摘要
信息化人力资源管理(e-HRM)在当今酒店业的运用已经越来越普遍,国内外有关信息化人力资源管理的研究已有丰富的理论基础,但理论分析较多,实证研究成果相对匮乏。基于此,本研究以广州海航威斯汀酒店为案例,通过介入性观察和深度访谈获取第一手资料,进行信息化对酒店人力资源管理的影响研究。结果显示:首先,从整体上看,目前酒店行业内的人力资源管理已全面进入信息化时代,且整体趋势必将延续。其次,在招聘管理、培训管理、人事管理等具体应用方面,e-HRM既有积极影响,也有消极表现。再次,在人力资源战略决策方面,e-HRM可为酒店人力资源战略决策提供信息共享和决策依据,但其量化特征却无法完全满足人力资源管理的个性化需求,导致其应用存在局限性。为此,要使信息化更好地为酒店人力资源管理服务,关键在于系统的完善和员工工作习惯的培养。最后,笔者提出了本文的局限性并对后续研究进行了展望。
The electronic human resource management （e-HRM） is adopted in the hotel industry widely nowadays. There are abundant of theoretical researched on the concept of e-HRM all around the world, however, case studies are rare. This ,;tudy set the Westin Guangzhou as sample, and implemented the research on the Infomationization impact on the human resource management in hotels, based on the first-hand data and information extracted from the intervention c,bservation and depth interviews. The result indicated that, firs;：, the human resource managementin the hotel industry had entered the information age, from a relatively macroscopically perspective; then, e-HRM had both positive and negative effects when it was specific to the practical imlflementation on the aspects of recruitment mannagement, training management and personnel management etc.; moreover, e-HRM could provide information sharing and decision basis when it comes to the stage of human resource strategy deploying. Unfortunately, e-HRM, due to the character of quantification, had a limitation on satisfying the personality requirement of the human resource management. As a result, the key factors to optimize the implementation of e-HRM in the hotel imlustry are information technology or information system enhancement and staff training on working habit. Finally, limitation on this paper and prospective research direction are noted.
出处
《北京第二外国语学院学报》
2012年第3期19-26,10,共9页
Journal of Beijing International Studies University
基金
广东省哲学社会科学规划项目(09GO-09)
广东省自然科学基金项目(S2011010005996
10151052101000008)
广东省软科学研究计划项目(2010B070300077)资助
