战略性人力资源管理及其理论基础

Strategic Human Resource Management and Its Theoretical Bases

在战略管理兴起的背景下,人力资源管理被提到了战略的地位。不同学者对战略人力资源管理的定义并不一致,但是其核心观点是人力资源管理活动对组织绩效非常重要。许多学者根据不同的理论提出不同的理论架构来解释人力资源管理与企业绩效的关系,如资源基础理论、人力资本理论、行为理论、一般系统理论以及交易与代理理论。它们解释的差异主要表现在人力资源管理活动与组织绩效的作用途径的不同,从而也反应了未来研究的方向。

With the development of strategic management, human resources management has been raised to strategic position. There were different definitions towards strategic human resources management (SHRM). However, all of the definitions come to the same key point that HR practices are quite important to organization performance. Many scholars studied respectively on the effect of HRM on organization performance according to different theories, such as resource-based theory, human capital theory, behavior theory, general system theory, transaction and agent theory. This paper indicates that the main difference of these studies lies in the different impact system of HRM practices on organization performance and implies the future research directions.