2.1人力资源管理的四种范式-1在线视频

Hello

同学们好
Hello

Hello

我是来自北京师范大学
Hello

我是来自北京师范大学

我是来自北京师范大学
everyone I am Ke Jianglin

我是来自北京师范大学
Teacher of School of Government

政府管理学院的柯江林老师
Teacher of School of Government

政府管理学院的柯江林老师

政府管理学院的柯江林老师
Beijing Normal University

政府管理学院的柯江林老师

Today’s I will give you a introduction to the paradigms

今天让我们来了解一下
Today’s I will give you a introduction to the paradigms

今天让我们来了解一下
of human resource management

人力资源管理的范式类型
of human resource management

of human resource management

Through evolution in the past over one century

经过一百多年的演进
Through evolution in the past over one century

Through evolution in the past over one century

four paradigms of human resource

人力资源管理
four paradigms of human resource

大致形成了人事管理
four paradigms of human resource

大致形成了人事管理
management have formed

人力资源管理
personnel management

human resource management

战略性人力资源管理
human resource management

human resource management

strategic human resource management

以及人才管理四种范式
strategic human resource management

以及人才管理四种范式

以及人才管理四种范式
and talent management

and talent management

应该说

应该说
It should be said that each paradigm

每一种范式
It should be said that each paradigm

都有其鲜明的时代特色
has distinct characteristics of

与内涵特征
the times and connotations

the times and connotations

Now I will introduce them in details

下面我们对其进行一一介绍
Now I will introduce them in details

下面我们对其进行一一介绍
First of all

首先让我们来了解一下
let’s get some knowledge about personnel management

人事管理
let’s get some knowledge about personnel management

Personnel management is a product of the industrial

人事管理是工业革命和劳动分工的产物
Personnel management is a product of the industrial

人事管理是工业革命和劳动分工的产物
revolutions and division of labor

The first industrial revolution not only

第一次工业革命
The first industrial revolution not only

不仅诞生了蒸汽机
The first industrial revolution not only

不仅诞生了蒸汽机
gave birth to the steam engine

还改变了传统的手工业生产方式

还改变了传统的手工业生产方式
but also changed the traditional

还改变了传统的手工业生产方式
handicraft production mode

还改变了传统的手工业生产方式
Since then

human has entered the era

人类进入了机械化大生产
human has entered the era

人类进入了机械化大生产
of mechanized mass production

of mechanized mass production

At the beginning of the 20th century

在二十世纪初
At the beginning of the 20th century

出现了以泰勒 法约尔和韦伯为代表的
scientific management scholars represented

出现了以泰勒 法约尔和韦伯为代表的
by Frederick Winslow Taylor

科学管理学者
by Frederick Winslow Taylor

Henri Fayol

其思想推动了组织管理的变革
Henri Fayol

其思想推动了组织管理的变革
and Max Weber appeared and their theories promoted

其思想推动了组织管理的变革
the transformation of organizational management

和工厂生产效率的提升
the transformation of organizational management

和工厂生产效率的提升
and the improvement of factory production efficiency

为了适应工业化生产方式

为了适应工业化生产方式
To adapt to the industrialized production method

To adapt to the industrialized production method

under the requirements of the division of labor

在劳动分工要求下
under the requirements of the division of labor

under the requirements of the division of labor

the jobs at the workplace began

工作场所的工作
the jobs at the workplace began

工作场所的工作
to show a trend of professionalization i

出现了垂直和水平
to show a trend of professionalization i

出现了垂直和水平
n both vertical and horizontal directions

两个方向的专业化的发展趋势
n both vertical and horizontal directions

As to organizational structure

在组织结构方面
As to organizational structure

As to organizational structure

the linear functional system has r

直线职能制代替了直线制
the linear functional system has r

直线职能制代替了直线制
eplaced the linear system

eplaced the linear system

and functional departments including

包括人事管理
and functional departments including

财务管理
and functional departments including

市场营销在内的职能部门得以诞生
personnel management department

financial management department

但由于当时的企业核心竞争力
financial management department

financial management department

and marketing department have been created

主要在于生产技术与设备
and marketing department have been created

主要在于生产技术与设备

主要在于生产技术与设备
However

而不是普通员工
However

However

since the core competitiveness of enterprises

总体而言
since the core competitiveness of enterprises

劳动者处于劳资关系的弱势地位
since the core competitiveness of enterprises

劳动者处于劳资关系的弱势地位
was mainly in production technology

劳动者处于劳资关系的弱势地位
and equipment at that time

劳动者处于劳资关系的弱势地位

rather than employees

劳动者的价值
rather than employees

劳动者的价值

labors were in a weak position

决定了管理层对劳动者的管理态度和方式
labors were in a weak position

决定了管理层对劳动者的管理态度和方式
in labor relations as a whole

in labor relations as a whole

The value of the laborers determined the management

很多管理者
The value of the laborers determined the management

很多管理者
attitude and method for the laborers

在当时把员工当成机器
attitude and method for the laborers

在当时把员工当成机器
At that time

在当时把员工当成机器
many managers regarded employees as machines

甚至还不如机器
many managers regarded employees as machines

甚至还不如机器
or even inferior to machines

believing that employees had a negative tendency to attitudes on work

认为员工具有消极劳动的倾向
believing that employees had a negative tendency to attitudes on work

believing that employees had a negative tendency to attitudes on work

强调对员工的规范监督与约束

强调对员工的规范监督与约束
So they emphasized regulation

So they emphasized regulation

而不是激励

而不是激励
supervision and restriction on employees rather than incentives

In such circumstances

在这种情况下
In such circumstances

In such circumstances

contradictions and conflicts between labors

劳资矛盾和冲突时有发生
contradictions and conflicts between labors

劳资矛盾和冲突时有发生
and managersment occurred some timesusually

人事管理的出发点
and managersment occurred some timesusually

In general

总体上来看
In general

In general

personal management started from

是以事为中心
personal management started from

是以事为中心
“thing-oriented” rather than “people-oriented” philosophy

而不是以人为中心
“thing-oriented” rather than “people-oriented” philosophy

人事管理具有职能较为简单
Personnel management had the characteristics

人事管理具有职能较为简单
of relatively simple functions

of relatively simple functions

rough methods

方法较为粗糙
rough methods

and short-term employment

雇佣关系偏向短期化的特点
and short-term employment

雇佣关系偏向短期化的特点

To be specific

具体而言
To be specific

具体而言

the main functions of personnel management

人事管理
the main functions of personnel management

它的职能主要包括
the main functions of personnel management

它的职能主要包括
included personnel file management

selection and training of workers

人事档案管理
selection and training of workers

selection and training of workers

甄选和培训员工

甄选和培训员工
signing of labor contracts

signing of labor contracts

签订劳动合同
development of general interest benefits planning

统筹福利计划
development of general interest benefits planning

development of general interest benefits planning

薪酬支付与工会谈判

薪酬支付与工会谈判
payment for salaries

payment for salaries

劳资关系管理等事务

劳资关系管理等事务
negotiations with labor union

劳资关系管理等事务
management of labor relationship

劳资关系管理等事务
etc

While personnel department was in the subordinate

人事部门
While personnel department was in the subordinate

属于业务部门的从属地位
While personnel department was in the subordinate

属于业务部门的从属地位
position of the business unit with the function

属于后勤
position of the business unit with the function

属于后勤
of logistics or procedural business

或者是办手续的事务性部门
of logistics or procedural business

其工作特点

其工作特点
It handled business passively

inflexibly and just followed the rules

是较为被动
inflexibly and just followed the rules

缺乏灵活性
inflexibly and just followed the rules

只是照章办事

只是照章办事
In such background

In such background

人事管理人员

人事管理人员
the staff of personnel department were busy with daily attendance

忙于日常的考勤
the staff of personnel department were busy with daily attendance

salary payment

工资发放
salary payment

salary payment

entry resignation

办理入职
entry resignation

entry resignation

离职
entry resignation

entry resignation

退休

退休
retirement and other relevant procedures

retirement and other relevant procedures

离休等手续
retirement and other relevant procedures

retirement and other relevant procedures

其作用相当于帐房先生

其作用相当于帐房先生
As to role

其作用相当于帐房先生
they were just like traditional accountants

其地位呢
as to status

they were senior clerks at best

充其量只是一个高级办事员
they were senior clerks at best

they were senior clerks at best

Even so

当然了
Even so

Even so

虽然情况如此
we should also realize that the independence of personnel

虽然情况如此
management as a kind of function manager was already

我们也应该认识到
management as a kind of function manager was already

人事管理能够独立成为一项管理指南
management as a kind of function manager was already

人事管理能够独立成为一项管理指南
a significant progress in organizational management

已经是组织管理的一大进步
a significant progress in organizational management

接下来我们了解一下第二种范式
Now we will discuss about the second paradigm

Now we will discuss about the second paradigm

人力资源管理
human resource management

人力资源管理
The concept “human resources” was

它的概念
The concept “human resources” was

它的概念
first proposed by Peter

取决于
first proposed by Peter

取决于
F . Drucker

彼得德鲁克
F . Drucker

F . Drucker

the father of modern management

彼得德鲁克
the father of modern management

1954年在其著作
the father of modern management

1954年在其著作

1954年在其著作
in his work “Management Practices” published in 1954

1954年在其著作

管理实践中提出了这个概念

管理实践中提出了这个概念
This concept clearly emphasizes that

管理实践中提出了这个概念
“people” are important resources

管理实践中提出了这个概念

这个概念鲜明地强调了人属于重要资源

这个概念鲜明地强调了人属于重要资源
and labor has value as important as other

这个概念鲜明地强调了人属于重要资源
production elements like land and equipment

劳动力在生产过程中具有与土地
production elements like land and equipment

劳动力在生产过程中具有与土地
in the production process

设备
in the production process

等生产要素同样重要的价值
in the production process

Later Nobel Prize winners

后来
Later Nobel Prize winners

诺贝尔经济学奖获得者舒尔茨 贝克尔
Later Nobel Prize winners

诺贝尔经济学奖获得者舒尔茨 贝克尔
Theodore W Schultz and Gary S Becker

分别在二十世纪
and some other scholars put forward

分别在二十世纪
the concept of “human capital” and relevant

六十年代和七十年代
the concept of “human capital” and relevant

六十年代和七十年代
theories in the 1960s and 1970s

提出了人力资本的概念和相关理论
theories in the 1960s and 1970s

further highlighting the value of high-quality

进一步凸显了高素质劳动者的价值
further highlighting the value of high-quality

进一步凸显了高素质劳动者的价值
labors and the effect of education on

以及教育对国民经济的发展的作用
national economic growth

在社会实践中
In social practices

with the development of the second

随着第二次和第三次工业革命的发展
with the development of the second

随着第二次和第三次工业革命的发展
and third industrial revolutions

organization managers have increasingly realized the key

组织管理者日益感受到劳动者
organization managers have increasingly realized the key

在组织核心竞争力的关键的地位
organization managers have increasingly realized the key

在组织核心竞争力的关键的地位
position of labors in maintaining organization’s core competitiveness

在组织核心竞争力的关键的地位

and the paradigm of human management has been

对人的管理范式
and the paradigm of human management has been

对人的管理范式
upgraded from “personnel management” to

由人事管理上升到了
upgraded from “personnel management” to

由人事管理上升到了
“human resource management”

“human resource management”

人力资源管理
“human resource management”

人力资源管理

在二十世纪九十年代

在二十世纪九十年代
In the 1990s

In the 1990s

人力资源管理获得了蓬勃发展

人力资源管理获得了蓬勃发展
significant development appeared in

人力资源管理获得了蓬勃发展
human resource management field

传统的人事部门

传统的人事部门
and traditional personnel department became

纷纷改换门庭
and traditional personnel department became

纷纷改换门庭
human resource management department

改成了人力资源管理部门
human resource management department

改成了人力资源管理部门

Many schools universities set the specialty

许多学校呢
Many schools universities set the specialty

也开设了人力资源管理专业
Many schools universities set the specialty

也开设了人力资源管理专业
of human resource management

of human resource management

相对传统的人事管理
Compared with traditional

相对传统的人事管理
personnel management

personnel management

the focus of human resource management is no longer

人力资源管理的重心
the focus of human resource management is no longer

不再是控制
the focus of human resource management is no longer

不再是控制
to control and reduce labor costs

不再是控制
or treat people as machines

和削减人工成本
or treat people as machines

or treat people as machines

On the contrary

不是把人当机器看
On the contrary

On the contrary

而是认为人具有主观能动性

而是认为人具有主观能动性
people are regarded as subjectively active human capital

而是认为人具有主观能动性
that can generate high returns and organization

把人看成可以产生高收益的人力资本
that can generate high returns and organization

把人看成可以产生高收益的人力资本
can create greater value by efficient development

把人看成可以产生高收益的人力资本
and management of human capital investment

组织通过高效的人力资本投资开发
In terms of specific functions

In terms of specific functions

compared with traditional personnel management

以及管理来创造
compared with traditional personnel management

更大的价值
compared with traditional personnel management

human resource management has a wider vision

在具体职能方面
human resource management has a wider vision

人力资源管理比传统的人事管理
human resource management has a wider vision

人力资源管理比传统的人事管理

It emphasizes the training and development

视野更加宽广
It emphasizes the training and development

强调对员工的培训开放
It emphasizes the training and development

强调对员工的培训开放

forecasting and planning

预测规划
forecasting and planning

forecasting and planning

guidance and feedback

指导反馈与生涯管理
guidance and feedback

guidance and feedback

and career management for employees while paying

同时呢
and career management for employees while paying

and career management for employees while paying

也注重员工对组织价值创造的利益分享
and career management for employees while paying

也注重员工对组织价值创造的利益分享
attention to employees' sharing on the interests

也注重员工对组织价值创造的利益分享
and welfare during the process of value

与福利保障
and welfare during the process of value

与福利保障
creation of the organization

and guarantee of interests created by the

包括人力资源测评
and guarantee of interests created by the

包括人力资源测评
value of the organization for employees

培训需求与结果评估
value of the organization for employees

培训需求与结果评估
A series of new human resource

绩效考核
A series of new human resource

职业性向评估
management tools

工作岗位价值评价
like human resource evaluation

以及股票期权激励
assessment

等在内的一系列人力资源管理新工具
training needs demands and result effectiveness evaluation

呈现出了
performance appraisal

蓬勃发展之势
career orientation evaluation

人力资源管理
job value evaluation

无论是从职能范式
and stock option incentives

无论是从职能范式
are showing a trend of booming development

还是技术深度上
are showing a trend of booming development

还是技术深度上
Compared with personal management

相比人事管理
human resource management has experienced

相比人事管理
a qualitative leap no matter in functional

有了质的飞跃
a qualitative leap no matter in functional

有了质的飞跃
scope or in technical depth

有了质的飞跃

Accordingly

人力资源管理从业者
Accordingly

人力资源管理从业者

practitioners of human resource management have

成为了难以替代的高素质专业人员
practitioners of human resource management have

成为了难以替代的高素质专业人员
become irreplaceable professionals

成为了难以替代的高素质专业人员

They need to get multidisciplinary

他们需要具备管理学心理学
They need to get multidisciplinary

他们需要具备管理学心理学
knowledge like management

knowledge like management

经济学

经济学
psychology

社会学
psychology

社会学
economics

以及法学等多学科的知识

以及法学等多学科的知识
sociology and law

sociology and law

This is the only way for them to improve development

只有这样
This is the only way for them to improve development

This is the only way for them to improve development

才能更好的为组织的各类人力资源
This is the only way for them to improve development

才能更好的为组织的各类人力资源
and management services for all kinds

才能更好的为组织的各类人力资源
of human resources in the organization

The above is the second paradigm

提供开发与管理服务
The above is the second paradigm

The above is the second paradigm