| 刘宁,张惠康.“互联网+”时代企业人力资源管理的变革[J].南京邮电大学学报(社会科学版）,2017,(04):63~70 |
| “互联网+”时代企业人力资源管理的变革 |
| Transformation of human resources management in the Internet plus era |
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| DOI： |
| 中文关键词: 互联网+ 人力资源管理 企业管理 大数据 |
| 英文关键词:Internet plus human resource management business management big data |
| 基金项目:国家自然科学基金项目“奖酬对知识员工创新绩效影响的心理机制及员工特性的调节效应”（71472092） |
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| 中文摘要: |
| “互联网＋”时代，移动互联网技术对企业人力资源管理产生了由小及大、由局部到整体不同层面的渐进影响。早期的局部影响主要体现在互联网技术对人力资源管理中招聘和培训两个职能的变革方面，即招聘渠道和招聘方法的变化、学习方式和培训模式的改变。随后，互联网技术产生的大数据直接催生人力资源管理决策的数据化。而互联网技术带来组织架构的颠覆则对人力资源管理的各种职能产生了全面影响。同时，应客观看待互联网技术对人力资源管理的影响，不能忽略传统管理方式的有效性。 |
| 英文摘要: |
| :In the Internet plus era, mobile internet technology has incrementally affected the human resources management (HRM) practices at three levels. The first and lowest level was on the significant change of two functions of HRM: recruitment and training practices, namely the change of recruitment channels and methods as well as the change of the way of learning and training mode. The second level is that the big data brought by the new generation of information technology has directly led to the big data based HRM decisions. The last and highest level is the transformation of the organization structure brought by the new generation of information technology, which has a profound impact on the all HRM functions. Finally, this paper holds that the effects of new generation of information technology on HRM should not be exaggerated. The traditional management style should not be neglected |
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