摘要
企业人力资源危机管理是一个复杂的应急管理系统,对所有的危机源进行搜索和描述并建立全指标的预警体系无法具备普适性,也不符合"成本效益"的经济原则。本文认为,企业应按照层级结构区分高层、中层和基层的人力资源危机特征,分析根源,探寻防范措施,依照案例推理研究法的思路建立案例库,完善危机管理流程,以便更加有效的进行人力资源危机管理。
Management of enterprise human resources crisis is a complex emergency management system. It is not universally applicable to establish indicator-wide early warning system by searching and describing the entire crisis source, and it does not conform to the economic principle of ＂cost-effectiveness＂. This paper argues that we should analyze the characteristics and root causes, explore preventive measures, in accordance with different hierarchical structural distinction of the enterprise human resources crisis between high-level, mid-level and basic level. Enterprise should also establish case database on the method of Case Based Reasoning to improve the process and become more effective in human resources crisis management.
出处
《中国人力资源开发》
北大核心
2013年第7期34-38,共5页
Human Resources Development of China
基金
国家社科基金项目"团队过程视角下的高层梯队特征对企业行为和绩效的影响研究"(11BGL014)
上海市一流学科建设项目(S1205YLXK)
上海理工大学人文社科基金(11XSZ05)资助
关键词
人力资源危机
层级结构
危机管理流程
Human Resources Crisis
Hierarchical Slmcture
Process of Crisis Management
