“管控”到“赋能”的人力资源管理演进——以海尔集团员工赋能为例  

The evolution of human resource management from “control” to “enabling”--Take Haier Group employee empowerment as an example

作　　者：冯仁民 朱江艳 冯雨婷 Feng Renmin;Zhu Jiangyan;Feng Yuting(Business School of Guangxi University,Nanning,Guangxi,530004;Tianjin University of Technology and Education,Tianjin,300222;Hangzhou Medical College,Hangzhou,Zhejiang,310053)

机构地区：[1]广西大学商学院,广西南宁530004 [2]天津职业技术师范大学经济与管理学院,天津300222 [3]杭州医学院,浙江杭州310053

出　　处：《市场周刊》2020年第10期165-167,177,共4页Market Weekly

摘　　要：企业发展的核心推动力是员工,人力资源的竞争成为企业在激烈市场竞争中的关键资源和核心价值。尤其在共享经济下向企业管理方式提出挑战时,企业的管理方式需要由以往对员工被动性的"管控"到最大限度的发挥员工个人价值即主动性"赋能"的转变,以实现组织的高效率和快速变化。由此,从"管控"向"赋能"转化的动态视角,探讨在共享经济下人力资源管理方式演变过程显得尤为迫切。The core driving force of enterprise development is employees.The competition of human resources has become the key resource and core value of enterprises in the fierce market competition.Especially in the context of sharing economy,the management mode of enterprises needs to change from passive“management and control”of employees in the past to maximize the personal value of employees,that is,initiative“empowerment”,so as to realize the high efficiency and rapid change of the organization.Therefore,from the dynamic perspective of“control”to“enabling”,it is particularly urgent to explore the evolution of human resource management under the sharing economy.

关 键 词：共享经济 人力资源管控 员工赋能 人单合一 

分 类 号：F272.92[经济管理—企业管理]