【作者】 高中华； 李超平； 吴春波；

【Author】 GAO Zhongua,LI Chaoping,WU Chunbo (Renmin University of China, School of Public Administration, Institute of Organization and Human Resources, Beijing 100872)

【机构】 中国人民大学公共管理学院组织与人力资源研究所；

【摘要】 人力资源管理角色逐渐成为人力资源管理研究领域的一个热点话题,准确的人力资源管理角色定位对选择合适的人力资源管理实践影响深远。因此,探索在中国情境下人力资源管理角色具有一定的理论以及实践意义。本研究分为两个主要部分:在第一个部分,通过内容分析法对国外文献中的人力资源管理角色进行了梳理;在第二部分,编制问卷,调查中国情境下,人力资源管理应该扮演的角色与实际扮演的角色,即期望角色与实际角色。经过探索性与验证性因素分析发现,期望角色是一个六因素的结构,包括组织战略伙伴、HRM战略制定者、日常经营参与者、业务合作伙伴、员工需求满足者以及员工士气激发者六种角色;实际角色也是一个六因素的结构,包括组织能力、塑造者、HRM战略制定者、日常经营参与者、业务合作伙伴、员工回应者以及HRM职能专家六种角色。更多还原

【Abstract】 HRM Roles turn into a hot topic in the research field of human resource management. Role orientation and transition have far-reaching influence on HRM practices. Therefore, there are some theoretical and practical significance on exploring roles of human resource management in China. There are two parts in this research. Firstly, content analysis was adopted to conclude human resource management roles in foreign literature. Secondly, we made a questionnaire to figure out roles human resource department and people should play. It has been demonstrated through survey and factor analysis that both expected and practical roles of HRM can be seen as six-factor models. Expected roles include organizational strategy partner, maker of HRM strategies, participator of daily operation, business partner, satisfactory of employee needs and motivator of morale. Practical roles include nurser of organizational capability, maker of HRM strategies, participator of daily operation, business partner, echo of employee and expert of HRM function.更多还原