知识型人力资源管理在科技影响下的创新

【作者】 兰玲；

【导师】 朱天锐；

【作者基本信息】 湖南大学 ， 科学技术哲学， 2003， 硕士

【摘要】 在日新月异的科学技术的作用下，人类的社会实践活动对人类体力和物质资本的依赖越来越少，知识的应用、技术的创新成为了当今经济活动的核心问题。知识外化的理性以及日益丰富的物质资源影响了人们的需求心理，需求心理的变化要求企业对人的管理进行相应创新。在这种推动力的作用下，对人的管理经历了隶属管理、雇佣管理，人事管理，最后发展到现在的人力资源管理。随着科学技术在社会经济活动中重要性的突显，作为其载体的知识型人力资源成为现代企业成功的关键所在。知识型人力资源有着其它资源所不具备的特征和属性：独特的需求理性，管理的二重性，可持续发展的资本性，科技知识的载体性等等；正是由于这些特性使得他们在企业的持续发展过程中的起着至关重要的推动作用；但也正是因为这些特性，知识型人力资源的出现给企业管理带来了各种挑战。针对知识型人力资源的特性与产生的问题，同时考虑到科学技术发展对人力资源管理发展的影响，知识经济时代的人力资源管理的创新应从下面几个方面进行：首先，管理思想应由原来的资本管理过渡到知识管理，企业也应构建相应的知识管理平台；其次，形成有助于实现组织灵活性的人力资源战略，将人力资源管理提升到战略伙伴地位；其三，建立员工职业生涯管理体系，努力实现企业、员工目标的“双赢”；其四，针对员工的有效激励因素进行人力资源开发利用机制的创新；最后，利用高科技手段进行员工的培训与开发，引入E-learning以取代传统的培训方式等。由于人力资源管理与科技创新之间的辩证关系，未来的人力资源管理会随着内、外环境的不断变化而持续创新，人力资源管理的网络化、国际化、人本化，以及企业文化的受重视将是未来企业人力资源管理发展的总趋势。更多还原

【Abstract】 The development of Science and Technology has improved man’s labor capacity, and also has enriched the social material civilization and spiritual values. At the same time, it also affects man’s demanding mentality. The improvements of demanding mentality ask for relative innovation of Human Resources Management in businesses. So it leads to the development of HRM from subordinate management, wage management, personnel management to present HRM. With the outstanding importance of S&T in social economic activities, Knowledge Human Resources, as carrier for knowledge, have become the crux of the accomplishment for present enterprises. KHR possess unique characters which other resources have not, such as unique demanding reasons, duality of management, sustainedably developing capital character, carrier character of S&T knowledge etc. For those important characters, KHR play a significant role in the continuously developing process of businesses. But also for those characters, appearance of KHR brings various kinds of challenges. Aimed at those problems, author suggests that HRM innovation should be engaged in following aspects:1. Managing thoughts should be altered from capital management to knowledge management with the relative knowledge platform built gradually.2. HR strategy which could help to realize the flexibility of organization should be built and should be considered as strategy partner of high managers.3. Managing system of occupation career for staffs should be built so that we could achieve the mutual benefit between employers and employees.4. Make good use of the effective factors of promotion to innovate the developing mechanism of HRM.5. Utilize the high scientific tech, such as E-learning in staff training and developing.In the future, HRM will keep developing innovation according to all changes of inner or outside surroundings.更多还原