人力资源管理科技化实践研究回顾与展望

人力资源管理(HRM)科技化实践带来了HRM效率提高和成本降低,但是,它在吸引人才、激励员工、保留员工等方面的有效性问题尚未引起实务界和学界的充分重视,目前相关研究滞后,且在观点和结论上存在争议和冲突.可从招募与甄选、培训与开发、绩效与薪酬等HRM核心方面梳理已有相关代表性研究,以审视HRM科技化实践的有效性并反思其局限性.研究可见:HRM科技化实践并不必然地带来实践有效性的提高,需要避免片面追求效率和科技化;学术界对其研究分散而缺乏系统性,存在一系列亟待研究的多层次问题,尤其需要加强和深化其有效性方面的研究.

Technologized HRM Practices Study:Retrospect and Prospect

Technologized H RM (Human resource management) practices bring higher efficiency and lower cost.Nevertheless,the effectiveness of these technologized practices in terms of attracting,motivating and retaining employees are still questionable.Current research lags behind and their views and conclusion are often inconsistent.This paper suggests a review on the representative studies concerning core HRM aspects to examine the effectiveness and limitations of these technologized practices.It is concluded that technologized HRM practices does not necessarily result in higher effectiveness and that the one-sided pursuits for efficiency or technologized practices should be avoided;academic research on this topic are scattered and lack systematicness and a series of multilevel issues need to be addressed,especially on the effectiveness aspect.