入世后的人才竞争战略与人本管理  

Manage with person by addition of WTO the following talent competitive strategy

作　　者：李若鹏[1] 

机构地区：[1]北京大学政府管理学院,北京100871

出　　处：《陕西省行政学院陕西省经济管理干部学院学报》2002年第4期26-28,共3页Journal of Shaanxi Administration School and Shaanxi Economic Management School

摘　　要：人才竞争是入世带来的首要挑战。入世后国际人才竞争将更加激烈,并且具有高起点、高层次、多方位的特点。跨国集团立足我国国内进行人才竞争,将对我国造成更大的压力。我国长期面临人才缺乏、人才流失等问题,应按照扬长避短的原则设计我国的人才竞争战略,突出人本管理理念,具体表现为对个性价值的充分尊重,从“卡堵”策略到“磁石”策略的转变,充分利用现有人才资源。Based on the assumption that competition for talents is the utmost challenge China faces after its entry into WTO, this paper examines the strategies to be adopted to meet the challenge. After summarizing the emerging features in competition for talents under the new environment, the paper analyzes China' s readiness and weakness in the area. The main point is that humanism should be given full play in designing HR competition strategy. First, as a guiding principle, value of individuals should be given full consideration. Second, ' barrier strategy' should be replaced by attraction strategy in dealing with ' brain train' . And finally, full utilization should be made of the talents we already have.

关 键 词：入世 人才竞争战略 人本管理 人力资源开发 中国 WTO 人才流失 

分 类 号：F249.21[经济管理—劳动经济] C96[经济管理—国民经济]