我国非国企人力资源管理战略转变与可持续发展  

Changing Human Resource Management Strategy and the Sustainable Development of Non-state-owned Enterprises in China

作　　者：杨俊青[1] 

机构地区：[1]山西财经大学工商管理学院,山西太原030006

出　　处：《经济管理》2008年第23期81-84,共4页Business and Management Journal ( BMJ )

基　　金：国家软科学基金资助项目(2007GXS3D076)。

摘　　要：本文认为,2004年春天在我国出现的"民工荒"问题,严重制约了我国以吸纳农业劳动力为主的非国有企业的可持续发展。产生"民工荒"的原因,主要是我国非国有企业长期掠夺性使用人力资源——对吸纳到本企业的人力资源实行"传统大棒式管理"所致。要解决"民工荒"问题,实现非国有企业可持续发展,我国非国有企业的人力资源管理战略必须转变为"人本管理"。本文提出了"人本管理"战略模型和这一模型实施的对策建议。The problem about lack of laborers ,which emerged in the spring of 2004 in china , serious constrains the sustainable development of non-state-owned Enterprises that absorb agricultural labor force as their human resources. The main reason for such a situation is that our non-state-owned Enterprises predatorily use human resources in the long term, and implement the ＂traditional stick-style management＂ to the workers. In order to solve this problem and make the non-state-owned Enterprises develop sustainably ,their human resource management strategy must transform from the ＂traditional stick-style management ＂ to the ＂human-oriented management ＂, The author puts forward the ＂human-oriented management＂ strategy model and suggests how to actualize it.

关 键 词：传统大棒式管理 人本管理 人本管理战略模型 

分 类 号：F240[经济管理—劳动经济]