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人力资源的价值
TheValueofHRThispresentationprovidessummaryresultsfromkeyHRresearchdoneoverthepastfifteenyears.CompiledbyDarinPhillips2
ShareholderReturnsThefivehighestreturntoshareholdersfrom1972-1992(SouthwestAirlinesCo.21,775%,Wal-MartStores,Inc.19,897%,TysonFoods,Inc.18,118%,CircuitCityStores,Inc.16,410%,andPlenumPublishing15,689%)differentiatedthemselvesfromtheircompetitorsandthemarketonlythroughthewaytheymanagedtheirpeople.–Pfeffer(1994).CompetitiveAdvantageThroughPeople,1994.3
ThreeHRGenerationsFunctionalHRdepartments(transaction,administration,andcompliancecostcenterswhoviewemployeesasanoverheadcosttobeminimized)addvaluebypreventinglossthroughpolicyenforcementSecond-generationHRprocessesaddvaluebyremovingbarrierstoperformance(elementsofstrategicHRinafunctionthatviewsemployeesasaleverageableasset)Third-generation(strategic)HRsystems(investmentandROIcenterswhoalignandimprovestrategically-focusedemployeeperformance)haveintegratedallbestpracticesaligningthemasastrategicsystem.Highperformanceworksystemsinclude‘rigorousrecruitmentandselectionprocedures,performance-contingentincentivecompensationsystems,andmanagementdevelopmentandtrainingactivitieslinkedtotheneedsofthebusiness’(‘whichinturn,driveprofits,growth,andultimatelymarketvalue’).–Becker,B.,Huselid,M.,Pickus,P.Spratt,M.(1997).HRasaSourceofShareholderValue:ResearchandRecommendations.HumanResourceManagement,Spring1997,Vol.36,No.1,pp.39-47.(-Becker,B.,Huselid,M.Ulrich,D.(2001).MakingHRaStrategicAsset.Workingpaper.StateUniversityofNewYorkatBuffalo.)4
Whatis3rdGenerationHRworth?Initialresearchon740companies’HRpracticesfoundthatthosewiththemostintegratedhighperformanceworksystems(HPWS)hadeconomicallyandstatisticallysignificantlyhigherlevelsofco
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