摘要
近几年,随着社会的快速发展,人力资源理论知识体系的架构不断发生变化,尤其是人力资源管理三大支柱模式(HRBP、HRCOE和HRSSC)理论的提出,极大地推动了人力资源管理的发展和变革。相较于传统意义的人力资源管理来说,HRBP、HRCOE及HRSSC三个角色的产生,改变了原有人力资源管理的组织形式,使管理模式趋于清晰化,强化了人作为管理直接参与者的重要性,为实现组织的发展战略、制度及政策的落实奠定基础。人力资源三支柱模式理论知识运用于企业改革实践,从而实现理论和实践的有机结合,进一步探究人力资源三支柱模式对人力资源管理转型的重大意义。
In recent years,with the rapid development of society,the framework of human resource theoretical knowledge system has been constantly changing,especially the three pillars of human resource management(HRBP,HRCOE and HRSSC)theory,which has greatly promoted the development and reform of human resource management.Compared with the traditional human resource management,the emergence of HRBP,HRCOE and HRSSC changed the original organizational form of human resource management,clarified the management mode,strengthened the importance of people as the direct participants of management,and laid a foundation for the implementation of the organization's development strategies,systems and policies.The theoretical knowledge of the three-pillar mode of human resource is applied to the practice of enterprise reform,so as to realize the organic combination of theory and practice,and further explore the great significance of the three-pillar mode of human resource for the transformation of human resource management.
作者
魏国华
WEI Guo-hua(Business School,Liaocheng University,Liaocheng 252000,China)
出处
《聊城大学学报（社会科学版）》
2020年第5期82-89,共8页
Journal of Liaocheng University:Social Science Edition
基金
聊城大学校级科研课题(043):心理报酬在员工薪酬激励机制中的效用研究。
关键词
人力资源三支柱模式
人力资源管理改革
人力资源管理转型
human resource three-pillar mode
human resource management reform
transformation of human resource management
