HR与企业文化落地研究——基于对立价值架构的视角

Research on HR and Enterprise culture——Based on the perspective of Competing Values Framework

本文试图在对立价值架构的基础上来解决HR(企业人事部门)如何让企业文化落地这个难题。对立价值架构将企业文化划分为部落式、临时体制式、等级森严式和市场为先式四个象限。文章在原有理论的基础上,构建了HR在企业文化落地中的对立价值图,指出了在不同企业文化类型下人力资源部门所需的不同角色、技能和行为。作为企业文化落地的推动者,HR在服务内部以及外部客户时,需要不断关注外部竞争的差异性以及内部管理,在内外中取得平衡。同时,HR在引领企业文化落地时,一定要识别评估企业主导文化的类型,落地强化机制要与文化创建者的根植机制保持一致。

This paper attempted to solve the problem that how to implement enterprise culture by HR based on Competing Values Framework.Enterprise culture was divided into Tribal type,Interim institutional type,Hierarchical type and Market-oriented type by Competing Values Framework.This paper built the competing values chart of HR during implementing enterprise culture and showed different roles,skills and behaviors that Human Resources Department required in different types of enterprise culture.HR who was the promoter implementing enterprise culture should focus on the differences of external competition and internal administration when serving internal and external customers to make balance between the internal and external.At the same time,HR must identify the type of enterprise dominant culture.The implementing strengthening mechanism should be consistent with creator’s rooting mechanism.Key words： enterprise culture;implement enterprise culture;Department of human resources management;Competing Values Framework