企业一线经理参与人力资源开发的路径研究——以H公司为例

The Study of Ways Which the Liner Managers Can Use to Participate the HRD of the Enterprise——Based on Company H

当前的HRD模式显示:经济学家普遍预期的一线经理在人力资源开发中的作用正在发生变化,一线经理使得人力资源开发的功能更精简、更具有战略性。在这个框架下,一线经理将全权掌握着企业的人力资源开发,并且对整体人力资源开发战略负有责任。在这个背景下,本文探讨了一线经理在企业人力资源开发中作用意义,重点分析了其角色定位。通过对H公司人力资源开发状况的调查,结果显示H公司一线经理很难达到其应有的职能,主要原因是工作负荷大、缺乏相应人力资源开发技能和传统管理思想制约。所以,本文以实际问题为导向试图探讨促进一线经理参与企业人力资源开发的途径,构建制度框架保证一线经理的人力资源开发职能的实现。

Current models of human resource development(HRD) suggest that expectations about a line manager role in HRD are changing as organizations are striving to make the HRD function leaner and more strategic.In this context, line managers are increasingly held responsible and accountable for human resource development.Thus,this paper investigates the themes and implications,concerning the role of the line managers in human resource development.It also seeks to explore current developmental roles of line managers in Lithuanian government institutions and to define and discuss the factors inhibiting their greater involvement in HRD.The results of the research have revealed that line managers in government institutions of Lithuania have not assumed the responsibility for HRD.It was confirmed that it is difficult to fulfill this role,either because of their work load or lack of skills and management tradition in this area.It has been also concluded that substantial investments in capacity development of the line managers and HRD specialists are needed to make sure that line managers and HRD specialists are capable of carrying out their new roles.