战略人力资源管理的理论模式  

Theoretical Modes of Strategic Human Resource Man-gement

作　　者：张正堂[1] 

机构地区：[1]南京大学商学院

出　　处：《南开管理评论》2005年第5期48-54,共7页Nankai Business Review

基　　金：国家自然科学基金项目(70302018);江苏省教育厅人文社会科学研究项目(03SJD630053)阶段性成果

摘　　要：本文将战略人力资源管理中关于人力资源管理与企业绩效关系的研究总结为三种不同的理论模式:根据最佳实践模式,一些HRM活动是普遍有效的,组织采用这些最佳的HRM活动就会获得相当好的绩效;在权变模式里,HRM活动的效率是随着企业战略等因素而变化的,组织采用适合于其战略的HRM活动将更有效率;在形态模式里,HRM活动通过内部匹配形成特定的HRM系统形态,HRM系统与组织战略等因素的外部匹配会对组织绩效产生重要影响。The key point of strategic human resource management （SHRM） is that HRM has important effect on enterprise＇s performance. There were several kinds of expressions on the relationship, which had caused different modes in the empirical research. This paper is to analyze three theoretical modes of SHRM. According to the Best-practices Mode, some HRM practices are generally effective. Organizations who take these best practices would have high performance. In the Contingency Mode, the efficiency of HRM practices varies with enterprise＇s strategy. An organization would be more efficient when it adopts the right kind of HRM practices. In the Configurational Mode, HRM practices would be integrated into an HRM system by internal fit. The external fit of HRM system and organizational strategy would have important effect on organizational performance. The differences among these three theoretical modes imply some directions of future research.

关 键 词：人力资源管理 企业绩效 最佳实践模式 权变模式 形态模式 战略人力资源管理 HRM系统 组织战略 系统形态 企业战略 

分 类 号：F240[经济管理—劳动经济]