人力资源理论的五次创新

自亚当·斯密1776年出版《国富论》以后的200多年时间里,人力资源管理思想经历了劳动力理论(亚当·斯密)——人力资源理论(彼得·德鲁克)——人力资本理论(西奥多·W·舒尔茨)——人力资源管理角色及商业价值理论(戴维·沃尔里奇)——人力资源产品线理论(劳勒·爱德华)的发展历程。伴随着人力资源部门角色和作用在实践中所发生的重大变化,人力资源管理理论也得以不断创新和发展。正是在不断创新的人力资源管理理论指导下,全球人力资源管理实践才得以在整个20世纪飞速发展。

Since Adam Smith＇ s On National Wealth was published in 1776, the human resource management theory has gone through Adam Smith＇ s labor theory, Peter F. Drucker＇ s human resource theory, Theodore W. Schultz＇ s human capital theory, Dave Ulrich＇ s human resource management role and duty theory and Lawler Edward III＇ s human resource product line theory. With huge changes of roles and significations of human resource departments in practice, the human resource management theory has been continuously upgraded. It is under the guidance of the upgraded human resource management theory that the global human resource management practice has been developed rapidly throughout the twentieth century.