论文部分内容阅读
加入WTO以来,我国企业的人力资源管理取得了较大发展,但是与发达国家相比,仍然存在较大差距。儒家思想作为我国传统文化的核心和基础,与西方的人力资源管理理念有着相通之处,有利于西方人力资源管理的中国化;另一方面,儒家思想蕴含着丰富的人力资源管理理念,对我国企业人力资源管理有着积极的影响,这为儒家思想在我国企业人力资源管理中的运用提供了理论依据。与此同时,国内外许多企业,已经成功的将儒家思想运用于本企业的人力资源管理,为我国企业在人力资源管理中运用儒家思想提供了实践依据。X企业的人力资源管理取得了较大进展,但是仍然存在不少问题:薪酬激励缺乏规范性、员工流动率高且缺乏控制、缺乏战略性人力资源规划和专业的人力资源管理者等。如何发挥我国本土文化的优势,实现人力资源管理的中国化或本土化,解决人力资源管理面临的挑战和问题,成为人力资源管理者和理论研究者亟需探讨和解决的问题。
Since China’s accession to the WTO, China’s human resources management has made great development, but compared with developed countries, there is still a big gap. Confucianism, as the core and foundation of our country’s traditional culture, has the similarities with western human resources management concepts and is conducive to the localization of human resources management in the West. On the other hand, Confucianism contains rich human resources management concepts, Enterprise human resource management has a positive impact, which provides a theoretical basis for the use of Confucianism in the human resources management of our country. At the same time, many enterprises both at home and abroad have successfully applied Confucianism to the management of human resources in their own enterprises, which provides a practical basis for our enterprises to apply Confucianism in human resources management. X enterprise human resources management has made great progress, but there are still many problems: the lack of normative pay incentives, high turnover of staff and lack of control, the lack of strategic human resources planning and professional human resource managers. How to give full play to the advantages of our local culture to realize the localization or localization of human resource management and to solve the challenges and problems that human resource management faces has become a problem that human resource managers and theoretical researchers urgently need to discuss and solve.