【摘要】：伴隨互聯(lián)網(wǎng)+的發(fā)展,組織業(yè)務(wù)趨于多元化,為滿足管理的需要,傳統(tǒng)的人力資源管理方式也在向HRBP模式轉(zhuǎn)變。本文從HRM滿意度、組織績效以及組織生命力三個層面界定HRBP模式實施有效性,深入分析HRBP模式實施有效性的影響因素,包括組織氛圍、管理過程、領(lǐng)導(dǎo)風(fēng)格、員工文化價值觀以及HRBP素質(zhì),并借助于SPSS軟件驗證了各影響因素與HRBP模式實施有效性之間的顯著性關(guān)系以及管理過程的中介作用。最后從組織、部門以及個人三個角度提出管理對策,致力于推動HRBP模式本土化實施進(jìn)程,提高組織HRBP模式實施有效性,真正發(fā)揮人力資源管理的戰(zhàn)略價值。
[Abstract]:With the development of the Internet, the organizational business tends to be diversified. In order to meet the needs of management, the traditional human resource management mode is also changing to the HRBP mode. This paper defines the effectiveness of HRBP implementation from three aspects of HRM satisfaction, organizational performance and organizational vitality, and analyzes the influencing factors of HRBP implementation effectiveness, including organizational atmosphere, management process, leadership style, etc. With the help of SPSS software, the significant relationship between the influencing factors and the effectiveness of the implementation of the HRBP model and the intermediary role of the management process were verified. Finally, the author puts forward the management countermeasures from three angles of organization, department and individual, and devotes to promoting the process of localization of HRBP mode, improving the effectiveness of the implementation of organizational HRBP mode, and giving full play to the strategic value of human resource management.
【作者單位】： 中國礦業(yè)大學(xué)(北京)管理學(xué)院;
【分類號】：F272.92

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本文編號：2246823