通过分析我国航空企业的实际情况，借鉴发达国家企业对人力资源的有关经验，应用本人发明的《第六代管理方法·安氏理论》对如何搞好航空人力资源管理进行了简要论述。

　　一、航空企业人力资源管理现状

　　改革开放20多年来，我国航空企业的生存环境发生了巨大变化，新技术革命浪潮的兴起，知识经济时代的到来，我国的入世及全球经济一体化，使得航空企业面临着日益加剧的市场竞争。要适应市场和经济全球化的外部环境，就必须加强和改善企业内部的经营管理水平，提倡创新，提高效率和效益，增强自身实力，而这一切的关键在于把握好各方面的人才及相应的体制，人是生产诸要素中最积极、最活跃、最具主观能动性的因素，因此必须把航空企业人力资源的管理与开发提上首要议事日程，加强并有效实施企业人力资源开发和管理战略。

　　由于计划经济体制下传统人事管理体制的惯性作用，我国航空企业人力资源管理只能随着改革的一步步调整而逐步转换，这种惯性延时性使得现阶段的航空企业人力资源管理仍在按计划经济条件下的管理模式去进行补充与加强，在一定程度上制约了企业其他资源的有效使用，因而开发管理效果欠佳，与市场经济的要求存在较大的差距，主要表现在以下几个方面。

　　1.人力资源的开发与管理观念

　　目前，航空企业在人力资源管理观念上，"以人为本”的人力资源管理开发观念流于形式，缺乏“人力资源是企业第一资源”的思想意识，广大职工积极性没能充分调动起来，职工素质和潜能没有得到进一步开发与利用。另外，对人力资源这种特殊企业资产的保值增值意识淡漠，轻视或忽视人力资源的开发和利用，未建立起有效的人力资本的投资与保障体系。

　　2.人力资源选拔和配置

　　由于航空企业在人力资源的选拔和配置时，缺乏一整套科学的人力资源评判标准，如工作分析、能力测试、绩效考核、性格测试等；缺乏公平竞争性，随意性、偶然性因素很大，招聘和选拔的人往往不一定符合企业发展的真正需要，导致我国航空企业在人力资源选拔和配置方面处于一种"一方面人满为患，一方面人才流失"、"有人没事干，有事没人干"的尴尬局面，这已成为航空企业人力资源管理的主要问题之一。

　　3.人力资源激励与约束制度

　　航空企业职工的劳动投入和经济报酬没有形成合理的对应关系，工资性收入中的各种奖金、津贴很大程度上是平均主义分配，而且工资奖金一旦确定后就很难改变，缺乏灵活性。因此，现行的企业报酬分配体系未能真正起到激励的作用。同样，航空企业经营管理者也缺乏有效的利益激励，尽管改革开放以来，航空企业推行了经营者收入与企业业绩挂钩的利益机制，但经营者名义收入太低，与其付出的劳动、承担的责任和风险不相称，从而降低了他们的积极性和创造性。

　　4.人力资源的培训方式

　　在航空企业转换经营机制过程中，一些航空企业的培训方式已开始从奉命办学、计划导向，向市场导向、自主办学转变。但是，航空企业的人力资源培训开发仍存在一些问题，主要是:(1)培训针对性不强，培训开发活动常与企业发展战略相脱节，培训工作缺乏长远规划以及培训渠道狭窄；(2)培训组织计划落后，存在着教条主义和流于形式的现象；（3）培训后的人员不能得到合理使用，导致培训费用与人才的大量流失。

　　二、依据国外的航空企业人力资源管理所做对策

　　航空企业要生存、要发展、要振兴，要参与国内、国际市场竞争并立于不败之地，必须重视人力资本投资，全面实施人力资源开发与人力资本投资战略，建立与发挥航空企业的人力资本优势，建立有效的航空企业人力资源开发管理系统。

　　1.树立"以人为本"的管理思想

　　人是管理与技术工作的核心和动力，是航空企业在日趋激烈的竞争中立于不败之地的重要保证。应该认识到：产品的高质量、低成本与企业的高效益不是偶然得来的，而是由良好的人力资源管理系统和优秀员工决定的。因此，树立人力资本投资的作用与重要性大于物质资本投资的意识、确立人力资本开发与人才竞争战略势在必行。

　　发达国家从20世纪90年代初到今天，仅仅用了7～8年的时间，企业人力资源管理就发生了巨大的变化与发展，究其原因，在于他们对这项工作的高度重视。而我们许多航空企业缺乏的正是这种开发培养人才、合理使用人才、有效管理人才的观念，因此，只有有效地开发、充分利用职工的各项潜能、才质，并调动其积极性和创造性，才是企业兴旺发达之本。

　　2.建立科学完善的人力资源管理体制

　　建立科学完善的人力资源管理体制是人力资源开发与管理的基础。

　　（1）首先根据航空企业的需要和企业的战略规划以及企业内外环境进行分析与定位，做好人力资源规划，要对企业所需人才作适当预测，同时将人力资源规划贯穿于企业生产经营的全过程，避免计划的盲目性。

　　（2）建立航空企业人力资源的资产与资本评估、审核制度，以便有效地控制人力资本的发展、使用、补充或追加投资；建立健全并逐步完善人力资本投资保障机制与组织机构，在适当比例上，将物质资本的投资转向人力资本的投资。

　　（3）强化人力资源管理体制诸要素之间内在联系，实现各要素之间的整合，使之成为一个有机整体，才能充分发挥其发现人才、合理使用人才等应有的作用，才能真正做到人尽其才，才为我用，用其所长。

　　3.科学地设计绩效考核与报酬激励体系

　　企业的报酬激励体系是企业价值体系的重要组成部分，也是航空企业动力机制的关键。合理的报酬激励体系能吸纳所需的人才，激励和稳定人才，开发员工的潜能，创造一个和谐的环境，提高劳动生产率。报酬体系的设计既要考虑到企业内部公平，也要考虑企业外部的平衡。一般而言，企业内部因为分工的不同，对于人才的考核方法也不同，在市场经济情况下，一般企业应该根据职工对于企业所做出的贡献作为考核的依据，这就是绩效考核方法。实践证明，绩效考核与企业的报酬激励体系相结合才会形成一种互动的良性循环。

　　企业激励体系的方式很多，结合航空工业高技术含量、高风险的行业特点与现实情况，可从以下几方面考虑。

　　（1）借鉴发达市场经济国家人力资源开发激励机制，设立风险付酬制度。即按职工的职位和参与最后技术与管理决策权的大小，确定风险付酬占工资的比例及在此比例下回报的倍数，风险付酬一般在5%～65%之间浮动，回报倍数在0～5倍，这就体现了企业的激励机制。据调查结果表明，对工程师实行25%～50%的风险付酬与0～3的回报倍数，其激励效果比发奖金好得多。

　　（2）物质激励与精神激励相结合。物质激励可以包括工资、奖金、各种津贴及其他福利、晋升与培训机会，但这种激励方式过于单一，同时，金钱的边际效用是遵从递减规律的，在实践中往往达不到激励的目的，也远远不能适应航空企业发展的需要。因此，必须结合精神激励，精神激励包括通过建立明确的组织目标激发员工的工作热情、有计划地进行工作轮换制、一定范围内的工作授权制等，来不断丰富和增强职工工作的内容，使职工感到工作更富挑战性与新鲜感，以满足职工通过工作而获得自我发展与实现自我价值的需要。

　　（3）设立待岗制度。有激励也要有约束。结合目前航空企业冗员沉重的问题，设立待岗制度势在必行。即可考虑每年保持占整个企业30%左右的职工处于待岗状态，按其工资的30%左右发放基本生活费，对待岗职工在待岗期间实施培训，鼓励其自谋职业。同时，每年末对全企业职工进行竞争上岗和末位淘汰考核，原待岗的上岗一部分，原在岗的待岗一部分，始终保持30%左右的待岗职工比例，并形成一种循环与制度，以实现企业的不减员增效，不断优化职工素质结构。

　　（4）从政策上提高整个航空企业从业人员的收入水平,使之与市场经济相适应，以保证激励的水准。另外，对上市企业的经营管理者实施股票期权制度，减少其短期行为给企业带来的无形损失，以达到对其长期经营绩效的激励。

　　4.培育并强化"企业文化"

　　人不仅是经济人还是社会人，一个人要有点精神，一个企业更要有点精神。企业文化用价值观、信念武装职工，使职工为实现企业目标而自觉行动，是企业具有强大凝聚力和向心力的基础和保证。良好的企业文化，有利于从根本上调动全员为企业奉献的精神。在企业的人力资源管理中必须充分注意与企业文化的融合与渗透，必须充分注意与企业外部环境和内部环境的协调，以保障企业的人力资源具有延续性，符合本企业的人力资源特色。国外一些大公司都非常注重人力资源战略的规划与企业文化的结合，松下的"不仅生产产品，而且生产人"的企业文化观念，就是企业文化在人力资源战略中的体现。

　　实施人力资源综合发展战略，同时应加强政治思想工作，重视员工职业道德、思想情操与健康向上的人生观与价值观的培养，这是有效实施人力资源与企业文化综合发展战略的重要保证。

　　5.建立与完善培训制度。

　　人才培训计划是人力资源管理的重要内容，应根据航空企业的业务需要、战略目标与企业的培训能力，分别确定培训计划：新进人才培训计划；专业人才培训计划；部门主管培训计划；一般人员培训计划；人才选送进修计划（包括国内、国外进修）。

　　在培训中，既要重视管理、技术人员的教育培养，也要加强一般工人的教育培训；既要注重岗前培训，更要重视岗后培训；既要注重全员教育培训，又要重视重点教育与培训拔尖人才；既要有短期打算，又要有中、长期计划。同时，要做到国家出资与企业出资相结合，社会培训、企业培训与自我培训相结合，鼓励自学成才；注重职业教育，利用专业化的与非专业化的、脱产的与业余的、技工练兵与学习更新等多种方式与手段。

　　在实施以上人才培训计划与手段的同时注意人力资本的开发、培训与企业经营水平、效益相结合，使得在企业发展的同时，人力资本能够保值或不断增值，人力资本的质量与素质也能够得到不断提高，而人力资本的质量与素质的提高反过来又促进企业进步，从而实现企业人力资源培训与企业发展的良性循环。

　　三、《第六代管理方法·安氏理论》的人力资源管理

    本人独创的《第六代管理方法·安氏理论》“安氏人力资源管理”与现有的“人力资源管理”完全不同，它对人力资源管理进行了重新定位：从根本上解决了人们对“人才”理解的误区，用全新的理念来解释什么是“人才”。

    《辞海》将“人才”定义为：“有才识学问的人，德才兼备的人”；《北京市人才市场管理条例》所称人才是指具有专业技术职务任职资格或者中专以上学历的专业技术人员以及各类管理人员； 业界将高级人才界定为：一、必须具有团队精神，未来人才是一个集合的概念，它是以“人才群”的方式表现出来的；二、必须具有“科技含量”，未来人才必须是有高新科技知识、能运用科技工具的人；三、未来人才必须对企业和社会具有高度的忠诚感，必须以职业经理人的方式行事。

    笔者总结各方面对人才的理解基本是：1、有“德”，通俗讲就是“有良心，不能有邪念”。但是“德”是一个很抽象的概念，不同的人在不同时期有不同的理解，同样的一个人，在不同的情况下对“德”的理解也不一样；因此把“德”作为人才的一个衡量标准是“人制”而非“法制”。2、有学历与专业技术职务任职资格只是反映了这个人专业水平与知识结构，只是证明这个人有工作能力，至于能否胜任工作则是另外一码事。一个人没有证书也不能说此人一无是处，古人吟“虎落平阳被犬欺，落草的凤凰不如鸡”；一个人的工作能力与学历没有必然的联系。

　　我对人才的定义是：是指具有一定的知识水平和能力并能“胜任特定工作”的人这就是人才。按照这个思路，我将“胜任特定工作”分为三大类：A、岗位供大于求的工作，特点是能胜任此工作的人太少，人才处于供不应求状态，能否请到人才很难说；B、岗位供求基本平衡的工作，特点是，只要你想招聘，就一定能请到。这类人基本上就是大家所理解的人才范围；C、岗位供不应求的工作，它的特点是能胜任此工作的人太多，人才处于供大于求状态，其中有一部分人是大家所理解的人才范围。对不同类的工作在不同的时期应该用不同的管理方法。

    现在的人力资源管理基本上是人对人的管理，人才的发现与使用基本由上级来发现和决定，与人才本身的努力没有直接的必然地关系。本人的《第六代管理方法·人力资源管理》就从根本上解决了这个管理问题。简单的说就是：你这个人，能胜任什么工作，能担任什么领导职务，完全由你本人来选择，我们是用一套科学的制度来管理人，而不是用人管理人。其出发点是“以人为本”：什么叫作“以人为本”？它体现的是人性化管理，管理更多的是向成本挂钩，而不是向人性化挂钩。实际上，“以人为本”的管理它包括两个部分。一个是人性化，一个是成本化。如何在差别性管理中体现“以人为本”则是《第六代管理方法·人力资源管理》的专利。

    “铁打的营盘流水的兵”，如何创建“以人为本”的企业结构？现在大多数企业仍沿用19世纪的结构模式：一成不变，等级森严。要想在21世纪蓬勃发展，企业必须建造灵活的、“以人为中心的融合模式”。企业现在正面临着重整机构的挑战，以便能更好地利用创新技术，对急遽扩大的市场做出更快反应，同时企业还要成为人们更舒心的工作场所。不过，后一目标不再只是个道德、体面与否的问题，而是如何巧妙利用一种有价值的资源问题。德拉克（Peter Drucker）预言道，建立在知识基础上的经济将成为我们未来的经济形式。在这样一种经济中，企业组织的真正价值存在于员工的思维能力中。如果人们对工作无主人翁感，没有充分施展才能的自由，他们就不会进行创造性思维。新的经济形式必须依靠训练有素且士气高昂的员工，也要求企业摆脱工业时代的陈旧心态，将讲效率和人性进行简单的二分法。正如Margaret Wheatley（惠特丽）在Leadership and the New Science（编者译；《领导艺术与新科学》）一书中所观察到的，我们现在忙的"也不过是在世界上寻求新的秩序源泉"。

    “以人为中心的融合模式”便是这样一种新源泉。旧式组织机构中等级森严，讲求级别、界限和分工，限制了信息流通。“以人为中心的融合模式”把领导者放在中心位置而不是高高在上，强调要让员工方便接近领导、参与决策。这一网络的最显着特点是，它从中心往外扩建，而且是一个永无终结的过程。建网者就象蜘蛛一样，不停地织出新的联结线，同时不断加固已有的网线。他们使用的工具不是发号施令，而是提供对话窗口并不断参与对话。建网者要认识到，要稳固外围，平衡与和谐必不可少。网型结构中的领导者必须通过宽容展示自己的力量，通过不断扩大别人的影响力来巩固自己的地位。外围工作的完成在网中至关重要，做这些工作的人员要直接共同担负起完成重大任务的职责、共享所得回报。这样一来，他们比垂直型结构的传统企业中的员工更有动力去全身心地投入工作，而不象他们那样总是强调最高领导者的重要性。

   “以人为中心的融合模式”提供一种帮助企业重建的架构，使之能更好地反映我们认识当今世界的方式。但具体说来，这种网络该如何运作？它们怎样才能使企业更为广泛地集思广益、招贤纳士呢？又是如何鼓励发展新的交流渠道的呢？或许更重要的是，这些网络如何帮助企业面对下个世纪注定要经受的无比挑战？将来的挑战是多重的，但每个挑战都要求打破部门间的障碍，融合企业内员工的任务与职能。企业内部面临挑战、必须破除障碍的几个关键领域包括：
    1、营销。当今世界，各种服务与产品竞相推出，每个企业必须走出一条完全面向市场的路子来，为自己开拓出一片别致的缝隙市场。这意味着，企业的每个员工必须象营销人员那样思考问题，不断总结产品或服务怎样才能满足某种需要或解决一个问题。这种情况只有营销活动不再被作为特别职能单列出来才能实现。

    例如在世界最赢利的集成电路制造商英特尔公司（Intel Corporation），一个不大却富于创造性的"融合网"使得它能重新界定谁是自己的顾客，并最终确定了公司业务的实质。英特尔把自己完全定义为消费产品公司，而不是为别人提供加工零件的制造商。当英特尔的386芯片面临失败，威胁到公司时，英特尔把重心从原来的象IBM、德尔（Dell）和康柏（Compaq）等公司一样的原始器材制造商（OEM），重新调整为面向最终用户。通过直接吸引个人电脑用户，英特尔让他们相信32位的运算能力很有好处，于是这些用户开始要求生产在386芯片上运作的机型。实际上，用户为英特尔拉开了市场大门，迫使制造商开始使用它的芯片。

    直接走向公众意味着进行多数大企业都做不到的彻底调整。但是，英特尔大胆打开了它的组织结构，创造了一个让资源流向问题的灵活结构。英特尔的管理呈分布式结构、具有多种交流渠道、强调尚未达到最高层者的价值。这样，网络便可提供一种非凡方式，让企业重新界定一线员工的角色、进而发挥其最佳才能。
    再如1973年，美国波士顿Beth Israel Hospital（编者译：柏丝医院）就进行过这种努力。护理副总裁兼护士长Joyce Clifford（克丽福）彻底改变了医院的等级结构，把它变成真正的"融合"结构，从而不仅改变了护士的角色，还改变了医院本身的整个结构。 过去，作为跟病人直接打交道的一线员工，护士却须执行层层传达下来的命令，将决策权交给这一结构链中的上一级。现在，护士不是唯管理层是从，而是直接为病人服务。

    2、把培训融入流程。产品与服务以加速度与日俱增，同时技术赋予人类越来越大的力量。这时，培训的本质也发生了巨变。它不再是一次性，而应是持续不断的活动，必须纳入日常工作流程。

    例如安尼特公司，起家时是美国伊利诺州的电线和电缆分销商，向世界各地销售不同型号的电线。1984年，他们逐渐发展到今天的规模，成为精密电讯基础设施供应商。对销售人员来说，这是个大变化，从前他们只是处理产品，如今不得不销售高度定制化的系统。到1994年，销售人员负责销售的有88,000种产品！还有，他们销售的对象必须是信息主管、而不是代理商。他们的销售方法必须比以前更成熟。培训总监Julie Anixter（朱莉）说，公司必须找出"更有机统一、更能反映公司及工作的网状形态"的培训方式。

     3、建立战略联盟。企业要想保持精悍干练，就要想法与一些企业结成伙伴关系，让它们提供自己不能提供的东西。这会使企业重新确定市场边界的性质，使市场更易渗透、对外更开放、而不是决定谁进入或退出市场。

    例如Nickelodeon（尼客隆），这是一家专营儿童节目的有线电视网，获利甚丰。在1984年到1994年十年间，这家公司从一个只有20名员工的亏损企业发展成在娱乐业屡屡获奖的大企业。人员精干、运作经费紧张早就是该公司的特点。这迫使他们不得不依靠日益扩大的合作网络如索尼和Mattel（麦特尔公司）来实现其快速发展。公司的这种合作伙伴关系为尼客隆提供了它这种规模的企业难得的机会。

    迎接这些挑战不仅能使企业更灵敏地应对不断变化的市场及顾客需求，还能让工作从人性的角度来看更满意。只有拆散孤立人们工作的组织结构才能摆脱工业时代的做法。那时，由于对工作任务进行过于狭窄的介定并且强调监督，使得多数人的日常工作失去了尊贵和意义。只有把行动和决策权重新统一起来，才能重新恢复劳动的意义和自主权，使大部分时间都用于劳动的人们得到激发，从而做出最富有想象力的最大努力

    "融合"与其说是一种模式，不如说是一种流程。网络的大小、形状各异，因此根据网络运作的原则进行描述，最能够说明问题。这些原则是:A、各等级间公开交流式的运作方式，即使敏感的信息也要实现共享，不要考虑职位或有无权利知道；B、淡化构思和执行的界限。重视一线员工回馈的信息，给予他们决策权。
    创设一种长久网络，在企业内重分权力。网络不仅能用非正统方式联系人们，还能使他们在完成工作之后扩大这种联系。作为持续再造企业的工具。“融合”总是以新的方式将人们联系在一起，因此，可以用作持续改进的工具。拥抱企业以外的世界。将顾客或供应商包括进来，扩大了网络的范围，使顾客和供应商的忠诚度达到新的极限。
    在实践过程中逐步发展。网络的形成是为了针对具体的危机做出反应，负责完成工作的人们在工作过程中能找出哪些东西可行，哪些不可行，它没有等级制度。
    例如，在英特尔公司，人们在灰色区域蓬勃发展。开车到英特尔总部时，首先映入眼帘的是停车场没有预定车位。该总部位于硅谷中心，是一座向四面伸展开的五层楼。Sally Helgesen（萨莉）这样说道。“大楼里也同样奉行无等级制度，从董事长到工作人员都在开放式的办公室工作。英特尔这样不固定地平等使用工作空间，在很大程度上反映了公司的结构”。多个工作场地。这家微处理器公司的企业文化很强大，在随便一处英特尔办公室萨利都能看出它的共同特色来。香港英特尔有限公司（Intel Semiconductor Ltd.）的人力资源区域经理Chin Teik Cheah（秦悌奇）说：“在英特尔随处都适用这样一种理念，我们做事要快，不能被等级制度拖了后腿”。

    对于那些在一个区域内要同横跨十个国家的同事协调工作的员工而言，这是一个优势。每个人力资源经理都有两个工作点。一个香港的经理可以在澳大利亚拥有一个工作场地，一个台湾经理可以在中国大陆有个工作点。在韩国工作的经理也在印度工作。传递指令的管道很多、呈漫散状。我们在亚太地区的所有人随时既是经理，又是经理兼单个的贡献者。秦悌奇说，“我不只是管理人，否则英特尔还要再找十个我这样的人。我自己有项目，有员工，要参与各种工作和会议，还要亲自生产产品”。
    精英型的企业文化。要在这样一个不断发展的环境里兴旺发达，英特尔的员工必须能在这灰色区域内发挥作用。他们应该知道，公司可能要求他们与英特尔其它分公司的同事组成团队攻关，过后再解散。秦悌奇说，英特尔的基本哲学是：“要承担责任。见到球往下掉时，就要把它接住”。他又说道，还有一个挑战是，如何"提炼出自己企业文化的精华，再吸取当地文化的优势，努力把二者融合起来"。

    举这么多的例子就是要说明“以人为中心的融合模式”的先进性，我们在发现人才方面比他们更棋高一招。我国现代化建设的进程，很大程度上取决于国民素质的提高和人才资源的开发。培养同现代化要求相适应的高素质的劳动者和专门人才，发挥我国巨大人力资源优势，关系到21世纪社会主义事业的全局。实际上，目前在航空企业所有经营资源中，人力资源是效益发挥不足，使用效率较低的资源。因此，我们必须正视问题、解决问题，同时要考虑到人力资源开发和管理的复杂性和特殊性，在实践过程中始终把握住“以人为中心的融合模式”这个关键因素，并以理论为基础，借鉴发达国家企业的有关经验，不断研究人事工作中出现的新情况新问题，与时俱进，讲求人力资源管理的科学性和艺术性的统一，全面提升航空企业的人力资源管理水平，把航空企业的人力资源管理不断推向一个新的境界，使航空人、航空企业成为新世纪我国工业经济的"巨人"。

安岗2003年8月19日于深圳联系电话：0755-81155186；（传真:83660457）

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Know , excessive Xi the actual condition of the aerial enterprise of our country, refer to the enterprise of developed country for the relevant experience of manpower resource my, application invention " 6 generation management method · install theory " for how to better the aerial management of manpower resource have carried out brief exposition.

One and the aerial enterprise management present situation of manpower resource

Reforming and opening up to the outside world comes to the survival environment of the aerial enterprise of our country for more than 20 years to occur huge change, new technical revolutionary tide upraise , knowledge economic times come , our country enter Shi Ji global economic integration, make aerial enterprise be faced with the market competition that aggravated increasingly. To meet market and the external environment of economic globalization , must strengthen and improve enterprise built-in management level , advocate innovation , raise efficiency and benifit , strengthen self strength, the key of all these lies in the talent who holds each aspect and corresponding system, person is production Zhu essential factor in most positive , most activism , have the factor of subjective activity, therefore must development and the management of aerial enterprise manpower resource mention chief agenda, strengthen and implement the enterprise development and management strategy of manpower resource efficiently.

Since under planned economic system, the inertia of traditional personnel management system takes affect the aerial enterprise management of our country of manpower resource can only along with reform the pace of one step whole change , this kind of inertia delay time step by step make the aerial enterprise management of manpower resource of current stage be still replenishing and strengthening according to the management pattern under planned economic condition, have restricted the effective use of other enterprise resources on certain level, so develop management effect owe good, the requirement of and market economy have greater gap, major expression in some following aspects.

1. Management idea and the development of manpower resource

Now, aerial enterprise is on the management idea of manpower resource , the management development idea of manpower resource of " found on people , " flows in form , lacks the ideology of " manpower resource is enterprise first resource ", large staff enthusiasm can not be transfered fully, staff quality with Qian can do not get develop and use further. Additionally for manpower resource this kind of special enterprise asset insure value increment consciousness indifferent, despise or overlook use and the development of manpower resource, do not establish effective manpower capital invest in and ensure system.

2. Manpower resource is selected and deploied

Because of aerial enterprise in manpower resource select and deploy , lack the manpower resource of a complete science judge standard, test as working analysis and ability , Ji effect check and nature test etc.; Lack fair competitiveness , is at will sexual , contingency factor great, recruit and select person often not definitely accord with the genuine needs of enterprise development, cause the aerial enterprise of our country in manpower resource select and deploy aspect is in a kind of " on the one hand, person is contracted fully, on the one hand, talent runs off " , " some person sinks matter is done , have no time , nobody trunk " awkward situation, this have become the major problem of the aerial enterprise management of manpower resource one.

3. Manpower resource is encouraged and restrained system

It is equalitarianism distribution that economic pay and the labour input of aerial enterprise staff do not form subsidy and the various bonuses in reasonable corresponding relation and wages income and wages bonus once determine after is nearly impossible to change , lack flexibility. Therefore current enterprise pay distribution system could not be played the part of really the role that encourages. Also, aerial of business management of enterprise also lacks effective benefit to encourage, though reforming and opening up to the outside world since, aerial enterprise have carried out the benefit mechanism of enterprise achievement pothook and manager income, but manager nominal income low too, pay out with it work , undertake the responsibility risk of soft breeze disproportional, have so reduced their enthusiasm and creativity.

4. The training way of manpower resource

When aerial enterprise conversion is managed in machinemade process, some training waies of aerial enterprise have begun since receiving orders , run a school and plan lead, to market lead , act on one's own run a school change. But the training development of manpower resource of aerial enterprise still has some problems, is mainly: ( 1 ) training specific aim is not strong , train development campaign, develop strategy frequently with enterprise, appearance come apart , training work lack longterm program as well as training channel narrow; ( 2 ) training organizes plan to fall behind , has dogmatism and flows in the phenomenon of form; ( 3 ) training rear people can not get reasonable use , cause to train cost with talent run off in large quantities.

2, do countermeasure according to the aerial enterprise management of manpower resource of abroad

Aerial enterprise will subsist and want to develop , will vigorously develop , will participate in the domestic competition of international market exist side by side in do not defeat land, must pay attention to manpower capital investment, overall enforcement the development of manpower resource invest in strategy and establishment with manpower capital with develop the manpower capital advantage of aerial enterprise, establish effective aerial enterprise the development management system of manpower resource.

1. Set up the management thought of " found on people , "

Person is managed power and the core with technical work is aerial enterprise in become intense day by day compete neutrality in do not defeat the important guarantee of land. Should know: The low cost of high quality of product and the high benifit of enterprise do not be to is so accidental that come , decide from the good management system of manpower resource with excellent employee. Therefore the importance and role that sets up manpower capital investment are larger than the consciousness of material capital investment , establish manpower capital development and talent competitive strategy to be imperative.

Developed country goes to today in the beginning of 90 decade from 20 century, have used 7 only, ～ the time of 8 years the, enterprise management of manpower resource have occured huge change and development , study its reason, lie in them for the high attention of this work. A lot of our aerial enterprises what lack is just this kind of development training talent , reasonable make choose a person for the job just, effective management talent idea, therefore, have only develop efficiently , use staff fully every Qian can , just quality, arouse its enthusiasm and creativity , is just enterprise prosperous book.

2. The manpower resource of scientifically perfect establishment is managed system

Establishing perfect scientifically the management system of manpower resource is the foundation of the management and development of manpower resource.

( 1) first analyse and position according to the needs of aerial enterprise and the strategic program of enterprise as well as enterprise internal and external environment, make the program of manpower resource, will need talent for enterprise make proper forecast, at the same time will the program of manpower resource run through in the whole process of enterprise production operation, avoid the blindness of plan.

( 2) establish aerial enterprise capital assessment and the asset of manpower resource, verification system, in order to control supplementary or addition investment, use and the development of manpower capital efficiently; It is machinemade that establishing improve and perfect manpower capital investment guarantee step by step with origanization construction, on proper proportion will the investment of material capital change direction the investment of manpower capital.

( 3) strengthen the management system of manpower resource Zhu essential factor between inner connection, realize each essential factor between suit , make it become a organic whole, then can develop its discovery talent fully , reasonable make choose a person for the job just wait for deserved role, then can accomplish person really let it just, just use for me, grow with it.

3. Design scientifically, Ji effect check and pay encourage system

It is the important composition part of enterprise value system that the pay of enterprise encourages system, is also the key of aerial enterprise power mechanism. It can induct needed talent , encourages and stabilizes talent if reasonable pay encourages system, develop employee, Qian can, create a harmonious environment , raise labor productivity. The design of pay system will consider that enterprise inside is fair , will also consider that enterprise is external and balanced. Normally , enterprise inside because of the difference of division of labour, for the check method of talent also difference, in market economic condition take off , general enterprise should according to staff for enterprise make contribute the basis of check action, this is Ji effect check method. Practise proof, Ji effect check and the pay of enterprise encourage system can just form a kind of move mutual virtuous circle.

The way that enterprise encourages system combines feasibility condition and the profession characteristic of the aerial industrial content and high risk of high technology a lot , may be considered from following few aspects.

( 1) refer to developed market economic national manpower resource develop encourage mechanism, establish risk pay reward system. Press staff position with participate in the size of management decision making authority and final technology, definite risk pay reward take the proportion of wages and repay under this proportion multiple, risk pay reward general in 5% ～ float between 65%, repayment multiple in 0 ～ 5 times, this have embodied enterprise encourage mechanism. As investigation result shows , carries out for engineer, 25% ～ the risk of 50% pay reward with 0 ～ the repayment multiple of 3, it encourage effect than send bonus much better.

( 2 ) material encourages encourage with spirit,. It may include wages, bonus, various subsidies and other welfares , promotes if material encourages with training opportunity, but, this kind of way of encouraging is too unitary , at the same time, the limit effectiveness of money is to follow the law of successively decrease , often reach in practice, do not go to the purpose that encourages , can not also meet the needs of aerial enterprise development. Therefore must combine spirit to encourage, spirit encourages including through establishment definite organization goal arouses the working enthusiasm of employee , work in a planned way take turns make , certain scope work authorize system wait , come unceasing rich with strengthen the content of staff work, make staff feel that work has challenge and fresh sense more to satisfy staff to pass through work get self development and realization the needs of self value.

( 3) establish post-waiting system. Have to encourage, will also have restraint. Combination now, the aerial enterprise heavy problem of redundant personnel is established post-waiting system is imperative. Consider to keep every year to take the staff around entire enterprise 30% , is in post-waiting state , provide basic living expense around according to the 30% of its wages , treat hillock staff during post-waiting to implement training , encourage it to be professional from plan. At the same time annual end compete hillock and end for whole enterprise staff, the last hillock part of position elimination check and original post-waiting the original post-waiting part in hillock maintains the post-waiting staff proportion around 30% all along , and forms a kind of cycle and system to realize the unceasing optimization staff quality structure and synergism of depletion of numbers of enterprise.

( 4) raise entire aviation from policy enterprise from the income level of field people, make it suit with market economy to guarantee encourage level. Additionally, management for marketing enterprise implements stock option system, reduce the non physical loss that its behavior of short period brings to enterprise to reach , for its long-term operation Ji effect encourage.

4. Cultivation is strengthened " corporate culture "

Person is not only that economic person is still social person, a person will be a little spiritual , a enterprise will be a little spiritual more. Corporate culture uses viewpoint of value and faith armed staff , makes staff take action voluntarily for realizing enterprise goal , is that enterprise has guarantee and the foundation of centripetal force and powerful cohesive affinity. Good corporate culture is helpful to transfer from foundation whole Yuan present for enterprise spirit. In the management of manpower resource of enterprise, must pay attention fully, with corporate culture mix together and permeate , must pay attention fully with the coordination of internal environment and enterprise external environment, have continuity with the manpower resource of enterprise guarantee, accord with the characteristic of manpower resource of enterprise. Abroad, some big companies emphasize the combination of corporate culture and the program of the strategy of manpower resource very much, the idea of corporate culture of " not only produce product , and produce person, " of Panasonic is corporate culture in the embodiment in the strategy of manpower resource.

Implementing manpower resource synthesize to develop strategy , should at the same time strengthen political ideological work, pay attention to employee professional morals, ideological moral and health, upward outlook on life and the training of viewpoint of value, this is effective enforcement manpower resource and corporate culture synthesize the important guarantee of strategic development.

5. Establishment and perfect training system.

Talent training plan is the important content of the management of manpower resource , should determine to train plan respectively according to the business needs of aerial enterprise, strategic goal and the training ability of enterprise: Enter talent training plan recently; Professional talent training plan; Department reponsible training plan; The general plan of Training Within Industry; Talent chooses to send further study plan ( include domestic, foreign further study).

In training, will pay attention to manage the educational training of, technical people , will also strengthen the educational training of general worker; Before emphasize hillock , train , will pay attention to train after hillock more; Will emphasize , whole Yuan educate training, will again pay attention to key education and training outstanding talent; Will have short period to plan , and will have , long-term plan. At the same time, will accomplish country to make capital, make capital with enterprise, social training, enterprise training and self training , encourage self study just; Emphasize professional education , use professionally more competent and non specialization, , release from duty the mechanic troop training with sparetime wait for various way and means with learning update.

While implementing above talent training plan and means enterprise operation, training and the development of notice manpower capital level and benifit, make in enterprise development, at the same time, manpower capital can be insured , worth or appreciate constantly, manpower capital quality and quality can also get unceasing raising, the quality of and manpower capital and the raising of quality conversely again promote enterprise to advance to realize the virtuous circle of enterprise development and the enterprise training of manpower resource.

3 the management of manpower resource of " 6 generation management method · install theory "

Invent personally " 6 generation management method · install theory " " An Shi the management of manpower resource " With existing " the management of manpower resource " complete difference, it have gone on for the management of manpower resource again location: From foundation, have solved the mistake district that people understand for " talent ", explaining what with brand-new concept is " talent ".

" diction sea " define " talent " is: " have insight, the person of knowledge has both ability and integrity person " " the Beijing talent regulation of market control " claim that talent denotes to have professional technical position to hold a post each kind of administrator as well as the professional technical people of the above educational background or qualification of secondary specialized or technical school; Field circle limits high-grade talent is: One , must have group team spirit, future talent is the concept of a set, it is with " talent crowd " way expression come out; 2, must have " technology content ", future talent must be to have the high new knowledge of science and technology , can utilize the person of the tool of science and technology; 3, future talent must have the loyal sense of altitude for enterprise with society , must act with the way of professional manager person.

The summary of the author in the aspect of each the understanding for talent is basically: 1, have " virtue ", common say is " have conscience , can not have evil thought, ". But " virtue " is a very abstract concept, different person in not same time have the understanding of difference, a same person, in the condition of difference take off for " virtue " understand also different; Therefore measure as one of talent " virtue ", standard is " person system " instead of " legal system ". 2, have educational background and professional technical position to hold a post, qualification has reflected this person professional level and knowledge structure merely, but this proof person has working ability, as to whether is qualified for work is other a yard of matter. A person has no certificate can not also say that this person one has no , is place, the ancients chants " tiger falls to level sun, bully by dog, fall , the phoenix of grass is not as good as chicken "; The working ability of a person has no the connection of necessity with educational background.

The definition of me for talent is: Denote to have certain knowledge level and ability, and can " competent specific work " person this is talent. According to this way of thinking, it is 3 big kinds of that I divide into " competent specific work ": A and post let be larger than the work of beging , characteristic is that the person who can be qualified for this work loses too, talent is in to lag behind demand state, whether ask talent to be hard to say very much; B and post let beg the work of basic balance, characteristic is , only you think of job opportunity, for can ask surely. This kind of person is the talent scope that all understand basically; C and post lag behind demand working, it's characteristic is to be able to be qualified for the person of this work too much, talent is in to let is larger than beg state, in which have a part of person is all understand talent scope. For the not similar working period of difference, should use different management method.

The management of manpower resource of now is the management of person for person and the discovery of talent basically with use come to discovery and decision basically by superviser, with talent have no with great efforts direct concern inevitablely. I " 6 generation management method · the management of manpower resource " have solved this management problem from foundation. Simple say is: Your this person can be qualified for what work , can take charge of what leading post , selects completely by your me, we are to manage person with the system of a set of science, instead of choose a person for the job manage person. Its starting point is " found on people , ": What do you let to make " do you found on people "? What it embody is that human nature melts Management is managed what is more is that to cost pothook instead of melt to human nature get in touch. Actually " found on people , " manage it include two parts. One is that human nature melts , one is that cost melts. How to embody in difference management " found on people , " are the patent of " 6 generation management method · the management of manpower resource ".

" iron is hit battalion coil the soldier of running water ", how to Do you found the enterprise structure of " do you found on people "? Now The most enterprises still continue to use the structural pattern of 19 century: Is immutable , grade is strict. In the vigorous development of 21 century, enterprise must build flexible , " with artificial center fuse pattern ". Enterprise now face directly to stress overall Gou challenge, in order to can use innovation technology better, for worry Ju enlarge market make more rapid reaction, at the same time enterprise still become people more the working place of Shu Xin. However rear a goal not again is morals only , honourable with Fou problem, is how to ingenious use a kind of valuable resource problem. Virtue pulls g( Peter Drucker ) prophesy to say, establishment the economy on knowledge foundation will become the economic form that we do not come to. In such a kind of economy, the genuine value of enterprise organization exists in the thought ability of employee. If people have no hero sense for work, do not display the freedom of talent fully, they will not carry out creative thought. It is well-trained that new economic form must rely on and morale high employee also asks that enterprise gets rid of the out-of-date phychology of industrial times, will speak efficiency and human nature to carry out simple 2, the law of dividing. As Margaret Wheatley( kindness special beautiful) in Leadership and the New Science( editor translate; " leading artistic and new science ") observe in a book , we now busy " is also to seek new order source on world however, ".

" with artificial center fuse pattern " is such a kind of new source. The medium level of old type of origanization construction is strict , strive for rank, limit and division of labour , have restricted iformation flow to know. " with artificial center fuse pattern " put leader in central location instead of high in on, emphasize will let employee convenience be close to lead , participate in decision. This network most show characteristic is , it go outside extension from center, is also one have no the process of end forever. Build net , as if spider like, weave continually new join line, at the same time consolidate constantly already some netting twine. The tool that they use does not be to issue orders , and is to offer dialogue window and participate in dialogue constantly. Build net to know , want firm periphery and balance, with harmonious essential. The leader in net type structure must pass to be tolerant, demonstrate own strength, through enlarging the influence of others constantly, strengthen own position. The completion of peripheral work is most important in net, the people who do these works will directly bear the duty of complete important task together , share income repayment. So as soon as coming they than the traditional enterprise of vertical type structure in employee have power more go to the input work of the whole body of moral nature, do not always emphasize the importance of highest leader like them.

" with artificial center fuse pattern " offer a kind of help the configuration of enterprise reconstruction , make it reflect better that we know the way of present world. But say specificly, this kind of network this how to running? How do they then can make enterprise gather Si Guang Yi more extensively , want talent? Are you also to how to encourage to develop new alternating channel? What is more important perhaps is that these networks how to help enterprise to face next century is doomed to undergo , incomparable challenge? Future challenge is multiple, but every challenge is asked break the obstacle between department , fuse function and the task of employee in enterprise. Enterprise inside is faced with challenge , must get rid of some crucial fields of obstacle include:
1 sale. Now, world, various services and product are put out eagerly, every enterprise must walk out of a way that face market completely make a slice of novel chink market , for self developing. This signifies that every employee of enterprise must think deeply like sale people problem is summarized constantly product or service how then can satisfy certain kind needs or solve a problem. This kind of condition has only sale campaign not have been listed as special function sheet again then can realize.

For instance in world the manufacturer Intel company of integrated circuit that most gains ( Intel Corporation) one not large have creativity " fuse net, " make it limit who again is own customer, and have determined the substance of company's business eventually. Intel is self complete definition the company of consumer goods, instead of offer processing the manufacturer of element for others. When the 386 chips of Intel are faced with failure, when threat goes to company Intel facus from original elephant IBM and virtue Er( Dell) with compaq( Compaq) wait for company the same original equipment manufacturer( OEM), adjust again is face last user. Through directly attracting personal computer user, Intel lets them believe that 32 operational abilities have benefit very much, so these users begins requirement, produce the type of running on 386 chips. Actually, user has pulled open market front door for Intel , forces manufacturer to begin to use it's chip.

Directly move towards the public to signify, carry out the most big enterprise, do the thorough adjustment that does not arrive. But Intel bold have opened it's organization structure, have created one let the flexible structure of the resource problem of flow direction. The management of Intel submits distribution type structure , has various alternating channel , emphasize have not reached the value of highest layer. So, network may offer a kind of outstanding way , lets enterprise limit the role of a line employee again , and then develop its best talent.
Again as 1973 years, American Boston Beth Israel Hospital( editor translate: Cypress silk hospital) pass this kind of effort. Nurse associate president, simultaneously nurse long Joyce Clifford( g beautiful good fortune) have changed the grade structure of hospital thoroughly, it become genuine " mix together , " structure, so have not only changed the role of nurse, have still changed the entire structure of hospital. In the past, action follows patient a line employee that directly has dealings nurse must carry out communicate layer upon layer, come down , order, deliver decision making authority to the last a level in this structural chain. Now nurse do not be only management level is from, is directly serve patient.

2, blend in training , process. Product and service grow increasingly with acceleration, at the same time the technical more and more big strength of composing mankind. Now, the essence of training has also occured great change. It does not be oneness again , and should be continued unceasing campaign, must fit into daily working process.

For instance, install nit company, when building up is American she advantage Nuo cable sale agency and the wire of state, sell the wire of different model to world every place. In 1984, they develop the scale of today gradually , become precise telecommunications infrastructure supplier. For sales performers , this is big change, in the past their is handling product, have to sell now customize highly melt system. Until 1994 the responsible sales of sales performers have eighty-eight thousands kinds of product! Still have the object that they sell , must be information manager, , instead of agent. Their sale method must than before ripen more. The training Julie Anixter of chief inspector ( Zhu Li) say that company must find out the training way of " is more organic and unified , can reflect company's and working reticular form more, ".

3, establish strategic alliance. Enterprise keep vigorous capable, for law form partner relation with some enterprises, let them offer the thing that can not offer self. This can make enterprise determine the nature of market boundary again , makes market be easy to permeate more , is external and more open , instead of decide who enter or quit market.

For instance Nickelodeon( nun guest grand), this is a specialize in the net of cable television of child programme, profit very plentiful. Between going to 1994 years decade in 1984, this company's enterprises running under deficit that has only 20 employees from one develops in amusement field, repeatedly obtain the big enterprise of award. People are capable , running funds tense have long been the characteristic of this firm. This forces them to have to rely on the cooperative network that enlarges increasingly if rope nun is with Mattel ( wheat special Er company) realize its fast development. This kind of cooperative partner relation of company for nun guest grand have offered the enterprise of its this kind of scale rare opportunity.

Meet these challenges, can not only make enterprise reply more sensitively, customer demand and the market of unceasing change can still let work , is more satisfactory from the angle of human nature. Only, break isolated people to work, organization structure then can get rid of the practice of industrial times. Then because of go on for working task too narrow is situated between decide and emphasize supervisor, make the daily work of the most person have lost honorable with meaning. Only, unify action and decision making authority again to get up , then can resume autonomous right and the meaning of labour again , make the most of times get used in the people of labour to arouse , so make the biggest effort of the most rich imagination

It is a kind of pattern that " mix together , " say with it, it is a kind of process to have better to said. Shape and the size of network are each different , therefore describe according to the principle of network running, can most explain problem. These principles is: Between A and each grade, exchange the running way of type openly, even if sensitive information will also realize , share , do not consider whether position or right is known; B, desalination conception and conducted limit. As soon as paying attention to the information that line employee passes on , give them decision making authority.
Found a kind of long network, in enterprise heavy minute power. Network can not only connect people with unorthodox way , can still make them enlarge this kind of connection after working consummately. Is last make the tool of enterprise again. " mix together , " always connect people with new way together , therefore may use to make the tool of continued improvement. The world besides embrace enterprise. Include customer or supplier to come in , have enlarged the scope of network, make customer and supplier loyal degree reach new limit.
Develop step by step in practice process. Network form is for make the people of reaction and responsible complete work according to specific crisis can find out which thing in working process feasible, which unworkable, it have no grade system.
For instance, in Intel company people in grey regional vigorous development. What first strike the eye , when driving to Intel headquarter is that parking lot does not be intended vehicle position. This headquarter locates in the center of Silicon Valley, is one to extend all sides boil five floor of building. Sally Helgesen ( Sa Li) so say. " building in also pursue the system of off grade also, go to staff from chairman of the board work in the office of open. Intel, do not fix horizontal etc. to use working space, have reflected the structure of company greatly, ". Many working places. The corporate culture of this tiny processor company is very powerful , in casual a Intel office Sa do good to can find out it's common characteristic come. The Intel limited company of Hong Kong( Intel Semiconductor Ltd. ) the regional manager Chin Teik of manpower resource Cheah( Qin Ti Qi) say: " in Intel everywhere such a kind of suitable concept, we work want rapid, can not drag rear leg by grade system ".

For those will stretch over the colleague coordinative working employee of 10 countries together in a area , this is a advantage. Every manager of manpower resource has two working points. A manager of Hong Kong may possess a working place in Australia, a manager Taiwan may have working point in Chinese continent. The manager in the work of South Korean also works in India. The pipeline that transmits instruction is many , submits free scattered form. We all persons in the Asia-Pacific region at any time as manager, is also manager simultaneously single contribution. Qin Ti Qi says , " I is not only management person, otherwise Intel still seek my 10 such persons again. I have project self , have employee to participate in various work and meeting, still personal production product ".
The corporate culture of elite type. In the environment of such a unceasing development, is prosperous , the employee of Intel must can play role in this grey area. They should know that company asks them and Intel other probably the colleague composition group team of branch tackles key problems , dismisses afterwards again. Qin Ti Qi says , the basic philosophy of Intel is: " will undertake responsibility. See ball, when going , will receive it to live, ". He again says , still have a challenge, is , how to " refine the cream of self corporate culture , and then absorb the advantage of local culture, effort fuses both to get up ".

The example of so much act is to explain the advancedness of " with artificial center fuse pattern " , is recruited in the aspect of we discover talent than their more chess high one. The process of the modernization of our country depends on the development of talent resource and the raising of national quality greatly. Train same modernization to ask appearance adaptive and high, special talent and the worker of quality develop the huge advantage of our country of manpower resource , concern the overall situation of the socialist cause of 21 century. Actually, now in all aerial enterprise operations resource in, manpower resource is benifit play is below , use efficiency lower resource. Therefore we must face problem and solution problem will be at the same time developed and managed as far as manpower resource is concerned complexity and particularity, in practice process, hold all along " with artificial center fuse pattern ", this crucial factor, and the new condition new problem of refering to the enterprise of developed country with theory as foundation that unceasing research personnel arises concerning experience in work with all enter , strive for the scientificness of the management of manpower resource and the unification of artistic quality, overall promotion aerial enterprise the level of management of manpower resource, the management of manpower resource of aerial enterprise push constantly to a new extent reached, make aerial person and aerial enterprise become the new century industrial economy of our country " giant ".

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