数字时代战略性人力资源管理困境与消解:基于SECI知识创造视角  

The Dilemma of Strategic Human Resource Management and Its Dissolution in the Digital Age: Based on SECI Knowledge Creation Theory

作　　者：陆丹[1] 王丹[1] 姜骞 LU Dan;WANG Dan;JIANG Qian

机构地区：[1]三亚学院

出　　处：《改革》2023年第9期129-137,共9页Reform

基　　金：国家社会科学基金项目“能力重构视域下数字化创新生态系统共生演化机理与治理模式研究”(21BGL051);国家社会科学基金项目“动态能力视阈下平台领导企业数字化创新生态系统与价值共创研究”(19BGL043);教育部人文社会科学基金项目“共生网络视阈下超模块平台组织迭代创新与强化路径研究”(20YJA630060);海南省自然科学基金高层次人才项目“‘搜索—学习’视阈下科技企业孵化器创新孵化内聚机理、耦合路径与应用研究”(2019RC255)。

摘　　要：从知识管理角度来看,组织战略性人力资源管理的根本目的是提高基于组织知识创造的组织持续创新能力,以保障组织战略实现。人力资源管理数字化转型的本质是通过数字技术提高人力资源管理战略效能,确保组织获取可持续核心竞争力。以经典知识创造SECI理论框架为基础,分析并阐释数字时代组织战略性人力资源管理面临的三重困境,即人的主体性困境、知识管理困境以及组织激励困境,并针对性地提出如下建议:建立知识—价值愿景,保护并提升员工主体性;创建知识创造场域,提高组织知识管理效率;推动知识驱动的人力资源管理创新,提升组织激励效果。From the perspective of knowledge management,the fundamental purpose of strategic human resource management in organizations is to enhance the continuous innovation ability of organizations based on organizational knowledge creation,in order to ensure the realization of organizational strategy.The essence of digital transformation in human resource management is to improve the effectiveness of human resource management strategies through digital technology,ensuring that organizations achieve sustainable core competitiveness.Based on the SECI theoretical framework of classic knowledge creation,this paper analyzes and explains the triple dilemma faced by organizational strategic human resource management in the digital age,namely the dilemma of human subjectivity,knowledge management,and organizational motivation.Targeted suggestions are proposed as follows:establish a knowledge value vision,protect and enhance employee subjectivity;create a knowledge creation field to improve the efficiency of organizational knowledge management;promote knowledge driven innovation in human resource management and enhance organizational motivation effectiveness.

关 键 词：战略性人力资源管理 SECI 知识创造 

分 类 号：F272[经济管理—企业管理]