论人性假设与人力管理的范式演进研究.pdfVIP

论人性假设与人力管理的范式演进 1 王拥军 中国人民大学社会与人口学院 摘要 人性假设是对人的心理特性和行为特性的内隐认知。近代以来，人性假设 与人力管理具有范式特征，并经历了人事管理、人力资源管理和人才科学技术三 个范式阶段。“人是经济人”、“人是资源”和“人是资本”是人类对人的三种不同 假设。与“人是机器，是经济人”思想相联的是“效率科学”和“人事管理”；与 “人是资源”思想相联的是“行为科学”和“人力资源管理”；与“人是资本”思 想相联的是“人才科学”和“人才技术”。人性假设与人力管理的范式的演进有其 时代背景基础。近代蒸汽工业时期产生了经济人假设、科学管理和人事管理；现 代电气时代产生了社会人假设、行为管理和人力资源管理；当代的信息化和知识 经济时代产生了人才科学与技术。 关键词：人性假设 人力资源管理范式 人才科学与技术 On the paradigms of the metaphor of human and the management of human resource Wangyongjun Institute of Psychology, Renmin University of China, Beijing, 100872 Abstract: The metaphors ,which managers choose as a basis for theorizing management, usually derive from very fundamental, and often implicit, core assumptions about human nature. The machine metaphor, resource metaphor, and capital metaphor are three paradigms about human nature. We define management in terms of metaphors and then proceed to set goals, and to execute plans on the basis of the metaphors of human. The machine metaphor of human understands human as a rational and technical process without emotional and social aspects. According to this metaphor, personnel management exhibited structural characteristics like formalized rules, regulations, and hierarchy, detailed job descriptions, rationality and predictability. The resource metaphor of human understands human as a complex and mental process with emotional and social aspects. According to this metaphor, human resource management exhibited to help an organization to meet strategic goals by attracting, and maintaining employees and also to manage them effectively. The capital metaphor of human understands intellectual capital and talent are ever more critical to organizational strategic