人力资源管理外文文献翻译Word文件下载.docx

人力资源管理外文文献翻译Word文件下载.docx

《人力资源管理外文文献翻译Word文件下载.docx》由会员分享，可在线阅读，更多相关《人力资源管理外文文献翻译Word文件下载.docx（19页珍藏版）》请在冰豆网上搜索。

国外作者：

DiannaL.Stone，DianaL.Deadrick

文献出处：

《HumanResourceManagementReview》,2015,25

（2）:

139-145字数统计：

英文3725单词，21193字符；

中文6933汉字

外文文献：

Challengesandopportunitiesaffectingthefutureofhumanresourcemanagement

Abstract Today,thefieldofHumanResourceManagement（HR）is

experiencingnumerouspressuresforchange.Shiftsintheeconomy,globalization,domesticdiversity,andtechnologyhavecreatednewdemandsfororganizations,andpropelledthefieldinsomecompletelynewdirections.However,webelievethatthesechallengesalsocreatenumerousopportunitiesforHRandorganizationsasawhole.

Thus,theprimarypurposesofthisarticlearetoexaminesomeofthechallengesandopportunitiesthatshouldinfluencethefutureofHR.Wealsoconsiderimplicationsforfutureresearchandpracticeinthefield.

Keywords:

Futureofhumanresourcemanagement,Globalization,KnowledgeeconomyDiversity,Technology

1.Changefromamanufacturingtoaserviceorknowledgeeconomy

OneofthemajorchallengesinfluencingthefutureofHRprocessesisthechangefromamanufacturingtoaserviceorknowledgebasedeconomy.Thisneweconomyischaracterizedbyadeclineinmanufacturingandagrowthinserviceorknowledgeasthecoreoftheeconomicbase.Aserviceeconomycanbedefinedasasystembasedonbuyingandsellingofservicesorprovidingsomethingforothers（Oxford

Dictionary,2014a）.Aknowledgeeconomyisreferredtoastheuseofinformationorknowledgetogeneratetangibleandintangiblevalue（BusinessDictionary,2014a）.Someeconomistsarguethatserviceactivitiesarenowdominatingtheeconomiesofindustrializednations,andknowledge-intensiveservicesorbusinessesareconsideredasubsetoftheoverallserviceeconomy（Anderson&

Corley,2003）.

TheriseoftheknowledgeeconomyhasplacednewdemandsonorganizationsandpromptedchangesinorganizationalgoalsandHRpractices.ManyofthetraditionalHRprocessesweredesignedduringtheindustrialera,andthusfocusedlargelyonmanufacturingorganizationsthatwereconcernedwithconvertingrawmaterials,components,and partsintofinished goodsthatmeet customers'

expectations.However,manyoftheassumptionsunderlyingthosetraditionalHRprocessesmaynotbeeffectivewiththenewserviceorknowledgeorganizations.Forexample,traditionalHRpracticesassumethatjobsshouldbenarrowlydefined,supervisorsshouldcontrolworkers,andefficiencyandshorttermresultsshouldbeemphasized（Trice&

Beyer,1993）.Incontrast,knowledgeorganizationsstressthatemployees'

knowledgeandskillshaveamajorimpactonorganizationalsuccess,andemployeeretentionisimportantbecauseindividuals'

skillsarenotsubstitutable.

Knowledgeorganizationsalsotendtodesignjobsbroadlysoastoencourageinnovation,autonomy,continuousimprovement,andparticipationindecisionmaking.Giventhatindividualswithuniqueskillsandabilitiesareessentialinknowledgeorganizations,thenewjobrequirementshavecreatedashortageandincreasedcompetitionfortalentedworkersinmanyfields（e.g.,softwareengineering,nursing）.Additionally,thechangeintheeconomyhasresultedinthedisplacementandunemploymentofpeoplewhodonothavetheskillsneededforknowledge-orientedjobs（e.g.,Bell,Berry,Marquardt,&

Green,2013;

Karren&

Sherman,2012）.Thesechangesimplythatnationsneedtoaltertheireducationalsystemstomeetjobdemandsinneworganizations（Gowan,2012）.ThegoalsofknowledgeorganizationsshouldcontinuetobringaboutchangesinHRprocessesinthefuture（e.g.,Schuler,Jackson,Jackofsky,&

Slocum,1996）.Forinstance,itcanbeexpectedthatHRpracticeswillemploybroadbasedrecruitingtoensurethattheyuncoverskilled

applicants,designjobstoemphasizeautonomyandparticipationindecision-making,useteamorientedstructurestoenhancecollaborationandinnovation,stresstrainingandemployeeskilldevelopment,andprovideincentivesthatfosteremployeeidentification,innovation,andretention.HRwillneedtoshiftitsemphasistoemployeeretention,andmeetingthevariedneedsofknowledgeworkers.Someofthesenewpracticeshavealreadybeenimplementedinorganizations,butmanyorganizationsstilluseHRpracticesthatdonotsupportknowledge-orientedorganizationalgoals.FutureHRprocesseswillneedtobemodifiedifknowledgeorganizationsaretobesuccessful.Researchwillalsobeneededtoexaminetheeffectivenessofthesenewpractices.

AlthoughweconsideredthenewknowledgeeconomyasachallengeforHRinorganizations,itcanalsobeviewedasanopportunityforchange.Giventhattheskillsandabilitiesofknowledgeworkersarekeytothesuccessofneworganizations,thetransformationtoaknowledge