Wright, P.M., Gardner, T.M., Moynihan, L.M., & Allen, M.R. The relationship between HR practices and firm performance: Examining, causal order. Personnel Psychology, 2005, 58: 409.
被以下文章引用:
标题: 中国情景下企业人力资源成熟度模型及系统评价Enterprise’s Human Resource Maturity Model and Systemic Evaluation in the Chinese Context
作者: 王晓玲
关键字: 人力资源管理, 成熟度模型, 过程质量, 系统评价Human Resource Management; Maturity Model; Process Quality; Systemic Evaluation
期刊名称: 《Modern Management》, Vol.1 No.3, 2011-09-19
摘要: 企业人力资源成熟度是一个循序渐进的系统过程。本文基于Hefley 人员能力成熟度模型 (P-CMM)理论，提出中国情景下企业人力资源成熟度模型，以253 家中国大陆企业样本数据和企业深度访谈资料为实证基础，运用聚类分析法和多种方差分析方法(LSD)验证企业人力资源成熟度模型的科学性和合理性，并确定了中国情景下5 级成熟度模型的评价标准。本文为企业进行人力资源成熟度自我诊断和评价提供了可以借鉴的评价标准和可操作的思路和方法。 Corporate Human Resource Maturity is a systematic progress in gradual and orderly manner. This research brought forward the HR Maturity model which is stemmed from Hefley’s People Capability Maturity Model in the context of Chinese enterprises. The paper tested and verified the rationale of the HR Maturity model through statistical methods such as clustering analysis and variance analysis, based on the 253 empirical samples of Chinese mainland enterprise. Furthermore, the evaluation criterion has been established for 5-level Model. This research has provided an appraisal method and benchmark for Chinese Enterprises to evaluate and estimate HR Maturity.