【作者】 马金贵；

【导师】 张长元；

【作者基本信息】 南华大学 ， 管理科学与工程， 2006， 硕士

【摘要】 自上世纪60年代提出人力资源管理问题以来，发达国家人力资源管理理论研究已近半个世纪。自上世纪80年代，开始引入国外人力资源管理理论以来，我国学者对此也进行了20多年的研究。可以这样认为，人力资源管理理论园地已是繁花万朵、春色满园。然而，这并不是说，人力资源管理研究已经终结。对这样一个事实必须承认：作为一个学科体系，人力资源管理业已建立；人力资源管理研究的理论“热点”并不多。基于此，本文选择了一个交叉性的命题：基于企业生命周期的人力资源管理研究。 这一命题涉及到两个领域：企业生命周期理论和人力资源管理。因此，本文必须先构建两个平台：人力资源管理理论回顾，企业生命周期理论介绍。这二者均以文献综述形式做了交待。基于企业生命周期的人力资源管理研究，并不是本文的独创，国内亦有学者从单一层面(如人力资源规划、人力资源激励等)进行了初步探讨，本文对此进行了归纳。 与前人研究的不同的是，本文的理论逻辑是：处于不同生命周期的企业，是具有不同的特点的，正如人“三十而立，四十而不惑，五十而知天命”一样。因此，企业在不同阶段，其人力资源管理的重点是不一样的。本文援用企业生命周期“四阶段论”，逐一讨论和分析了企业初创期、成长期、成熟期、衰退期的人力资源管理。在分析企业不同时期的人力资源管理时，均遵循同一逻辑思路，即先分析处于该生命周期的企业特点，根据其特点确定人力资源管理的主要内容。更多还原

【Abstract】 Since the theory of HRM(Human Resource Management) was brought up in 1960’s,the research of HRM theory has experienced half an century.Chinese researchers has studied HRM about 20 years since HRM was studied in 1980’s.It can be concluded the theory of HRM has plentiful and substantial.But the theory about HRM doesn’t come to an end.It must be recognized the HRM system has been established,but the "hotspot"of HRM theory is less.So a new overlapping topic— human resource mangagment based on corporate life cycle is elaborated in this paper.This topic involves two points.Corporat Life Cycle and Human Resource Management. So the theory of HRM and Corporat Life Cycle as two basis of this paper, will be constructed and discussed as the literatures.This paper is not the beginning of the theory about HRM and Coporate Life Cycle,some scholars have from single points discussed in some aspects,such as human resource planning ,human resouce stimulatation,which will summarized.The difference between this paper and forefathers’reserches is the logic,which will be discussed as follows:the corporate in different phase of cycle life has different characteristic just as the people will experience the phase of "be mature as 30 years old;be some fuzzled as 40 years old;be clear about the destiny as 50 years old " .So the focus of human resource management in different developent period of corporate life cycle should be different. "Four phase "will be adopted in this paper,and the human resourcement management in newly—establishing period,growing period, mature period, recession period will be discussed in detail.The logic of this paper is to define the content of HRM according to the characteristic of different phase of corporate life cycle.更多还原