中国高校企业引发的思考（节选）
中国高校企业引发的思考（节选）该模式有人力资源发展规划，培训规划，职位分配，基本薪资，绩效考核五个子系统组成，其基本原理是以人力管理为基础，以劳动，人事，分配制度为重点，以绩效考核为保证，奖惩和培训相配套的一种人力资源管理模式。以达到“人员能进能出，岗位能上能下，收入能高能低，人人有压力，人人有动力”的目的。在实行开放式的引入人才机制的同时，引入技术，通过将技术要素参与配股的分配制度以及针对科技人员设计的激励约束机制，为各类人员营造实现自我价值的内部环境。通过一定比例人员的合理流动，在保持企业合理用人规模的前提下实现人员实力的增强和人员结构的优化，从而增强企业生存和发展的能力。
译：This model comprises five subsystems: humanresources planning, training planning, job allocation, basic remuneration andperformance evaluation. It is based on personnel management; focusing on labor,personnel and distribution systems; and ensured by performance evaluation. Besides,this model integrates incentives and training to make the system of staffs’ employment,positions and payment more flexible so that all the staffs have pressure aswell as motivation on their work. According to the model, enterprises shouldintroduce advanced technologies when bringing in talents, and create aninternal environment for the personnel in all positions to realize theirself-value in the way of adding technical elements to the allocated stocks and implementinga mechanism of incentives and restraint specially for the scientific andtechnological personnel. Under the prerequisite of maintaining an appropriate numberof staffs, the structure of personnel should be optimized and the competencesof them be strengthened with a rational proportion of personnel flow, so thatenterprises would enhance their capabilities to survive and develop.
要真正建立以核心能力为导向的战略人力资源管理模式，高新技术企业除了从总体上把人力资源管理的分成以上五个部分外，更重要的是要通过对不同类型的人力资源，开发分层分类的人力资源管理系统。这具体包括招聘，培训，工作设计，报酬和绩效评价等人力资源管理实践，尤其应重视对核心人才的管理和激励。通过对分层分类的战略人力资源管理实践，促进企业内部的知识管理，使知识得以有效地整合，转化和创新，从而帮助像高新技术企业这样的知识创新组织提高核心能力。
译：To truly establish a strategic corecapability-oriented human resources management model, enterprises divide humanresources management into five parts. More importantly, close attention shouldbe exerted on developing hierarchical and categorized human resources managementsystems, which specifically involving humanresources management practices such as recruitment, training, work arrangement,remuneration, performance evaluation and so on, with particular emphasis on themanagement and incentives on the core talents. The practices on hierarchicaland categorized human resources management help to improve enterprises’internalmanagement of knowledge. And the efficient integration, transformation andinnovation of knowledge aid those knowledge innovative organizations, such ashigh-tech enterprises, to enhance their core capabilities.
[ 本帖最后由 Cinderella 于 2008-7-5 21:07 编辑 ] good
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