期刊文献+

HR管理者的职业发展路径与组织支持 被引量:3

原文传递
导出
摘要 基于员工在组织中常见的纵向、横向和向核心发展三个职业方向,本文提出HR管理者可以选择组织中人力资源领域内外高层管理、管理通才和HR专才三条职业路径,指出组织可以通过重组人力资源管理运行架构、构建人力资源管理胜任力模型、构筑多渠道学习平台和营造职业发展文化,帮助和支持HR管理者实现职业成功。
作者 吴治国 杨帆
出处 《中国人力资源开发》 CSSCI 北大核心 2011年第10期19-24,共6页 Human Resources Development of China
  • 相关文献

参考文献3

二级参考文献67

  • 1陈万思.谁是胜任的HR经理——精致工艺品公司HR经理胜任力模型构建[J].中国劳动,2005(1):52-55. 被引量:2
  • 2陈万思.中国企业人力资源经理胜任力模型实证研究[J].经济管理,2006,32(2):55-62. 被引量:23
  • 3Morley M J,Gunnigle P, Sullivan M. New directions in the roles and responsibilities of the HRM function. Personnel Review,2006,35 (6) :609 -617.
  • 4Conner J, Ulrich D. Human resource roles: creating value not rhetoric. Human Resource Planning, 1996, 19 (3) : 38 -49.
  • 5Huselid M A, The impact of human resource management practices on turnover,productivity, and corporate financial performance. Academy of Management Journal, 1995,38 ( 3 ) : 635 - 672.
  • 6Brockbank W, Ulrich D, Beatty R W. HR Professional development: creating the future creators at the University of Michigan Business School. Human Resource Management, 1999,38 (2) :111 -118.
  • 7McClelland D C. Testing for competence rather than for intelligence. American Psychologist, 1973,28 ( 1 ) :1 - 14.
  • 8Rothwell W J, Lindholm J E. Competency identification, modeling and assessment in the USA. International Journal of Training and Development , 1999,3 (2) :90 - 105.
  • 9Shippman J S, Ash R A, Batjtsta M, et al. The practice of competency modeling. Personnel Psychology, 2000, 53 ( 3 ) : 703 - 740.
  • 10Woodruffe C. What is meant by a competency? Leadership and Organizational Development Journal, 1993, 14 ( 1 ) : 29 -36.

共引文献82

同被引文献33

  • 1张祥永,李孙巧.当代高校青年教师需求特征分析[J].当代教育论坛,2012(4):68-72. 被引量:5
  • 2刘松博,王亚楠,李靓.员工资质过度感对离职意愿的影响机制——基于HR从业者的实证研究[J].现代管理科学,2013,1(7):36-38. 被引量:1
  • 3黄培伦,田在兰.员工离职意向影响因素述评[J].科技管理研究,2006,26(5):153-155. 被引量:22
  • 4杨琴.浅谈职业兴趣的内涵及其培养[J].湖南科技学院学报,2006,27(5):261-263. 被引量:16
  • 5叶建鸣.高校青年教师发展性评价的核心模块与结构框架设计[J].福建师范大学学报(哲学社会科学版),2007(5):161-167. 被引量:9
  • 6蔡亚华,贾良定,万国光.雇佣关系对员工创造性的作用机制:一个整合框架[C].北京:第四届中国管理学年会论文集,2009.
  • 7Graen G. B., Chun, H., Dharwadkar, 1: Wakabayashi, M. Predicting speed of managerial advancement over 23 years using a parametric duration analysis: a test of early leader- member exchange, early job performance, early career success and university prestige [ A : .Best Papers Proceedings: Making Global Partnerships Work Association of Japanese Business Studies : C ] .Washington D.C,1997 : 75-89.
  • 8Tharenou EIs there a link between family structures and women's and men's managerial career advancement E J ]. Journal of Onganizational Behavior, 1999 ( 20 ) : 837-863.
  • 9Chen Z, WakabayashiM, TakeuchiN. A comparative study of organizational context factors for managerial career progress: focusing on Chinese state-owned, sino- foreign joint venture and Japanese corporations [ J ] . International Journal of Human Resource Management, 2004, 15 (4) : 750-774.
  • 10Alicia S.M. Leung. Corporate Restructuring and Career Advancement in Hong Kong [ J ] . The International Journal of Human Resource Management, 2004 ( 15 ) : 163-179.

引证文献3

二级引证文献8

相关作者

内容加载中请稍等...

相关机构

内容加载中请稍等...

相关主题

内容加载中请稍等...

浏览历史

内容加载中请稍等...
;
使用帮助 返回顶部