摘要
循证人力资源管理是一种以可获得的最佳的证据为基础,并批判地将可获得的最佳证据应用到人力资源管理决策中去的管理模式。循证人力资源管理与传统人力资源管理的区别主要表现在职业化程度不同、对待证据的态度不同、研究理论和组织实践的结合程度不同、人力资源使用方式不同等方面。按照循证人力资源管理模式,在我国当前的人力资源管理中,应不断提高人力资源管理者的职业化水平,培养人力资源管理者的循证思维,提高人力资源管理者的主动创新能力,大力发挥科研机构和高校专业的作用。
Evidence-based human resource management is one of the management models,which based on the best evidence. Its aim is to critically obtain the best evidence in human resource management decisions. The main difference between evidence-based human resource management and traditional one embodies in different professionalism degree, different attitude to the evidence, different combination degree of research theory with practice, different HR using methods and so on. According to the mode of human resource management in China, we need to improve the professional level of human resource managers as well as to develop a mind of evidence. Meanwhile, we need to improve the independent innovation ability of HR managers. Also we cannot ignore the important of the research institutions and colleges.
出处
《云梦学刊》
2016年第3期100-104,共5页
Journal of Yunmeng
基金
国家社科基金课题"我国高绩效人力资源管理创新和科学体系评估研究"(13BZZ048)
国家社科基金重大课题"内涵式大部制改革视野下的政府职能根本转变研究"(25513003)阶段性研究成果
关键词
循证人力资源管理
我国人力资源管理
启示
evidence-based human resource management
human resource management
enlighternment
