摘要
论文从知识的角度研究了不同人力资源管理战略的差异。人力资源内部化战略重视专用知识的作用,因而形成了以模糊工作设计、员工参与管理和横向协调为特点的分权式管理制度。人力资源外部化战略重视通用知识的作用,因而形成了以规范工作设计、专业管理和纵向协调为特点的集权式管理制度。最后,论文分析了两种不同人力资源管理战略的适用条件和范围。
The the difference of internal and external Human Resource Management （HRM） mode on the view of knowledge is researched. Some companies pay attentions to specific knowledge, which form internal HRM characterized by centralized management style character with wide job design, employee participation, and horizontal coordination. The others pay more attentions to general knowledge, which form external HRM mode characterized by dispersed management style character with narrow job design, specialty, and vertical coordination. Finally, the condition and application scope of these two different management modes are demonstrated.
出处
《科研管理》
CSSCI
北大核心
2007年第3期70-77,共8页
Science Research Management
基金
教育部哲学社会科学创新基地"南京大学经济转型和发展研究中心"子课题"经济转型和发展中的人力资源研究"
南京大学校级文科项目"动态环境下雇用战略和企业绩效的关系研究"的资助
