家纺企业人力资源供应链构建研究
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摘要
知识经济的一个重要特征就是市场竞争的焦点将从资金、产品等物化资源的竞争转化为人力资源的竞争。面对日益加剧的市场竞争和产品多样化的压力,企业对人力资源多样化和及时招聘的需求更加迫切。传统封闭式的人力资源管理在多方压力下已经不能应对挑战。人力资源竞争从原来企业级上升到整个人力资源供应链(从外部人力资源供应商到最终的用人单位)之间的竞争。企业人力资源部门应主动和外部更多的提供人力资源服务和咨询公司结成了战略联盟,与内部用人单位结成伙伴,并与企业内部人才和外部潜在人才保持良好的关系,才能在市场竞争加剧和知识型人力资源缺乏的双重压力下,满足企业对人力资源的及时招聘、灵活雇用、多样化的需求。
本文在综合评述国内外人力资源供应链相关领域研究成果的基础上,重新提出了人力资源供应链的概念,对家纺企业人力资源供应链构建的理论及实践进行深入系统的研究。论文首先通过对家纺企业和家纺企业人力资源特点的分析,概括了家纺企业人力资源管理现状。然后从人力资源供应链构成要素、动力和结构三个方面深入剖析了家纺企业人力资源供应链的构建机理,建立了构建机理模型。人力资源供应链构建机理模型是全文的主线,以后的研究都是在此基础上展开。第五章对家纺企业人力资源供应链构建过程中的供应商选择及供应链运行影响因素进行研究。最后以北京可欣阳光科技发展有限公司人力资源供应链构建为例对前几章的理论研究进行论证。本文对供应链理论在家纺企业人力资源管理方面的应用作了大胆尝试,不但开拓了供应链管理理论的新视角,丰富了人力资源管理的内涵,也为家纺企业人力资源管理实际工作提供了新的理论指导。
As one of the most important features of intellectual economy, the focus of market competition has been transferred from material resources such as funds and products to human resources. When human resources has become the most critical asset of most enterprises, which become to cry for more flexible contracts of employment and just-in-time human resources supply. The old style of human resources management should be changed to meet the challenges. The main point of the thesis is human resource supply chain management, which involve the human resources consulting/service enterprises, training industries, enterprises and talents. The human resources department should align closer with the external organizations, play a partner of internal business departments, and set up the good relationship with internal and external human resources, in order to meet the requirement just-in-time of human resource supply and right person, right position, right time and right cost of human resource arrangement.
In view of human resource supply chain theory, and in combination with the relevant theory.the author first described the conception of human resourse supply chain, then make an in-depth study of the theory and practice of textile enterprice human resource supply chain. This paper analyzed consturction mode and consturcted a whole mode from the factors of system, motivity and stcuctor. Based on the ogranization mode of consturction mechanism, this paper fcused on study the structure and the operation of human resource supply chain in textile enterprise. By using practical-cases analysis to porve the theory on the basis of the theory research. The author makes a bold attempt at the application of human resources supply chain theory in the field of-human resources management.This attempt not only enriches the connotation of the human resources management, but also provides a new approach for the practical work of human resources management.
本文在综合评述国内外人力资源供应链相关领域研究成果的基础上,重新提出了人力资源供应链的概念,对家纺企业人力资源供应链构建的理论及实践进行深入系统的研究。论文首先通过对家纺企业和家纺企业人力资源特点的分析,概括了家纺企业人力资源管理现状。然后从人力资源供应链构成要素、动力和结构三个方面深入剖析了家纺企业人力资源供应链的构建机理,建立了构建机理模型。人力资源供应链构建机理模型是全文的主线,以后的研究都是在此基础上展开。第五章对家纺企业人力资源供应链构建过程中的供应商选择及供应链运行影响因素进行研究。最后以北京可欣阳光科技发展有限公司人力资源供应链构建为例对前几章的理论研究进行论证。本文对供应链理论在家纺企业人力资源管理方面的应用作了大胆尝试,不但开拓了供应链管理理论的新视角,丰富了人力资源管理的内涵,也为家纺企业人力资源管理实际工作提供了新的理论指导。
As one of the most important features of intellectual economy, the focus of market competition has been transferred from material resources such as funds and products to human resources. When human resources has become the most critical asset of most enterprises, which become to cry for more flexible contracts of employment and just-in-time human resources supply. The old style of human resources management should be changed to meet the challenges. The main point of the thesis is human resource supply chain management, which involve the human resources consulting/service enterprises, training industries, enterprises and talents. The human resources department should align closer with the external organizations, play a partner of internal business departments, and set up the good relationship with internal and external human resources, in order to meet the requirement just-in-time of human resource supply and right person, right position, right time and right cost of human resource arrangement.
In view of human resource supply chain theory, and in combination with the relevant theory.the author first described the conception of human resourse supply chain, then make an in-depth study of the theory and practice of textile enterprice human resource supply chain. This paper analyzed consturction mode and consturcted a whole mode from the factors of system, motivity and stcuctor. Based on the ogranization mode of consturction mechanism, this paper fcused on study the structure and the operation of human resource supply chain in textile enterprise. By using practical-cases analysis to porve the theory on the basis of the theory research. The author makes a bold attempt at the application of human resources supply chain theory in the field of-human resources management.This attempt not only enriches the connotation of the human resources management, but also provides a new approach for the practical work of human resources management.
引文
[1]白广洲.JIT理论在企业人力资源管理中的应用[J].博锐管理在线,2005,(7)：47-48
[2]荆全忠,魏振宽.JIT——人力资源开发的新思维[J].管理世界,2002,(8)：95-97
[3]周良文.人才供应设.http://www.tudou.com/programs/view/17vFH-0gx4k/ 2009-02-19
[4]Olina Chen.管理人力供应链—科技推动商业创新[J].信息周刊,2005,(7)：93-94
[5]苏丹.企业人力资源供应链研究[D].贵州大学硕士学位论文.2008,17-29
[6]汤治建.惟达汽车配件有限公司人力资源供应链研究[D].中南大学硕士学位论文.2006,13-19
[7]洪雁.供应链思想在石油企业人力资源管理中的应用初探[J].科技与管理,2008,(10)：45-47
[8]郑晓明.人力资源管理导论.北京：机械工业出版社,2005,8-9
[9]严诚忠.最新人力资源开发与管理—理论实务.上海：立信会计出版社,2005,2-5
[10]王宝华,王宝石.人力资源管理.北京：机械工业出版社,2004,4-9
[11]人事部人事考试中心组织.人力资源管理专业知识与实务.北京：中国人事出版社,2001,12-14
[12]张树山, 金俊武, 朱子荣.面向供应链的供应商评价与选择方法研究[J].企业技术经济.2005, (10)：115～116
[13]颜爱民,宋夏伟,袁凌.人力资源管理理论与实务.长沙：中南大学出版社,2004,368-370
[14]王圣广,马士华.供应链的拓展应用研究[J].科技导报,1999,(12)： 67-68
[15]陈国权.供应链管理[J].中国软科学,1999,(10)：101-103
[16]马士华,林勇,陈志祥.供应链管理.北京：机械工业出版社,2000,13-17
[17]Houlihan, J·R. International supply chain management, International journal of physical distribution material management[M],1995,97-98
[18]刘斌.利用供应链管理提高企业核心竞争力[J].中国流通经济,2001,(3)： 21-23
[19]陈蓉, 蒋翠清.供应链环境下战略性供应商的选择和评价研究[J].价值工程,2008, (1)：48-49
[20]蒋建华,杨从杰.JIT人力资源管理模式的环境分析[j].江苏商论,2003,(12)：65-66
[21]白樱, 沈立军.基于AHP法的企业人力资源管理效益评估模型[J].科技与管理,2006, (4)：89-90
[22]何新, 黄志刚.丰田JIT实现方法分析[J].工业工程与管理,2007, (6)：47-49
[23]梁江华.人才派遣：企业和人才的双赢选择[J].河北企业.2006, (3)：78-79
[24]王平换,赵晓旭.企业人力资源供应链的构建机理研究[J].煤炭经济研究,2010,(1)：82-83
[25]宁伟.浅析纺织企业人力资源战略管理[J].江苏纺织,2006,(1)：34
[26]孙晓华,马国忠,张体勋.纺织企业人力资源管理的问题及对策[J].纺织器材,2004,(9)：51-52
[27]马国忠,王涛,侯丽.纺织企业实施战略人力资源管理的必要性[J].纺织科技进展,2007,(1)：53
[28]张海传.国有大中型纺织企业人力资源管理瓶颈探析[J].江苏纺织,2009,(12)：11-12
[29]吕妍.给大学生更大的选择空间——把校园招聘会搬到人才市场.新华日报,2005-12-18
[30]刘荣华.校园招聘会让供需对接高效率.中国人事报,2008-4-18
[31]祝欣,张光宇.人力资源管理的创新性思维——内部与客户化管理[J].江苏商论,2004, (4)：98-99
[32]KIM S L, DAESUNG H. A JIT lot-splitting model for supply chain management: Enhancing buyer-supplier linkage [J]. International Journal of Production Economics, 2003, (3):67
[33]The NGM Workforce Issues Thrust Team.Knowledge supply chains a next-generation manufacturing imperative[R].1997,76-78
[34]Lee L. Information Distortion in a Supply Chain:The Bullwhip Effect [J]. Management Science,1997,43(4):29
[35]Gerad. P. Cachon, Marshall Fisher. Supply chain inventory management and the value of shared information.Management Science,2000,46(8):90
[36]C Chadwick, P Cappelli. Alternatives to generic strategy typologies in strategic human resource management[M]. Greenwich, CT:JAI Press,1999,90-93
[37]Richard Hall, Pierpaolo Andriani. Management Focus Analysing Intangible Resources and Managing Knowledge in a Supply Chain Context [J]. European Management Journal,1998,16(6):685-697
[38]Ikujiro Nonaka. The Knowledge-Creating Company[J]. Harvard Business Review. 1991, (11):94-104
[39]Jeremy Shapiro. Modeling the Supply chain:Citic Publishing House.2001,67-68
[40]David F. Ross. Competing Through SC Management:Creating Market- winning strategies Trough Supply Chain Partnerships. New York:Chapman & Hall,1998,88
[2]荆全忠,魏振宽.JIT——人力资源开发的新思维[J].管理世界,2002,(8)：95-97
[3]周良文.人才供应设.http://www.tudou.com/programs/view/17vFH-0gx4k/ 2009-02-19
[4]Olina Chen.管理人力供应链—科技推动商业创新[J].信息周刊,2005,(7)：93-94
[5]苏丹.企业人力资源供应链研究[D].贵州大学硕士学位论文.2008,17-29
[6]汤治建.惟达汽车配件有限公司人力资源供应链研究[D].中南大学硕士学位论文.2006,13-19
[7]洪雁.供应链思想在石油企业人力资源管理中的应用初探[J].科技与管理,2008,(10)：45-47
[8]郑晓明.人力资源管理导论.北京：机械工业出版社,2005,8-9
[9]严诚忠.最新人力资源开发与管理—理论实务.上海：立信会计出版社,2005,2-5
[10]王宝华,王宝石.人力资源管理.北京：机械工业出版社,2004,4-9
[11]人事部人事考试中心组织.人力资源管理专业知识与实务.北京：中国人事出版社,2001,12-14
[12]张树山, 金俊武, 朱子荣.面向供应链的供应商评价与选择方法研究[J].企业技术经济.2005, (10)：115～116
[13]颜爱民,宋夏伟,袁凌.人力资源管理理论与实务.长沙：中南大学出版社,2004,368-370
[14]王圣广,马士华.供应链的拓展应用研究[J].科技导报,1999,(12)： 67-68
[15]陈国权.供应链管理[J].中国软科学,1999,(10)：101-103
[16]马士华,林勇,陈志祥.供应链管理.北京：机械工业出版社,2000,13-17
[17]Houlihan, J·R. International supply chain management, International journal of physical distribution material management[M],1995,97-98
[18]刘斌.利用供应链管理提高企业核心竞争力[J].中国流通经济,2001,(3)： 21-23
[19]陈蓉, 蒋翠清.供应链环境下战略性供应商的选择和评价研究[J].价值工程,2008, (1)：48-49
[20]蒋建华,杨从杰.JIT人力资源管理模式的环境分析[j].江苏商论,2003,(12)：65-66
[21]白樱, 沈立军.基于AHP法的企业人力资源管理效益评估模型[J].科技与管理,2006, (4)：89-90
[22]何新, 黄志刚.丰田JIT实现方法分析[J].工业工程与管理,2007, (6)：47-49
[23]梁江华.人才派遣：企业和人才的双赢选择[J].河北企业.2006, (3)：78-79
[24]王平换,赵晓旭.企业人力资源供应链的构建机理研究[J].煤炭经济研究,2010,(1)：82-83
[25]宁伟.浅析纺织企业人力资源战略管理[J].江苏纺织,2006,(1)：34
[26]孙晓华,马国忠,张体勋.纺织企业人力资源管理的问题及对策[J].纺织器材,2004,(9)：51-52
[27]马国忠,王涛,侯丽.纺织企业实施战略人力资源管理的必要性[J].纺织科技进展,2007,(1)：53
[28]张海传.国有大中型纺织企业人力资源管理瓶颈探析[J].江苏纺织,2009,(12)：11-12
[29]吕妍.给大学生更大的选择空间——把校园招聘会搬到人才市场.新华日报,2005-12-18
[30]刘荣华.校园招聘会让供需对接高效率.中国人事报,2008-4-18
[31]祝欣,张光宇.人力资源管理的创新性思维——内部与客户化管理[J].江苏商论,2004, (4)：98-99
[32]KIM S L, DAESUNG H. A JIT lot-splitting model for supply chain management: Enhancing buyer-supplier linkage [J]. International Journal of Production Economics, 2003, (3):67
[33]The NGM Workforce Issues Thrust Team.Knowledge supply chains a next-generation manufacturing imperative[R].1997,76-78
[34]Lee L. Information Distortion in a Supply Chain:The Bullwhip Effect [J]. Management Science,1997,43(4):29
[35]Gerad. P. Cachon, Marshall Fisher. Supply chain inventory management and the value of shared information.Management Science,2000,46(8):90
[36]C Chadwick, P Cappelli. Alternatives to generic strategy typologies in strategic human resource management[M]. Greenwich, CT:JAI Press,1999,90-93
[37]Richard Hall, Pierpaolo Andriani. Management Focus Analysing Intangible Resources and Managing Knowledge in a Supply Chain Context [J]. European Management Journal,1998,16(6):685-697
[38]Ikujiro Nonaka. The Knowledge-Creating Company[J]. Harvard Business Review. 1991, (11):94-104
[39]Jeremy Shapiro. Modeling the Supply chain:Citic Publishing House.2001,67-68
[40]David F. Ross. Competing Through SC Management:Creating Market- winning strategies Trough Supply Chain Partnerships. New York:Chapman & Hall,1998,88
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