【作者】 张洪霞；

【导师】 杜纲；

【作者基本信息】 天津大学 ， 管理科学与工程， 2009， 博士

【摘要】 契合性是战略人力资源管理的核心属性,企业的组织重组活动已经从实践上证明了人力资源管理的变化必须与企业重组的其他领域相匹配、协同作用,才能保证企业在新的经营环境下保持竞争优势。虽然契合性的重要地位已得到广泛认可,但战略人力资源管理需要与哪些因素契合(契合单元),怎样契合,如何衡量契合的程度等问题仍需要深入探索和研究。本文基于系统科学理论,特别是复杂适应系统理论的基本思想及涌现理论的基本原理,对战略人力资源管理契合性的内涵、契合的维度、契合的方法、契合的测量以及契合效应、契合性的动态演进等问题展开深入研究。本文的主要工作和创新点包括:第一、应用系统研究方法对战略人力资源管理进行了系统分析;运用复杂系统理论,判定了战略人力资源管理系统的复杂适应性,并在复杂适应系统的视角下定义了战略人力资源管理的契合性,扩大了以往研究中关于契合的范围;以紧密结合战略为原则,从战略地图和战略支持系统两个方向构建了战略人力资源管理契合的关键维度。第二、深入分析了战略人力资源管理横向契合维度上的各契合单元及契合方法;提出了战略人力资源管理系统与其他战略支持系统协同工作的方法,建立了人力资源协同管理平台;开发了能够将战略需求、战略支持系统需求与人力资源紧密结合起来,并具有较高可操作性的核心员工确定方法;对团队激励薪酬中激励系数的设计要点作了分析。第三、深入分析了战略人力资源管理纵向契合维度上的各契合单元及契合方法;运用模式匹配的研究方法,探讨了每个契合单元的模式匹配形式;分析了制约纵向契合的潜在因素。第四、鉴于契合度测量的复杂性,设计了更易操作的契合性诊断方法,给出了诊断的流程并设计了基于直觉模糊集合的诊断模型;尝试建立了测度契合性的指标体系及模型;并进行了应用研究。第五、提出契合效应的概念,并对战略人力资源管理整体契合效应进行了三维关联分析,并基于涌现机理分析了契合效应的产生;分析了战略人力资源管理契合性动态演进的分岔机理,并在契合性演化进程分析上,构建了战略人力资源管理契合性层次演进概念模型;提出了契合性调整的原则、时机和方法。更多还原

【Abstract】 Alignment is a crucial property of strategic hunman resource management (SHRM). It has been proved that change of hunman resource management must cooperate with other transformation that happened during the corporation reengineering to keep the corporation’s conpetition predominance under a new environment. Although alignment has been considered important, there are still many problems unsettled, such as what kind of factors that need fit with SHRM, how to fit, how to measure the fit-degree. These problems are worth more effort. Based on system science theory, particularly on the basic idea of complex adaptive system and the basic principle of emergence, this thesis has had a profound study on the conception of SHRM’alignment, as well as dimension, method, evaluation , effect and dynamic evolving, etc.The main work and innovation points of this thesis include:Firstly, applying the system method to analyze SHRM system roundly; judging the complex adaptive character of SHRM system with complex system theory; putting forward a new definition of SHRM’s alignment witch expands the research scope of old one’s; fully considered strategy, finding out two key dimension acoording to strategy map and strategy- assistant systems.Secondly, analyzing each alignment-unit distributed along the horizontal dimension, and finding out methods to achieve alignment; putting forward a new means to keep SHRM synergic working with other strategy- assistant systems and establishing a human resource synergy management platform; finding out a new method to evaluate who are core employees, witch is more operable and able to link the requirements of strategy, strategy-assistant systems and employee themselves. Analyzing key designing points of inspiriting- coefficient used to team payment.Thirdly, analyzing each alignment-unit distributed along the vertical dimension, and finding out methods to achieve alignment; exploreing the form of mode-fit for each alignment-unit by mode-fit research method; analyzing those underlying factors that restricts the achievement of vertical-demension alignment.Fourthly, considering complexity of a measurement of alignment degree, a more facilitated diagnostic method for alignment was designed and the diagnostic flow was put forward with a model based on intuitionistic fuzzy sets. A index system for evaluating alignment was build up and was resolved with fuzzy comprehensive evaluation. Finally it was used in application.Fifthly, an alignment effect concept was presented; three-dimension associated analysis for the integral alignment effects of strategic human resource management were analyzed; and the causation of the effects was explained according to emergence mechanism. Bifurcation mechanism of alignment’dynamic evolving was analyzed. According to the evolving analysis, a level evolving conception model was established, and finally the principle, time and method of alignment adjustment were put forward.更多还原