摘要
影响中小企业人力资源管理规范化的因素有企业规模、企业战略、企业合法性、联盟网络以及所有者经理。企业规模越大、战略越明晰、企业合法性越强、存在密切的联盟网络、所有者经理的管理素质越高,则企业的人力资源管理越正规。企业生命周期与中小企业人力资源管理实践存在一种耦合关系,不同生命周期阶段,人力资源管理实践不同,私人网络在中小企业人力资源管理实践中也扮演重要的角色。
Small and medium - sized businesses have been neglected by researcher for a long time in the field of HRM. This paper reviews past research on HRM of small and medium - sized businesses abroad, and outlines research results of foreign scholars which include some factors which have important influence on HRM, such as business scale, strategy, legitimacy, alliance networks and owner＇s management quality. And the larger the scale, the clearer the strategy, the stronger the legitimacy, the higher the management quality, the more formal and standard the practice of HRM is. There is a coupling relation between organizational life cycle and practice of HRM, and private networks play an important role in the practice of HRM.
出处
《淮阴工学院学报》
CAS
2006年第4期47-50,共4页
Journal of Huaiyin Institute of Technology
基金
江苏省教育厅高校哲学社会科学基金项目(05SJD630032)
关键词
中小企业
人力资源管理
规范化
企业生命周期
small and medium - sized business
human resource management
standardization
organizational life cycle
