中国企业裁员实践的关键管理要素——分析与反思  

The Key Management Elements and Rethink of Downsizing Management Practice in China

作　　者：魏丽坤[1] 陈维政[1] 

机构地区：[1]四川大学商学院,四川成都610064

出　　处：《经济管理》2015年第2期65-74,共10页Business and Management Journal ( BMJ )

基　　金：国家自然科学基金项目"企业员工工作疏离感影响因素;形成机制及干预策略实证研究"(71272210)

摘　　要：本研究聚焦于中国企业裁员管理要素的本土化探索,首先通过文献研究构建起裁员管理的七要素模型,将企业的裁员过程视为一个权变管理系统,其核心是裁员策略,运行的基础是裁员标准、裁员程序和裁员补偿这三个制度管理要素,其动态适应性则通过裁员方式、裁员沟通和人际对待三个权变管理要素来实现。通过对中国本土的120起"裁员门"事件的新闻报道进行内容分析发现,中国企业裁员实践存在两大弊端:一是缺乏法制规范和道德底线的任意裁员和暴力裁员;二是缺乏科学理论和管理方法的无序裁员和低效裁员。其根源在于:法制不健全,监管机制不够完善,裁员成本较低;战略导向缺位,管理基础薄弱,管理者的投机偏好严重;模仿与盲从,忽视本土文化,西方裁员模式水土不服;对裁员管理的系统性认识不足,裁员管理的协同性较低。建议中国企业从裁员动机、裁员成本、实施对象、管理者职责四个途径进行管理要素的选择和匹配,以推动裁员管理规范化和本土化进程。This study focus on the key management elements and localization features of the downsizing practice in China. First of all, by the method of document research starting from the strategic operational and dynamic adaptability of downsizing management, according to the related research and labor laws. We find that downsizing practice is a complex system made up of seven key management elements. In this system, the downsizing strategy at the core, command overall arrangements, not only the starting point, but the mainline to connect other management elements. Around the core, the standard of layoffs, procedure and compensation constitute the institutional basis of downsizing management. The three key management elements are strictly limited by law, relatively objective, rational, easy control, which can realize standardized management. Other three management elements just as downsizing method, communication and interpersonal treatment are flexible, relative subjective, difficult to control and standardized management, reflect the contingency characteristics of downsizing management, so constitute the contingency basis of downsizing management. The effective implementation of the downsizing plan should be based on the institutional basis, according to the internal and external environment of the enterprise, to match the contingen- cy elements of downsizing management timely, appropriate, appropriate adjustments, in order to reflect the strategic needs of different enterprises. Compared with western developed countries, the downsizing management in China＇s enterprise is not yet mature, layoffs reality performance has not yet been system reveals. This study collected 120 ＂ layoffs＂ events from January 2001 to January 2013 in China, with multiple case studies based on content analysis. Research shows that seven key elements in Chinese enterprises of downsizing practice are more significant. The importance of the downsizing strategy and method is very outstanding. Compared to the procedure and compensation, people

关 键 词：裁员实践 裁员策略 制度要素 权变特征 管理反思 

分 类 号：F243[经济管理—劳动经济]