1、分析我国农村社会保障 2、我国人才测评工作存在的主要问题 3、浅析我国农村劳动力转移与城市化的问题 4、河北省人才中介市场的现状及发展完善研究 5、我国劳动力移动与灵活就业研究 6、组织结构对服务性行业人力资源管理的影响 7、人力资本积累对经济增长贡献率研究 8、我国劳动力成本上升的原因分析 9、中国农村劳动力转移探析 10、我国农村劳动力素质分析 11、农村劳动力就业状况分析 12、某某地区农村人力资源状况调查分析 13、女性劳动力就业状况分析 14、论女性劳动力就业障碍分析 15、浅议女性劳动力就业歧视 16、女大学生就业问题探讨（女大学生就业难问题分析）17、我国高校毕业生就业难的经济学原因分析 18、农村劳动力（或女性劳动力、大学生）就业问题刍议19、中国人才流动问题及对策研究 20、对城市人才流动现状分析 21、人才培养和流动与区域经济发展的关
系研究 22、高技术人才国际流动的研究 23、人才流动中的社会保障因素分析 24、安徽省“江南集中 区”××人口政策分析 25、合肥师范学院毕业生入伍状况调查研究 26、合肥师范学院大学生西部支教状况调查研究 27、××（地区）公务员录用制度存在的××问题及对策建议 28、××（地区）民营中小企业社会保障制度构建研究 29、论现代公务人力资源管理发展的新趋势以××为例 30、电子政务环境下行政沟通中的障碍与对策研究以××为例 31、失地农民社会保障问题研究基于地区的调查分析 32、劳动经济学视角下浅析大学生就业问题以××届毕业生为例 33、中国老龄人才资源开发战略34、中国劳动力流动与户籍问题研究 35、女性职业发展的瓶颈与对策研究 36、人力资本、创新与经济增长37、人力资本、政府公共教育支出与经济增长 38、人力资本外溢与经济增长 39、人力资本不平等与经济增长 40、社会资本与农民工就业问题的研究二、企业人力资源管理论文题目： 1、基于战略的电力企业人力资源管理研究 2、浅谈中美企业人力资源管理的差异 3、论人力资源管理对酒店旅游业的深远意义4、人力资源管理要为企业增值服务 5、企业人力资源管理弊端及对策略 6、浅析企业人力资源成本的控制
浅析战略人力资源管理对企业战略实现的支撑作用
浅析战略人力资源管理对企业战略实现的支撑作用随着中国现代化进程的不断深入和扩大,我国企业之间的竞争也日趋白热化。现代企业管理理论通过实践证明了了企业要想取得长期的、可持续的竞争优势,就不能仅仅依靠传统金融资本的运营,还必须靠“经营”人力资源来获得知识资本、创新资本来提高企业竞争力,从而取得并维持企业竞争优势。因此,企业之间的竞争最终还是要归结到人才之间的竞争。在知识经济逐渐盛行的今天,人力资源管理在企业的发展过程中发挥着举足轻重的核心作用。 毫无疑问,人力资源管理作为企业管理五项基本职能计划、企业、人事、领导、控制中重要的一环,对企业核心战略的实现起着举足轻重的作用。人力资源管理在我国的发展大约经历了单纯人事管理,人力资源专业职能管理阶段,战略 人力资源管理阶段三个阶段。本文力图在理论上证明企业通过战略人力资源管理企业核心战略的实现,特别是在对企业“价值创造”包括对企业盈利能力的支撑作用是显著的。更重要的是本文想摆脱过去流于形式的“纸上谈兵”,力图证明企业战略人力资源管理对企业核心战略的支撑不仅存在严谨的逻辑链条而且这 种支撑是具体且可行的。 聚焦到企业战略人力管理层面。企业在进行战略规划时如何使下一层面重要业务战略之一的人力资源战略与之相配?当今企业人力资源管理的战略职能不仅包括操作层面的战略执行,而且还日益向宏观的战略制定方向延伸。一方面,通过服务利润链理论我们知道,企业战略(含盈利能力)实现的关键在于锁定客户目标,通过优质的客户管理,提高客户满意度和忠诚度,从而使企业盈利并最终实现企 业的可持续发展。但是如何让客户满意?需要企业有优良的产品与服务给客户创造附加价值,能够给客户带来利益,而高质量的产品和服务,需要企业员工的努力。 所以,归根结底人力资源是企业获取竞争优势的不可或缺的重要基础,而竞 争优势正是企业战略(含盈利能力)能够最终得以实现的基础保证。另一方面,企业要实现其战略目标涉及多维度的因素,如文化建设能力、产品研发能力、.营销能力、市场定位能力、行政管理能力、财务管理能力、危机管理与公关能力等等,最终都要通过人力资源管理这一基础版块来实现。因此,在企业整个战略的实现过程中人力资源管理的重要性是不言而喻的。也就是说战略人力资源管理的过程就是从充分契合企业核心战略到通过使得企业战略“落地”,最终为企业创造价
薪酬管理英文文献翻译及参考文献
1) The Management of Broadbanding Salary 浅谈宽带薪酬管理 2) Talking about the Salary Management 薪酬管理浅谈 3) Salary payment is managed 宽带薪酬理论 例句>> 4) Broadbanding salary 宽带薪酬 1. Application of a fuzzy comprehensive evaluation model to the broadbanding salary performance evalution; 模糊综合评判模型在宽带薪酬绩效评估中的应用 2. The broadbanding salary system is one that can be used in horizontal organized enterprises that have good conscious of management,innovation and performance. 文章指出,宽带薪酬制度适用于管理基础扎实、制度化和规范化管理较强的企业、扁平化的组织结构、团队化管理的组织和具有创新和绩效文化的企业。 3.
The article presents the meaning of broadbanding salary,analyzes the characteristics and advantages of broadbanding salary,expoundsing the processes of designing broadbanding salary and points out the problems for enterprises which implement broadbanding salary. 针对传统薪酬结构的弊端,提出宽带薪酬是一种适用于技术型、创新型的高科技企业的新型薪酬体系。 更多例句>> 5) Broad band salary 宽带薪酬 1. But the design and application of broad band salary asks for some higher requirements. 宽带薪酬,是近几年兴起的一种与现代组织结构扁平化和以能力绩效为导向的,管理模式相适应的新型薪酬体系。 2. On exponding the concept of broad band salary, the author analyzes the superiority of broa. 宽带薪酬作为一种新型的与企业组织扁平化战略相适应的薪酬模式应运而生。 3. Finally,the paper discussed the operation paradigm using fuzzy integrating evaluation method to carry out staff performance evaluation as an example of staff performance evaluation in broad band salary management on the basis of basic model construct theory in fuzzy integrating evaluation. 在模糊综合评价基本模型构造理论研究的基础上,以宽带薪酬管理中的员工绩效评价为例,论述了运用综合模糊评价方法开展员工绩效评估的操作范式。
人力资源管理英文论文
Human Resource Management Assignment Cover 人力资源管理 课程论文 MODULE CODE AND NAME 课程及名称 Module Name科目名称：___人力资源管理__ _ Lecturer 讲师：__ 陈刚 Section Code 专业班级：__10市场营销（全英班）Student ID 学生证号码：___ 1040413104 Student Name学生姓名：___ 陈佩珊
Human Resource Management and Managers Summery Human resource management from the rise since the mid-80s, as a new subject, the development of a ten years time, however, but the human resource management theories and methods have been widely used in an international context together, and have achieved remarkable results. With the advent of the 21st century, Human Resource Management, as a relatively new management subject, is playing a more and more im portant role in today’s business activities.How to carry out the enterprise human resources management and development activities, to establish a 21st century economic development and adaptation of human resources management system, enterprise managers will be facing a major issue. This report will be divided into two sections about human resource management. The first section will introduce what is human resource management and it importance in modern management process. The second section will discuss what should managers in organization do while managing employees, and introduce some human resource management tools. Key words: Human Resource Management, Strategic Human Resource Management, Human Resource Management Tools As we know an organization consists of people with formally assigned roles who work together to achieve the organization's goals. A manager is the person responsible for accomplishing the organization's goals, and who does so by managing the efforts of the organization's people. Most experts agree that managing involves five functions that include planning, organizing, staffing, leading, and controlling. In total, these functions represent the management process. In modern era, how to manage staff has become an important part of business management, not only in companies but also all kinds of organizations. And staff management became an science, that what we talking about today, Human Resource Management (HRM) What Is Human Resource Management? Human resource management is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns. The topics we'll discuss should therefore provide you with the concepts and techniques you need to perform the "people" or personnel aspects of your management job. And these include conducting job analyses, planing labor needs and recruiting job, selecting job, orienting and training new employees, managing
浅谈新形势下企业人力资源管理与创新
论文关键词：企业人力资源管理创新论文摘要：随着市场经济体制的改革与深化，我国企业人力资源的配置方式发生了根本性的转变。在新的历史条件下，人力资源管理是一个带有战略性、动态性、社会性和开放性的现代人力资源管理。企业只有树立人力资源管理新观念，完善人力资源管理体系，改革用人机制，转变管理职能，才能适应社会主义市场经济的发展。人力资源是企业的第一资源，是企业的核心竞争力。随着社会主义市场经济体制的改革，我国对企业人力资源管理也提出了新的要求，如何进行有效的人力资源管理，关系到企业的生存与发展，无疑是我国企业要深入研究和解决的重要课题。 一、我国企业人力资源管理的现状及问题建国以后的前三十多年，我国实行的是高度统一的计划经济体制，资源配置是以指令性计划为主要形式和直接行政命令为主要手段，高度排斥市场的作用，平均主义弊端丛生，导致国民经济停滞不前。在新的历史时期，党中央、国务院明确提出了建立以市场作为实现资源优化配置的基本方式，与政府间接宏观调控相结合的社会主义市场经济体制。当代国际经济发展表明，市场经济体制是各国经济发展的基本途径，是高效率的资源配置形式，大力发展市场经济是人类经济发展的必然趋势。市场经济条件下，企业经营进一步市场化和国际化，企业和员工之间的关系也发生了很大的变化，企业自主用人，人员自由择业，企业的人力资源管理不再是一个封闭的、静态的管理，而是一个开放的、动态的、适应市场需求的管理。目前，我国很多企业的人力资源管理基础仍然薄弱，其主要方面表现在：1、管理观念落后。2、未能建立科学、完善的人力资源管理体系。 3、人力资源管理部门定位不准。 4、未能建立有效的激励机制。二、新形势下人力资源管理的特点和要求市场经济是一个竞争的经济。它打破了地区和部门的封锁，是一个动态的、开放的市场。市场经济条件下，人力资源管理主要有以下特点和要求：1、人力资源配置受市场供求的制约市场经济的本质要求是一切生产要素进入市场，人力资源作为生产要素中最活跃的要素，通过市场供求力量来实现合理的流动，使人力资源达到最优的配置。2、人力资源更注重战略性、适应性的管理随着市场竞争的加剧，企业发展进一步市场化和国际化，员工素质不断提高，只有建立战略性的人力资源管理体系，及时分析内部人力资源需求的情况、市场供求状况、来自企业外部机遇和威胁等重要信息，制定出合理的人力资源规划，采用战略的眼光和方法进行组织、实施和控制，才能使企业健康有序、可持续发展。3、转变管理职能是人力资源管理的重要内容市场经济条件下，企业转换经营机制，必须深化内部改革，特别是深化企业内部劳动、人事、分配三项制度的改革，充分发挥人力资源管理的计划、组织、指挥、激励、协调和控制的职能，形成有效的激励、约束、发展机制以及合理的生产要素配置机制，才能进一步增强企业活力。4、建立激励机制是人力资源管理的必然要求市场经济条件下，科学有效的管理是在市场竞争中取胜的重要保证。企业只有建立起科学合理、充满活力的激励机制，使员工彻底解放思想，转变观念，切实增强市场风险意识、竞争意识，才能真正调动员工的积极性和创造性。 [!--empirenews.page--][1][2]下一页三、新形势下人力资源管理创新的思路市场经济的条件下，人力资源管理呈现出全球性、战略性、服务性、指导性的特点，人力资源管理只有面向市场，进一步树立人力资源管理新观念，不断转变管理职能，加大用人制度改革力度，建立创新激励机制，加强员工培训，才能最终达到人力资源管理的创新。1、进一步树立人力资源管理新观念树立人力资源管理新观念就是要树立以人为本的观念、竞争的观念、战略的观念和全球的观念。人是生产力中最活跃的因素。现代管理工作的核心和动力是人以及人的积极性。战略性人力资源管理着眼未来，以支持为主，更多地考虑如何开发人的潜在能力，采用战略的眼光和方法去进行组织、实施、和控制。市场经济条件下，人才的竞争呈出现市场化、国际化的格局，必然要求人力资源管理策略的全球化。2、建立完善的人力资源管理体系，不断转变管理职能传统的人事管理多属于一些行政性的日常工作。企业从传统的人事部门转变为现代人力资源管理部门，就要重新定位人力资源部门的职能。人力资源
版人力资源管理专业论文参考文献
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人力资源的论文参考文献篇一
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人力资源3000字外文文献翻译
Human resource management more and more drives value. Under the system that economy development mature, human resource management have to match with fight for the best resources performance, if out of character of the manpower form couples out of character of post, the resources performance be not only whole have no, or may have already exhaust. The modern economy stress balance and match, promote management effect and quality vegetable, will human resource match with make balance, the inside contents establish human resource structure frame, use most in keeping with of the person do most in keeping with of work. Establishment human resource terrace is a communication and collection information way, everyone's opinion comprehensive, give up short take long, with processing salary, welfare etc. affair. Human resource most the importance be a training and development, human resource development have to investment at training aspect, with exertive each stratum of human resource potential. 人力资源管理愈来愈被重视。在经济发展成熟的体系下，人力资源管理必须配合以争取最佳的资源效益，若将不适当的人力配对不适当的职位，资源效益不但全无，或可能有损耗。现代经济讲求平衡及配合，提升管理效能和质素，就要人力资源配合以作平衡，其中的内容是设立人力资源架构框架，用最适合的人做最适合的工作。建立人力资源平台，作为沟通及搜集信息管道，将各方意见综合，舍短取长，以处理薪酬、福利等事宜。人力资源最重要是培训及发展，人力资源发展必须投资在培训方面，以发挥各阶层的人力资源潜能。 发展简史 Generally say, the academic circles development of human resource experience: Personal management, human resource management be recently till now rise of manpower capital management. The main dissimilarity namely lay in the principle that company and business enterprise treat an employee of variety and development. 一般说来，人力资源在学术界的发展经历了：人事管理，人力资源管理，到现在新近兴起的人力资本管理。其主要不同即在于公司和企业对待职员的理念的变化和发展。
人力资源管理论文
天津大学成人高等教育 毕业设计（论文）任务书 题目:人力资源管理与企业核心竞争力完成期限：2012年5月25日至2012年11月30日 学院理学院指导教师 专业人力资源专科职称 学生李佳系主任 接受任务日期批准日期设计（论文）进度计划表
注：1.本任务书一式两份，一份院或系留存，一份发给学生，任务完成后附在说明书内。 2.“检查人签名”一栏和“指导教师批准日期”由教师用笔填写，其余各项均要求打印，打印字体和字号按照《天津大学关于专科生毕业设计（论文）统一格式的规定》执行。 人力资源管理与企业核心竞争力 摘要: 当今世界是一个竞争的世界,企业为了自身的生存和发展,必须不断提高竞争力和核心竞争力。人力资源是一切资源中最重要的资源,有效发挥人力资源在核心竞争力中的重要作用,制定人力资源竞争的对策,对于提高企业核心竞争力具有重 要意义。企业要想在激烈的竞争中持续、健康地发展,必须降低成本,提高管理效能，必须有一套自己的人的管理方法，企业第一资源要素是人力资源,是产生核心竞争力的关键,改进和提高企业人力资源管理的职能及层次、优化人力资源能力是核心.加强企业资源合理开发和利用,是企业家们最为关注的问题.本文主要论述了什么 是人力资源管理以及介绍了什么是企业核心竞争力。人力资源管理在企业核心竞争力中所起的重要作用，怎样能提高企业核心竞争力。 关键词:核心竞争力以人为本人力资源管理人力资本 目录 1.绪论 (3) 企业核心竞争力 (3) (3) 人力资源管理 (4) 人力资源管理的特点 (4) (5) 2.人力资源管理与企业核心竞争力的关系 (5) 3.人力资源管理的提高变化与企业核心竞争力 (5) 普及现代人力资源意识,培养造就“准人力资源经理”管理团队 (6)
浅析人力资源战略的重要性及其作用
龙源期刊网 https://www.360docs.net/doc/579814030.html, 浅析人力资源战略的重要性及其作用 作者：邓亚茂 来源：《科学与财富》2017年第19期 摘要：企业是国民经济体系中的最基本、最具活力的创造性经济组织，市场经济竞争的 加剧，使得人才开始成为一种重要的资源参与到整个社会的经济运行中。对人才价值的开发利用成为企业实现自身价值目标的一个重要途径，人力资源成为传统资源以外的另一项重要资源，因此企业注重人力资源管理就显得十分重要。 关键词：企业管理；人力资源；整合作业；特征分析；完善对策 人力资源是相对于其他物力、财力等资源的名称称谓。它是企业在一定时间、空间条件下，劳动力数量和质量的总和。人力资源战略是实现企业发展战略目标重要的支撑系统。人力资源战略通常泛指在企业未来的发展中，人力资源开发与管理的总体方向、工作目标和主要任务，而人力资源战略规划是依据其发展方向和目标的定位，将其细化为一个具有科学性和可行性的工作计划。因此，人力资源战略规划是企业在对其所处的外部环境、内部条件以及各种相关要素进行系统分析的基础上，从企业的全局利益和发展目标出发，对人力资源的开发、利用、提高和发展所做的总体预测、决策和安排。 一、人力资源管理在企业中作用的演变 1992年以后，“人事管理”进入一个新的阶段，开始转变成为人力资源管理。其在企业绩管理中的作用也发生了很大的变化，人力资源管理工作开始从企业员工的保护者和甄选者向企业发展的规划者和变革者转变。 1.与企业战略的整合 企业要通过战略匹配来保持企业战略和人力资源战略的一致性。无论是何种战略都必然是追求企业的整体利益，战略人力资源管理必须建立在由企业管理层共同确定的、符合企业内外部各方面利益且得到企业全体员工一致认同的企业发展战略目标的基础之上，这是提高企业绩效的关键所在。人力资源战略与企业经营战略配合，可以帮助企业增加利用市场的机会，提升企业内部的组织优势，帮助企业实现其战略目标。 2.与企业文化的整合 企业文化和战略人力资源管理是现代企业管理的两大要素，二者之间有着密切的关系。在战略性人力资源管理中，企业要根据自身企业文化的实际情况，将企业核心文化整合到吸引、培育、发展和留住优秀人才的人力资源实践中去。从实践中看，企业在建设企业文化的过程中，对人力资源系统进行相应的调整和梳理，可以更好地使企业文化融入到企业管理的每一部分中去。企业的战略人力资源管理依托企业的整体战略，对企业的人力资源进行整合管理。企
国内外人力资源整合文献综述
2.4 国内外人力资源整合的研究现状 人力资源整合(Human Resource Integration，简称为HRI)，作为企业管理整合的主要内容之一，其作用日益受到国内外学者的关注，并对其进行了有益的研究。 2.4.1 国外研究现状 自19世纪美国发生第一次企业并购浪潮以来，西方发达国家的学者们从组织行为学和心理学的角度，对人力资源管理以及企业并购的人力资源整合作了比较多的研究。Schweiger,Walsh (1980)在著作中，讨论了雇员在并购中的冲突、紧张、职业不确定性、行为难题、压力、生产力损失、财务安全、工作地点的重新安排、同事间的信任等问题的典型感受。Krug,Nigh(1998)对跨国并购中的被并购企业管理者离职原因进行了研究，认为被并购企业管理者的大量离职与并购两企业所在国的文化差异、高的国际整合水平(the level of international integration)和被并购企业在并购前的绩效水平显著相关；文化差异越大、国际整合水平越高、并购前的绩效越低，其离职率越高。美国学者P·普里切特，D·鲁宾逊（1999）在《并购之后：如何管理被收购公司》中对企业并购对员工的心理冲击以及由此带来的负面影响、及对被收购公司人员的综合评价和挽留等进行了研究，并且对并购管理提出了一些指导原则。这本书是国内引进较早的，也是较为系统性地介绍企业并购之后的整合问题的著作，但由于这本著作是关于企业并购之后各方面的整合问题，比如财务、战略、组织结构等整合问题，因此人力资源整合问题的研究就显得不够深入，不够系统。在并购企业人力资源整合研究中具有代表性的是亚力山德拉·里德·拉杰科斯(1999)，他在《并购的艺术——整合》中对并购后的几种主要形式的整合对作出了详细的讨论，以问题的形式一个一个相应回答，并配合相关典型案例加以讨论。在人力资源整合方面，讨论了并购中人员的裁减主要要看公司下一步的战略，并不是所有的并购都导致裁员，有些恰好相反。关键员工对企业非常重要，要通过精神和物质激励、设置约束条件等各种方式保留优秀的员工。并从组织结构、薪酬福利等方面以本国的具体情况为背景做出了具体的方案。菲利浦·米尔韦斯，米切尔·马克斯(1999)在《兼并管理》中从组织的角度和人的角度描述了兼并管理的方
人力资源管理毕业论文《中小企业绩效管理体系的建立》
中小企业绩效管理体系的建立 摘要 绩效考核是企业人力资源环节中的核心组成部分，是企业员工晋升、奖惩、培训的重要依据。随着经济的不断发展，中小企业如雨后春笋般出现，企业间的竞争日趋激烈，如果中小企业不能找到企业的科学管理方法，很快就会在竞争中消失。本文选题为中小企业绩效管理体系的建立，文章从分析我国中小企业员工绩效管理的现状入手，阐述了员工绩效管理的理论基础，而后阐述中小企业员工绩效管理体系存在的问题；针对中小企业面临的绩效管理中的问题，详细阐述中小企业创建员工绩效管理体系对策。 关键词：中小企业；绩效管理；绩效考核
To establish a performance management system for the small and medium enterprises Abstract Performance appraisal is one of the core part of corporate human resources management, is the enterprise recruitment, training, an important basis for thepersonnel promotion rewards and punishment. With the continuous development of the economy, small and medium-sized enterprises such asbamboo shoots after a spring rain like emerge, the competition between enterprises is increasingly fierce, if the SMEs can not find the enterprisescientific management methods, will soon disappear in the competition. The topic of this paper is to establish a performance management system of small and medium-sized enterprises, this paper analyses the current situation ofemployee performance management of SMEs in China firstly, illustrates the basic theory of performance management, and then expounds the existingstaff performance management system for small and medium enterprisesproblems in performance management; SMEs face problems in detail, the small and medium enterprises to create employee performance management system and countermeasures. Keywords: small and medium-sized enterprises; performance management; performance appraisal
人力资源管理论文人力资源英文论文
人力资源管理论文人力资源英文论文 Internet与现代企业人力资源管理 [摘要]Internet的飞速发展以巨大的冲击力改变人们的生活观念，给现代企业发展带来了机遇和挑战，怎样让现代企业的人力资源管理跟上Internet的步伐，从EHRM的多方面来谈Internet时代下的现代企业人力资源管理。 [关键字]电子化人力资源管理；EHRM战略规划；EHRM应用分析 一、Internet给现代企业人力资源管理带来的冲击 在以知识为主宰的经济时代，人力资源与知识资本优势成为现代企业重要的核心能力，人力资源的价值成为衡量现代企业整提竞争力的标准。Internet的发展使人力资源管理面临着前所未有的冲击和挑战，一是组织的扁平化；二是人员流动性增强；三是工作方式改变和工作团体虚拟化。随着Internet的迅猛发展，人类现在21世纪将全面迎来电子化时代，也就是我们常说的“E”时代。在新的时代背景下，现代企业的竞争大大加剧。现代企业必须适应环境的变化进行变革，包括生产的、内部管理的等等，具体人力资源部门也是如此。因此，我们需要一个崭新的模式来发展人力资源管理——EHRM应运而生，即电子化的人力资源管理。
1.EHRM的概述。EHRM是基于先进的软件和高速、大容量的硬件基础上的新的人力资源管理模式。EHRM通过集中式的信息库、自动处理信息、员工自主服务、外协以及服务共享，达到降低成本、提高效率、改进员工服务模式的目的。它通过与现代企业现有的Internet 相联系，保证人力资源与日新月异的技术环境同步发展。 2.EHRM的“E”体现以及运用。EHPM中的“E”包含两层含义：不仅仅是“Electronic”即电子化的人力资源管理，同时更重要的是“Efficiency”即高效的人力资源管理。人力资源部门通过人力资源管理手段，促进现代企业不同角色参与到人力资源管理活动中来，并希望借助信息技术手段真正实现“全面人力资源管理”。与传统人力资源管理系统不同，EHRM是从“全面人力资源管理”的角度出发，利用Internet／Intranet技术为人力资源管理搭建一个标准化、规范化、网络化的工作平台，在满足人力资源管理部门业务的基础上，还能将人力资源管理生态链上不同的角色联系起来，使得EHRM成为现代企业实行“全面人力资源管理”的纽带。 3.EHRM的基本形式。目前，EHRM系统在应用中主要有电子化沟通、电子化人事管理、电子化招聘、电子化培训、电子化自助和电子化绩效管理等几种形式。 4.Internet时代现代企业的人力资源管理战略规划 (1)Internet时代现代企业人力资源管理的基本战略