【作者】 李鑫；

【导师】 杨友孝；

【作者基本信息】 湖南师范大学 ， 教育经济与管理， 2005， 硕士

【摘要】 随着人类进入信息时代,企业今后的竞争优势将取决于能否充分开发和利用企业内的人力资本,也就是说,仅仅认识到人力资本已经成为市场竞争的决定性因素还是远远不够的,更重要的是要立足现实,注重怎么来发展、提升人力资本,而这又取决于企业能否进行有效的组织创新和管理制度的创新。 本文由四部分组成: 第一部分,绪论,是对本文的导入性综述。首先,介绍了利用学习型组织来提升人力资本的背景。其次,对人力资本的定义进行了界定,并从学习型组织的特性出发,对企业人力资本作为企业竞争优势源泉的特性进行了分析,强调了利用学习型组织来提升人力资本的可行性。接着,介绍了人力资源开发主要依据的几个理论基础。 第二部分,介绍组织学习机制。在区别组织学习与个体学习、组织学习与学习型组织的关系的基础上,以组织学习过程模型、组织学习作用机制塔来说明组织学习机制是学习型组织的核心组成部分,是贯穿于学习型组织各项制度安排的作用机制。 第三部分,论述了基于学习型组织来提升人力资本的三方面制度安排。(1)加强知识管理,改造知识系统,在个人与组织的互动发展中,提升人力资本。(2)重新界定组织边界,构建学习型战略联盟,从外部汲取营养,实现人力资本的提升。(3)完善激励约束机制,为人力资本提升提供动力源泉和必要的制度保障。 结束语,研究结论。文章认为,在知识经济成为新时代具有实质意义的主导资源和决定企业成功与经济发展的关键变量的条件下,开发和管理作为知识载体的人力资源,培养和造就具有高智能和创新能力的新型人才就成为企业获取长期竞争优势的源泉,而学习型组织的建立正是适应了这一时代的要求。本文突破了以培训和继续学校教育为提升人力资本的主要方式的传统做法,以组织学习作用机制为提升人力资本的贯穿点,构建学习型组织人力资源开发的新模式、新思路,通过一系列的制度安排,促进持续有效的组织学习,为员工创造学习和充分发展的机会,最大限度地增加了人力资本的积累,进而提高企业内部资源、知识利用率,不断创造出新知识,提高企业的整体实力。更多还原

【Abstract】 With the development of the information age, the competitive advantage of an enterprise will largely lie on whether it can explore and utilize its human resources. That is to say, an enterprise should proceed from reality and focus on how to develop to promote human resources instead of only having the awareness that human resources have been the crucial factors in market competition. While all these depend on if the enterprise can make effective organizational innovation and managerial system innovation.This article consists of the following four parts:The first part is a general introduction, an inducing overview of this article. Firstly, I will state the background of how to promote the human resources by making use of learning organization. Then I will give a definition of human resources. And based on the characteristics of the learning organization, I will further analyze the fact that human resources are the springs of competition between enterprises to stress the feasibility of promoting human resources by utilizing the learning organization. Finally, I will introduce several theoretical frameworks which human resources exploitation depends on.The second part is an interpretation of the organizational learning mechanism. On the basis of distinguishing the relations between organizational learning and individual learning, organizational learning and learning organization, I will argue that organizational learning mechanism is the core of it. And this mechanism will run through various systematical arrangements of the learning organization. I will interpret this theory by applying the model of organizational learning process and the tower of organizational learning mechanism.The third part is an illustration of the three systematical arrangements of promoting human resources on the basis of learning organization. They are the following: (1) to strengthen knowledge management and recast knowledge system to promote human resources in the interaction of the更多还原