人力资源管理新趋向与工会的应对措施

面对激烈的国际市场竞争,现代企业人力资源管理模式的示范效应明显增加。工会应认真研究如何充分利用人力资源管理方法,力争有效地将人力资源管理的知识和技术转换为工会协调企业内部劳动关系、维护职工劳动经济权益的重要手段之一。     

企业人力资源管理新动向-能本管理

只强调人在组织中的主体地位和主导作用的“人本管理”已不能适应时代的发展,人力资源管理开始向“能本管理”转变。营造有中国特色的“能本管理”理念,主要是形成创新,自我实现,匹配、终身学习、量化、法制化、整合等理念。     

Effects of Budgetary Constraints on HR Reforms in Central Public Administrations and the Importance of Institutional Context

A standard criticism toward New Public Management has been its focus on efficiency and cost saving. As a consequence, other important reform objective aspects and administrative values such as quality, fairness, engagement, trust, and sustainability would be neglected. In the field of HRM, this again would result in many (un-)intentional reform effects, such as more demotivation, less engagement, and less trust of the workforce in leadership. Unfortunately, many of these claims have not been tested empirically.Especially in the field of HRM, there is very little comparative evidence on how costs are being cut on a grand scale in different institutional contexts, Human Resource Management policies, with regard to different HR instruments and how these cuts impact on Human Resource Management.This study investigates the current HR reforms in central public administration in 32 OECD countries. Using recent OECD data (OECD Data Set, 2015), the study analyses the impact of budgetary constraints with regard to 40 HR issues and HR instruments. These issues were grouped into different HR bundles. The analysis reveals a strong correlation between budgetary constraints and cost-cutting measures. As a consequence, HRM as such is changing dramatically in some countries. Whereas the past reform trends in most OECD countries were characterized by a move away from the classical bureaucratic model, the present focus is on the implementation of ad hoc reforms in order to save resources. Neither is there a common trend toward one alternative high-work performance model nor a reformed universal “bureaucracy-lite mode.” Overall, data show that HR management is not seen as a strategic factor in the reform process in many countries. In fact, most countries have focused on cost reductions and downsizing and not on responsible restructuring.     

官僚制模式下的人事管理制度批判——兼谈新公共管理理论

行政人员是行政组织存在的必要条件。只有建立科学的人事管理制度,才能为行政组织提供有力的人才保障。在官僚制理论指导下的传统人事管理制度僵化而没有弹性,注重过程而不是结果,没有明确的责任机制等弊端越来越不能适应社会环境的需要。新公共管理理论指导下的人事管理制度灵活有弹性,注重产出,明确责任等优势适应社会环境的发展。     

Small Countries,Big Performers: In Search of Shared Strategic Public Sector HRM Practices in Successful Small Countries

This article compares strategic public sector HRM practices between 10 small countries that have consistently shown extraordinary economic, social, and governance performance. The fact that these small countries, which are traditionally considered to be disadvantaged, have become benchmarks of good government suggests they have uniquely maximized and leveraged their key resource: people. In search of novel lessons, we assess through secondary data how their public sectors have organized and institutionalized four key HRM activities: 1) selection, 2) appraisal, 3) training, and 4) compensation, and whether they engage in strategic, centralized efforts to architect and “bundle” these activities. Our exploratory case study findings show that these high performing countries employ various integrated efforts to attract the best and brightest into their public sectors, and train and reward them well, although they differ in terms of their centralization dynamics. We conclude our article with seven propositions for future research and implications for emerging small countries.     

传统人事管理与网络时代人力资源管理的比较

网络经济时代的人力资源管理者如何对其进行管理对企业未来的发展具有重要影响。因而,在人类已经踏入21世纪时,企业的管理者弄清网络经济时代人力资源管理与传统人事管理的区别,以崭新的姿态迎接网络经济时代的挑战做好充分的准备,具有重要的意义。     

Multiplex high resolution melt (HRM) messenger RNA profiling assays for body fluid identification

Traditional body fluid identification methods use a variety of technologically diverse techniques that do not permit the identification of all body fluids. Definitive identification of the biological material present can be crucial to a fuller understanding of the circumstances pertaining to a crime. Thus definitive molecular based strategies for the conclusive identification of forensically relevant biological fluids need to be developed. Messenger (mRNA) profiling is an example of such a molecular based approach.Current mRNA body fluid identification assays typically involve either capillary electrophoresis (CE) or quantitative RT-PCR (qRT-PCR) platforms, each with its own limitations. Both platforms require the use of expensive fluorescently labeled primers or probes. CE-based assays require separate amplification and detection steps thus increasing the time required for analysis. For qRT-PCR assays, only 3 or 4 markers can be included in a single reaction since each requires a different fluorescent dye. To simplify mRNA profiling assays and to reduce the time and cost of analysis, we have developed multiplex high resolution melt (HRM) assays that provide an identification of all forensically relevant biological fluids and tissues.     

集体主义、个人主义价值观对企业人力资本管理的影响

集体主义和个人主义代表中西两种不同的价值观,对中西企业的人力资本管理产生了重大的影响。以不同价值观为取向的企业,在人力资本管理中的伦理定位、投资结构和运营机制上存在着重大差别,各有优劣。我国企业人力资源管理应辩证地认识、对待个人主义,正确地坚持、发展集体主义。     

公司治理结构的完善必须体现人力资本产权的特征

人力资本所有权天然属于其本人,但它对其自身的人力资本并不具有不可分离的所有权和控制权;由于人力资本天然属于其个人的特性使之可在其产权残缺时以迥然于物质资本的方式回应,通过关闭人力资本达到效用享用的均衡。企业人力资本的使用和投资过程是同步合一的。我国公司治理结构完善的方向和途径应该是:建立和健全人力资本所有者与非人力资本所有者共同分享企业剩余的分配机制;建立与健全确保人力资本所有者拥有企业剩余控制权的人事管理制度创新;实现我国公司治理结构完善和创新。