基于成熟度的企业人力资源管理神经系统研究
Research on Nervous System of Human Resource Management Based on Maturity
作者: 杨明海 ：山东财经大学，济南;
关键词: 企业人力资源管理神经系统； 成熟度； 结构体系； 快速反应机制； Nervous System of Human Resource Management； Maturity； Structure System； Rapid Response Mechanism
摘要:
人力资源管理系统在企业管理中处于核心地位，相当于企业的神经枢纽系统。企业人力资源管理系统就像一只“看不见的手”不停地协调、激励、约束着每个员工的神经，从岗位、责任、报酬、职业发展等各个层面左右着企业的经营和发展。企业人力资源管理神经系统按照成熟度可分为初始层、规范层、绩效层、效率层、优化层五个层次，分别面向企业的组织结构、制度规范、绩效产出、经营流程和绩效溢出等关键要素，当这些要素难以适应企业发展的内外部环境变化从而导致人力资源管理神经系统出现紊乱状态时，可以实施与各个成熟度等级相应的快速反应机制。
Abstract: Human resource management system is of the core importance in business management as well as the nervous system of the enterprises. Human resource management system is like an “invisible hand” coor-dinating, incenting and restricting the nerve of every employee, controlling the operation and development of enterprises from the position, responsibilities, remuneration and career development. Nervous system of hu-man resource management can be divided into five levels according to its maturity: the initial level, standard level, performance level, efficiency level, optimal level, which facing the key elements of business-oriented organizational structure, rules and norms, performance outputs, processes and performance management overflow separately. When these elements are difficult to adapt the internal and external environment of en-terprise development resulting in disturbed state, it can be implemented the corresponding rapid response mechanism of all levels.
Abstract: Human resource management system is of the core importance in business management as well as the nervous system of the enterprises. Human resource management system is like an “invisible hand” coor-dinating, incenting and restricting the nerve of every employee, controlling the operation and development of enterprises from the position, responsibilities, remuneration and career development. Nervous system of hu-man resource management can be divided into five levels according to its maturity: the initial level, standard level, performance level, efficiency level, optimal level, which facing the key elements of business-oriented organizational structure, rules and norms, performance outputs, processes and performance management overflow separately. When these elements are difficult to adapt the internal and external environment of en-terprise development resulting in disturbed state, it can be implemented the corresponding rapid response mechanism of all levels.
文章引用: 杨明海 (2013) 基于成熟度的企业人力资源管理神经系统研究。 现代管理， 3， 43-47. doi: 10.12677/MM.2013.31A008
参考文献
[1] 比尔•盖茨. 未来时速：数字神经系统与商务新思维[M]. 北京: 北京大学出版社, 1999.
[2] 杨明海, 丁荣贵, 张体勤. 人力资源成熟度模型：概念、体系和结构[J]. 东岳论丛, 2003, 24(6): 134-136.
[3] 丁荣贵, 张体勤, 杨明海. 项目组织的驱动机制研究[J]. 东岳论丛, 2004, 25(3): 183-188.
[4] 杨明海, 刘军. 基于成熟度的项目团队效能研究[J]. 东岳论丛, 2009, 29(5): 164-167.
[5] 杨明海. 人力资源能力成熟度模型[M]. 北京: 经济管理出版社, 2006.