战略性人力资源管理及其对绩效的影响——中国企业是否采取了适当的人力资源管理政策?

Klaas Szierbowski-Seibel
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引用次数: 7

摘要

本文旨在分别考虑美国、欧洲和中国这三个主要经济体的研究,以说明差异和相似之处。通过对这三个集群的比较,作者可以得出结论,美国的人力资源管理(HRM)模式通过模仿同构的机制被欧洲和随后的中国组织采用。此外,大多数研究已经证实,某些人力资源程序对组织绩效有积极的影响。设计/方法/途径本文回顾并重新评估了人力资源管理和组织绩效领域现有的实证研究。由于欧洲组织采用了美国组织的人力资源管理配置和人力资源应该发挥更具战略性作用的观念,该审查表明,中国组织现在正在模仿美国和欧洲的人力资源管理。在所有总结的研究中,都有强有力的经验证据表明,人力资源职能能够直接增加价值,提高组织绩效。独创性/价值本研究比较了中国和西方人力资源职能,并通过评估现有研究来检验战略人力资源管理的有效性。至少,对于稿件的标题和“中国的组织是否采用了适当的人力资源管理政策?”,一般的答案是肯定的。考虑到模仿同构的机制,我们可以假设中国组织采用西方组织最有效的人力资源配置。总结的研究也支持了西方跨国公司子公司加速中国人力资源职能发展的预测。
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Strategic human resource management and its impact on performance – do Chinese organizations adopt appropriate HRM policies?
Purpose This paper aims to separately consider studies from the three major economies, the USA, Europe and China, to illustrate differences and similarities. A comparison of these three clusters allows the author to conclude that the US human resource management (HRM) model was adopted by European and, subsequently, Chinese organizations through the mechanism of mimetic isomorphism. In addition, the majority of studies have confirmed that certain HR procedures have a positive impact on organizational performance. Design/methodology/approach The essay reviews and reappraises existing empirical studies in the field of HRM and organizational performance. Findings As European organizations adopted HRM configurations and the notion that HR should play a more strategic role from US organizations, the review suggests that Chinese organizations are now imitating US and European HRM. In all summarized studies, there is robust empirical evidence that the HR function is able to directly add value and improve organizational performance. Originality/value The study compares Chinese to Western HR functions and examines the effectiveness of strategic HRM by evaluating the existing research. At a minimum, in response to the title of the manuscript and the question, “do Chinese organizations adopt appropriate HRM policies?”, the general answer is yes. Given the mechanism of mimetic isomorphism, it can be assumed that Chinese organizations adopt the most efficient HR configurations from Western organizations. The summarized studies also support the prediction that subsidiaries of Western multinational organizations accelerate the development of the Chinese HR functions.
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