重新审视资源基础理论——以人力资源为例

How Does HRM Create Value:Revisit of Resource-based View

自上世纪90年代以来,资源基础理论(Resource-based View)已经成为战略人力资源管理研究的主要理论基础。然而,传统的资源基础理论把企业内部的所有要素看作是"资源",对不同要素缺乏进一步的界定和细分,因而给战略人力资源管理的理论构建和实证研究带来了一些困难。本文在传统资源基础理论的基础上,把已经泛化的"资源"概念重新界定为资源、能力和文化三类要素;并且指出,人力资源管理正是通过改变企业的资源、能力和文化的组合,为企业创造价值。

Resource-based view has been the most important theory foundation in strategic human resource management studies since 1990s. However, the traditional resource-based view treats all internal factors as ＂resources＂, without further analysis and classification of them, therefore brings some confusion in both theoretical and empirical research in the field of strategic human resource management. This paper points out that the internal factors can be classified into three types： resource, capability and culture. Human resource management creates economic value for the firms by changing the bundles of resource, capability and culture.