文档介绍：论文人力资源柔性管理
问题与对策:我国企业人力资源柔性管理摘要: 传统的劳动人事管理模式的特点是简单化、感性化、低级的刚性管理,是以控制、规章制度、征罚等手段管、卡、压,强制性色彩颇浓。这种刚性管理模式建立在不尊重人的个性,不顺应人的心理行为规律的基础之上。在进入以人力资本为依托的现代经济增长时期,在把以人为本,“开发人的心理资源”作为现代企业管理指导思想的今天,柔性管理作为管理科学的一个新领域,引起了人们的高度重视。
关键词: 企业管理人力资源管理柔性管理模式 Abstract: Traditional labor, and personnel management model is characterized by simplistic, sentimental, low-level rigid management is control, rules and regulations, levy fines and other means of the card, pressure, color mandatory rather concentrated. Such rigid management model built on the lack of respect for the human personality, not conform to people's psychological behavior on the basis of the law. As I had the economic development and foreign advanced management knowledge gradually infiltrated a growing awareness that business is the management of the core staff. Therefore, in order to enter the human capital for economic growth relies on the modern period, to be people-centered, "the psychological development of human resources" as the guiding ideology of modern enterprise management today, flexible management as a new management science fields, has aroused people a high degree of attention. Key words: enterprise management of human resources management mode flexible management mechanism to encourage people-centered employee 前言人力资源是每个组织得以生存和彰显价值的宝贵资源。如何让人力资源在组织中发挥其应有的作用,已经成为每个组织的领导者绞尽脑汁的头等大事了。如果说100多年前(1897年)诞生在美国的"泰罗制"开启了组织的"现代管理"之门、"