深航物流公司知识员工管理研究
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摘要
人力资源是打造企业核心竞争力的关键因素之一。在知识经济时代,人力资源成为经济和社会发展最需要有效发挥和利用的战略性资源。物流业在我国是一个朝阳产业,发展迅猛且具有广阔的前景,急需物流管理和经营的专门人才。而目前国内物流企业却普遍缺少这种能够胜任未来发展需求的知识人才队伍,特别是高级物流管理人才的稀缺成为制约我国物流产业发展的软肋。针对许多物流企业正面临由传统的单一储运向综合集成物流的转型发展,如何做好这种转型时期的人力资源管理实践操作,开发和使用好企业中的知识员工,是许多公司所面临的课题。
本文选取深航物流公司背景进行典型案例分析,力求从以下四个方面对转型物流企业的人力资源管理实践和知识员工配置进行探讨。首先,论文分析现代物流业对我国经济建设与发展的重要影响,阐述研究物流企业人力资源管理及其知识员工管理问题的理论与实践意义;其次,结合知识员工的特点和物流企业人力资源管理的特点,重点论述知识员工在物流企业中的作用和价值。在此基础上,结合深航物流公司的具体实际,分别从组织结构、人员配置和员工激励三个方面对深航物流公司知识员工管理现状及存在的问题做出分析;最后,从人力资源管理的六个角度提出适合深航物流公司知识员工管理的思路和解决问题的措施,并对其预期效果进行了研究。
Human resource is one of the key factors to forge the core competence. At the times of knowledge economy, human resource is becoming an effective resource which is most needed by development of economy and society. As a rising industry,logistics is on its fast development path,so the talent people are in great short. The lack of high level manager is becoming a bottle neck to curb the growth of the industry. At present,single and traditional carrying trade are trying to transfer to comprehensive and professional logistics. Under this circumstance,how to make good practice and operation of human resources and how to make good management of knowledge workers are the issues faced by many firms.
This thesis tries to make profoundly research on the human resources of logistic and management of knowledge workers on the background of Shenzhen Shipping Corporation from the following aspects. Firstly,it analyzes the value of logistics in the constructing and developing of national economy,and discusses the theoretical values and practical meanings of human resources of logistics and management of knowledge workers. Secondly,the thesis emphasizes the role and value of knowledge workers in logistic firms contacting the features of knowledge workers and human resources of logistics. And contacting with the actual situation of Shenzhen Shipping Corporation,it analyzes the true state and the problems of knowledge workers management from organizational structure, arrangement of workers and motivation. At last,the thesis puts forward the train thought and resolution which are suited to management of knowledge workers in Shenzhen Shipping Corporation from six angles of the human resources management.
本文选取深航物流公司背景进行典型案例分析,力求从以下四个方面对转型物流企业的人力资源管理实践和知识员工配置进行探讨。首先,论文分析现代物流业对我国经济建设与发展的重要影响,阐述研究物流企业人力资源管理及其知识员工管理问题的理论与实践意义;其次,结合知识员工的特点和物流企业人力资源管理的特点,重点论述知识员工在物流企业中的作用和价值。在此基础上,结合深航物流公司的具体实际,分别从组织结构、人员配置和员工激励三个方面对深航物流公司知识员工管理现状及存在的问题做出分析;最后,从人力资源管理的六个角度提出适合深航物流公司知识员工管理的思路和解决问题的措施,并对其预期效果进行了研究。
Human resource is one of the key factors to forge the core competence. At the times of knowledge economy, human resource is becoming an effective resource which is most needed by development of economy and society. As a rising industry,logistics is on its fast development path,so the talent people are in great short. The lack of high level manager is becoming a bottle neck to curb the growth of the industry. At present,single and traditional carrying trade are trying to transfer to comprehensive and professional logistics. Under this circumstance,how to make good practice and operation of human resources and how to make good management of knowledge workers are the issues faced by many firms.
This thesis tries to make profoundly research on the human resources of logistic and management of knowledge workers on the background of Shenzhen Shipping Corporation from the following aspects. Firstly,it analyzes the value of logistics in the constructing and developing of national economy,and discusses the theoretical values and practical meanings of human resources of logistics and management of knowledge workers. Secondly,the thesis emphasizes the role and value of knowledge workers in logistic firms contacting the features of knowledge workers and human resources of logistics. And contacting with the actual situation of Shenzhen Shipping Corporation,it analyzes the true state and the problems of knowledge workers management from organizational structure, arrangement of workers and motivation. At last,the thesis puts forward the train thought and resolution which are suited to management of knowledge workers in Shenzhen Shipping Corporation from six angles of the human resources management.
引文
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[2]谭任绩.对现代物流企业人力资源管理的思考.湖南商学院学报, 2003(3): 54-55
[3]曹细玉.知识型企业新人力资源管理模式研究.科学学与科学技术管理, 2002(4): 37-39
[4]张向前.知识经济与人力资源管理.科技与管理, 2000(3): 60-62
[5]荀启明.现代物流发展趋势与促进我国物流发展的对策研究.改革与战略, 2004(4): 51-53
[6]郭成,高霞.我国物流企业人力资源开发现状与对策分析.商品储运与养护, 2002(3): 19-22
[7]张秀英.我国物流人才的需求与培养.理论探索, 2004(6): 90-91
[8]龙新南. WTO与人才战略.中国人力资源开发, 2003(3): 9-12
[9]马金光,梁欣.浅析WTO对物流企业人力资源管理的挑战.武汉冶金管理干部学院学报, 2002(2): 15-19
[10]刘芳.试论知识经济下的知识型员工管理模式.经济问题, 2004(8): 36-38
[11]白廷祥.论知识型员工的管理.甘肃科技, 2005(8): 211-177
[12]蒲忠,刘险峰,董晓军.谈信息经济时代企业知识型员工的管理.现代管理科学, 2005(12): 96-97
[13]向秋华.论现代企业中激励机制的设计.经济师, 2001(1): 78-79
[14]孙建国.论知识经济条件下知识型员工的激励.前沿, 2001(3): 8-12
[15]张同全.国有物流企业的人力资源配置.中国物流与采购, 2002(13): 40-41
[16]张立.从企业文化视角探索物流企业人力资源管理创新.铁道物资科学管理, 2004(4): 22-24
[17] David J. Closs. Preface. Journal of Business Logistics, 2000, 21(1):i
[18] Britta Gammelgaard, Paul. D. Larson. Logistics skills and competencies for supply chain management. Journal of Business Logistics, 2001, 22(2): 27-50
[19] [英]乔恩.休斯等著.供应链再造.孟韬等译.大连:东北财经大学出版社, 1999
[20] [美]詹姆斯.科塔尔.知识工作者的兴起.北京:新华出版社, 1999
[21] [美]劳伦斯.克雷曼.人力资源管理—获取竞争优势的工具.北京:机械工业出版社, 2003
[22] [加]弗朗西斯.赫瑞比著.管理知识员工.郑晓明编译.北京:机械工业出版社, 2000
[23] Horton. Information resources management: concept and cases. Ohio: Association for Systems Management Press, 1979
[24] [美]约翰.特鲁普曼.如何制定员工激励机制.上海:上海交通大学出版社, 2002
[25] [美]安妮.布鲁斯,詹姆斯. S.伯比顿.员工激励——如何激发雇员的进取心.北京:中国标准出版社,2000
[26] [美]彼得.德鲁克.创新与企业家精神.张炜译.海口:海南出版社, 2000
[27]赵曙明.人力资源管理研究.北京:中国人民大学出版社, 2001: 167
[28] Frances Dale Emmy Horibe. Managing knowledge workers: New Skills and Attitudes to Unlock the Intellectual Capital in Your Organization, 2000
[29] [美]约瑟夫M.普蒂,海因茨.韦里奇,哈罗德.孔茨著.管理学精要(亚洲篇).丁慧平,孙先锦译.北京:机械工业出版社, 2000: 363
[30]李成江,王春艳.知识型员工价值研究.人力资源开发, 2006(2): 68-69
[31] [美]保罗. S.麦耶斯著.知识管理与组织设计.蒋惠工等译.珠海:珠海出版社, 1998
[32]李常仓.如何管理核心员工.北京:北京大学出版社, 2005
[33] [美]利.布拉纳姆.留住核心员工.北京:中国劳动和社会保障出版社, 2004
[34]张蕾,何俊德.核心员工创造核心能力.中国人力资源开发, 2001(3): 50-51
[35] [美]韦恩. F.卡肖.人力资源管理.北京:机械工业出版社, 2006
[36] [美]斯蒂芬. P.罗宾斯.组织行为学.北京:中国人民大学出版社, 2004
[37]廖泉文.人力资源考评系统.济南:山东人民出版社, 2000
[38]叶龙,史振磊.人力资源开发与管理.北京:清华大学出版社,北京交通大学出版社, 2005
[39] Peter. Drucker. The rututure that has already happened. The Futurist, November 1998
[40]彭剑锋,张望军.如何激励知识型员工.中国人力资源开发, 1999(9): 12-14
[41]苗琳琳,张冬艳.知识型员工激励因素分析.合作经济与科技, 2006(1): 28-29
[42]梁宇颂.知识经济背景下企业的职业生涯管理.武汉理工大学学报(信息与管理工程版), 2005(3): 240-243
[43] Roger E Herman. Joyce L Gioia. Making work meaningful Secrets of the future. Focused Corporation, Futurist, 1998
[44] Hedlund. Gunnar. A model of knowledge management and the N-form corporation. Strategic Management Journal, 1994: 15
[45]梁开广.知识型人才的职业生涯发展.人才开发, 2004(11): 41-42
[46]蒋春燕,赵曙明.知识型员工流动的特点、原因与对策.中国软科学, 2001(2): 86-89
[47]张蕾,许庆瑞.基于能力的知识工作者职业生涯发展研究.科学学研究, 2004(2): 183-189
[48] [美]詹姆斯. W.沃克.人力资源战略.北京:中国人民大学出版社, 2001
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