【作者】 姜阿妮；

【导师】 徐国盛； 李勇；

【作者基本信息】 成都理工大学 ， 科学技术哲学， 2004， 硕士

【摘要】 由于现代科学的发展，系统整体优化思维方式的形成，人类对于世界的认识自然要由一般的“物质观”转向更为深化的“系统物质观”。许多学者认为系统思想属于马克思主义哲学辩证法，是唯物辩证法的一个组成部分，是从系统整体和构成这一整体的各个部分的相互关系来观察事物。 由于人力资源开发系统是非线性的复杂系统，因而它的态变遵循着该类系统态变的一般规律；即：非线性相互作用机制和控制参量的变化使原状态失稳，新的非线性相互作用机制和控制参量的建立使目标状态成为稳态，涨落及控制参量的变化方式决定具体的态变途径。 人力资源开发原理(生态限制因子改变原理、成长环境的整体性原理、结构优化原理、层序能级对应原理和互补增值原理)体现了系统理论的思想。 加入WTO后，中国人力资源开发滞后与全球化竞争对人力资源高水平要求之间的矛盾将更加突出。我们应该正视这种危机并采取相应对策。 本文对人力资源开发的概念、类型、价值及特点、和入世后中国人力资源开发面临的机遇和挑战给予了必要的叙述。介绍了中国人力资源开发的现状，并结合系统态变的一般规律预想其发展前景。运用唯物辩证法的观点，分析了我国加入WTO后的利弊得失，并提出中国必须走可行的人力资源开发之路的建议。对从宏观和微观层面解决WTO人才短缺的问题、建立科学的人力资源开发系统工程是本文的重要内容。 加入WTO，中国人力资源开发所面临的最大的挑战与危机，是人力资源生态环境的危机。因此，我国首先要致力于人力资源生态环境的改善与优化。 人力资源是一个复杂的结构系统，它的形成与发展是一个不断衰退、不断更新与不断生长的动态过程。这种特性决定了对它的开发，需要一种全面的与系统的开发工程形式，才能取得最佳的效果。人力资源开发系统工程，旨在建立一种全过程、多层次、多角度和统一化的人力资源开发模式。 本文对组织内人力资源开发问题作了多层次阐发。主要观点包括：马斯洛的需要层次论与动力开发；组织价值论与素质开发；压力适度论与竞争开发；用人适中论与持续开发；群体动力论与群体开发；终身学习论与自我开发；利益对称论与最优化开发;培养兴趣论与系统化开发;案例分析法与技能开发。 最后，本文在对21世纪人力资源开发与经营的优势进行构想的基础上，把人力资源开发原理与中国的具体实际相结合，走自己的路，努力探索出一条有中国特色的人力资源开发之路。更多还原

【Abstract】 Because of the development of modern science, with the formation of the systems oneness optimizing thinking, Man naturally understand the nature from general "viewpoint of matter" to deeper "systemic viewpoint of matter". Many scholars think systemic view, part of materialism dialectics, may belong to Marxism philosophy dialectics, with which we can observe things from the interrelation between systems oneness and its components.HRD type change abides by the law of nonlinear systemic state change. The law is: the original state is made unstable by the changed mechanism of nonlinear interaction and control parameters, then the objective state is made stable by the new one, moreover the way of change is decided by the form of change for control parameters and fluctuation. According to this law, in a certain HRD type change, various HRD subject should have certain behavior and behavior pattern.HRD principles, including ecological restriction gene transfer theory, up-growth surroundings integrant theory, framework optimizing theory, sequence level corresponding theory and supplement increment theory, emphasize the opinions of systemic theory.After entering WTO , the contradiction between the delay of China HRD and the high-level need for HR by the global competition, will be much more prominent. We ought to envisage the crisis and take corresponding counter-measures.After entering WTO, the greatest challenge and conjuncture for China is HR environmental crisis. First of all, we commit ourselves to improve and optimize the HR environment.The article defines its conceptions, types, value and feature, and gives necessary description about the opportunity & challenge China is facing after entering WTO . At the same time, the article introduces HRD status quo in China, and expects its development foreground with the law of systemic state change. Using materialismdialectics, the article analyzes the advantages and disadvantages after joining WTO and proposes one feasible way for China to walk on. Its main content is solving the WTO talents shortage problem from macroscopical and microcosmic point of view, and building scientific HRD systemic engineering.HR system can be complicated framework one. Its forming and progress can be dynamic process that is recessionary, regenerative, and vegetal continually. Its feature can determine that its development should need comprehensive and systemic method with which the best results will be obtained. HRD systemic engineering can aim at building one all-way, multiplex, multidimensional and integrated pattern for HRD.The article can elucidate the organization HRD problems with arrangement of ideas. The standpoints include: Maslow’s Hierarchy of Needs Theory & Impetus Development; Organization Value Theory & Trait Development; Stress Moderation Theory & Competition Development; Employment Moderation Theory & Sustainable Development; Colony Momentum Theory & Colony Development; Lifetime Learning Theory & Self-fulfillment Development; Benefit Symmetry Theory & Optimal Development; Interest Cultivating Theory & Systematism Development; Cases Analysis Method & Skill Development.Finally, on the basis of designing the advantages of HRDM for 21th century, the article combines HRD principles with China idiographic fact, so as to make great efforts to grope for a HRD way with Chinese characteristics.更多还原