2014人力资源管理(南京大学商学院院长赵曙明教授课件)费.pptVIP

* 入世给中国企业带来的一系列挑战中，紧缺人才的培养与人才综合素质的提高都关系到人力资源的开发，可见，必须把人力开发作为企业的战略任务来抓（见图4）。WTO的临近，使得企业及其人员的变化和应变能力的意义日益增加，在机构内部的知识建立、利用、扩大和发展日益重要，需要组织的学习和个人的学习，而组织的学习只有通过个体的学习才有可能。对企业来说，必须十分重视员工的培训与开发，提高他们的综合素质。具体来说，国内企业在进 行人力资源开发时必须从以下四个方面入手。 * 入世在即，企业如何吸引保留和激励那些最优秀的和忠实的人才，始终是企业取得成功的动力源泉，这项工作就是企业人力资源重组工程。 * Challenges for HRM in new economy mainly come from two sources: changes in socio-economic environment and from those in management who must respond to these changes. Both exert profound and far-reaching influence on the practice of firm-level human resource management. * Social and economic changes are profound, extensive, rapid, indefinite, and complex. Therefore the following four aspects call for careful attention in regard to human resource management: economic globalization, knowledge-based society, information network, and population urbanization. * Economic globalization has completely changed the frontier of market competition, forcing enterprises to face challenges of unprecedented global intensity. Managers must consider new markets, new products, new ideas, and must engage in creative thinking about new corporate competitiveness, its management, and operation methods. A successful global firm should have special vision and unique skills that should enable it to detect the subtle differences among world markets and world products, to recognize and understand the differences between cultures and ethnicities, and to understand the impact on products and service in a global environment. Such vision and skill should also make it possible for businesses to share information worldwide and encourage their employees to share ideas and wisdom. The business should create a concept in which people can respect the local environment while sharing a global perspective. In order to secure competitive advantages, a firm should also establish a complex network interweaving local advantages from around the globe, a network that guarantees the global sharing of a local in