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论文编号：	6512
作者编号：	2120122661
上传时间：	2014/6/12 22:48:57
中文题目：	人力资源云管理模式的机理分析、体系构建 及对组织动态能力的影响研究
英文题目：	Study on the Mechanism Analysis and System Construction of the Human Resource Cloud-Management and the Effect on the Organizational Dynamic Capability
指导老师：	李新建
中文关键字：	云计算，人力资源云管理，组织动态能力
英文关键字：	Cloud Computing, Human Resource Cloud Management, Dynamic Capability
中文摘要：	随着全球化、网络化以及各种技术的断续式发展，组织所处的生存环境变 得越来越难以预测。为应对内外部环境变化的冲击，企业在组织架构及人力资 源运用上都要保持适度的动态适应能力以达到组织战略目的。人力资源作为生 产要素中的关键要素，对提高组织动态能力有着至关重要的作用，而不断提升 的动态适应能力要求也使得人力资源管理面临越来越大的挑战，传统的人力资 源管理职能模块的划分不能满足组织的需要。 当下，社交网络、移动互联、云计算等新兴技术正在改变人类的生活方式 与商业行为，特别是“云计算”为低迷的世界经济注入新鲜活力，也催生出一 种新的管理模式—— “云管理”新鲜落地。 为此， 本文借鉴云计算和云管理的 “分 散资源集中使用，集中资源分散使用”的思想，探索一种新型的人力资源管理 模式“人力资源云管理” ，对该模式进行机理分析和体系构建，研究其在提升组 织动态能力中的作用，具有一定的理论意义与实践价值。 首先，本文评介了相关的人力资本及组织资本理论、组织动态能力理论、“云 计算”理论等基础理论。在人力资本及相关理论中，重点介绍了人力资本、组 织资本概念、人力资本的共享以及组织资本库的界定和转换关系；在组织动态 能力理论中，重点介绍了动态能力的概念、动态能力的测度以及研究现状；在 云计算理论中，重点介绍了“云计算”和“云管理”概念，为后文的理论推演 提供依据。 其次，在理论综述的基础上，本研究提出“人力资源云管理”概念并对其 类型进行了界定，进而探讨了该管理模式的体系构建，并对其功能进行分析。 根据管理对象的不同，本研究将“人力资源云管理”模式分为“人才云管理” 和“知识云管理”两种类型，对两个类型的模块体系进行搭建。其中， “人才云 管理”模块体系包括“数量储备池、技能培养层、动态配置层、部门应用层及 制度保障机制”；“知识云管理”模块体系包括“知识资源池、知识融合层、知 识服务层、客户应用层和制度保障机制” 。 并针对“知识云管理”要点和难点 问题——“知识资源池”构建进行探究，探讨了个体人力资本向组织资本转化的三种途径。 再次，对组织动态能力进行分析，分别探讨基于人员管理的动态能力构成 要素和基于知识的动态能力构成要素。基于人员管理的组织动态能力包括“资 源柔性”和“协调柔性”两种，基于知识的组织动态能力包括“知识吸收”“知 识获取”“知识整合”三种要素。 在对“人力资源云管理”的构建对组织动态能力的影响机理进行分析过程 中，分别对“人才云管理”对“基于人员管理的组织动态能力”的影响机理以 及“知识云管理”对“基于知识的组织动态能力”的影响机理进行分析。 最后，通过对 2 个企业进行案例研究，考察这两个企业人力资源云管理的 构建与组织动态能力的关系，验证上一章提出的理论模型。案例分析采用内容 分析方法对所收集的数据进行编码。首先，将所有资料按照理论假设进行归类， 这些类别主要包括：“人才云管理”的构建、“知识云管理”的构建、基于人员 管理的动态能力、基于知识的动态能力等研究构面。然后，根据各构面子类别 对数据进一步编码。随后，本研究采用分析性归纳对案例进行分析。得出结论： “人才云管理”的构建对基于人员管理的组织动态能力具有正向提升作用，即 “人才云管理”各个部分构建的越完善，对基于人员管理的组织动态能力的正 向影响越明显。企业“知识云管理”构建对基于知识的组织动态能力具有正向 提升作用，即“知识云管理”的各个部分构建越完善，对基于知识的组织动态 能力正向作用越明显。
英文摘要：	With the increasing trend of globalization, internet and technological development, the environment where the organizations exist are becoming unpredictable. It has brought dramatic changes to the internal and external environment the enterprises are faced with: for one thing, static competition has been replaced by dynamic competition as a result of the quacking of strategic interaction among enterprise rivals; for another, it has become difficult for the enterprises to maintain their internal competitive advantages. In response to the impact caused by the changes of the internal and external environment, enterprises are required to keep moderate dynamic capability for their organizational purposes with regard to organizational framework and human resource application. Human resource as a chief factor among productivity factors is critical to organization dynamic capability, and improving human resource dynamic capability has become an important management approach to enhancing competitive advantage. How to improve the organization dynamic capability form human resource application is the question this study to resolve. From the cloud computing perspective, this study design a new type of management mode of "Human Resources Cloud Platform”, discussion the relation between the “Human Resource Cloud Platform” and “dynamic capabilities”. It has the theoretical and practical value. This paper includes the theoretical analysis, realistic thinking, case studies, and practical guidance. First of all, on the basis of previous studies, combing the human capital theory, the theory of dynamic, and the cloud computing theory, this paper want to provide the basis for the later theoretical deduction. Secondly, on the basis of summarizing the above theory, this study put forward the concept of "human resource cloud platform" and defined its type, discussed the process of the construction of the human resource cloud platform, and analyzes its function. Then this paper analyzed the dynamic capacity, defined two types “dynamic capability based on personnel management” and “dynamic ability based on knowledge”. Finally my study explored the influence between the human resource cloud platform and dynamic capabilities. Two research hypotheses are put forward. One is that "talent cloud platform" has a positive impact on the dynamic capability based on personnel , the other is that “knowledge cloud platform" has a positive effect on the dynamic capability based on the organization knowledge. In the analysis process of "Human Resource Cloud platform", this study divided the “human resource cloud platform” into "talent cloud platform" and "knowledge cloud platform", and respectively analyzed the cloud platform module system, "talent cloud platform" module system include "number of reserve pool, skills training, dynamic configuration layer, application layer and system guarantee mechanism". "Knowledge cloud platform" module system include” knowledge repository, knowledge fusion layer, service layer, the client application layer and the system guarantee mechanism” .According to "the knowledge cloud platform " key points - "knowledge repository" building, this paper discusses the transformation of individual human capital into organizational capital in three ways. In the analysis of process" dynamic capabilities" , according to different management object of this research, organizing dynamic capabilities can be divided into " organization dynamic ability based on personnel management " and "dynamic ability based on knowledge ".” organization dynamic ability based on personnel management” include "flexible resources" and "coordination flexible" two factors, "dynamic ability based on knowledge " include "knowledge absorption" "knowledge acquisition" "knowledge integration" three factors. In the process to explore the relation between “human resources cloud platform" and the dynamic capabilities, respectively explored the influence "talent cloud platform" to the "t organization dynamic capability based on personal " , the influence "knowledge cloud platform" to "dynamic ability based on knowledge organization", the influence mechanism is analyzed. Finally, through two enterprises case study, examined the two enterprises human resource cloud platform construction of dynamic capabilities and organizational relationships, verify the theoretical model proposed in the previous chapter. Concluded: one is that "talent cloud platform” has positive effect on the “dynamic capabilities based on personnel. The other is that "knowledge cloud platform” has a positive influence on “dynamic ability based on knowledge”.
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