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来源：百度知道 编辑：UC知道 时间：2024/07/04 07:37:50
DISCUSSION AND CONCLUSION
Our findings suggest that the field of HR practices in small private firms reflected by this sample has developed significantly beyond traditional Personnel Management. Many firms, especially those with committed owners, have developed advanced HR practices, many of which resemble Western high-performance HR practices. These HR practices have retained an indigenous character, thus they respond well to local needs and circumstances. At the same time, quite a number of firms have no HR practices; the owners decide all HR-related issues by themselves and use tight controls to manage employees.
The current study identified two strong predictors which determined the main direction and status of the small private firms’ HR systems: the commitment to high-performance HR system development and Guanxi with key stakeholders. Without strong Guanxi with key stakeholders, the owners of firms in Categories 2 and 4 spend precious resources and energy
Our findings suggest that the field of HR practices in small private firms reflected by this sample has developed significantly beyond traditional Personnel Management. Many firms, especially those with committed owners, have developed advanced HR practices, many of which resemble Western high-performance HR practices. These HR practices have retained an indigenous character, thus they respond well to local needs and circumstances. At the same time, quite a number of firms have no HR practices; the owners decide all HR-related issues by themselves and use tight controls to manage employees.
The current study identified two strong predictors which determined the main direction and status of the small private firms’ HR systems: the commitment to high-performance HR system development and Guanxi with key stakeholders. Without strong Guanxi with key stakeholders, the owners of firms in Categories 2 and 4 spend precious resources and energy
讨论和结论
Our研究结果建议HR实践的领域在这个样品反射的小私有企业中在传统人事管理之外显著开发了。 许多企业，特别是那些与做的所有者，开发了先进的HR实践，许多类似西部高性能HR实践。 这些HR实践保留了一个土产字符，因而他们很好响应地方需要和情况。 同时，相当多的企业没有HR实践; 所有者独自决定所有与HR相关的问题并且使用紧的控制处理雇员。
The当前研究辨认了确定小私有firms’ HR系统的主要方向和状况的二个坚强的预报因子： 对高性能HR系统开发的与关键赌金保管人的承诺和Guanxi。 没有与关键赌金保管人的强的Guanxi，追求的企业所有者在类别2和4的花费珍贵的资源和能量和修造的关系为了生存。 因为Guanxi大厦是一个长，定期和资源消耗的过程(彭2003)，所有者缺乏时候和资源花费在他们的雇员上或在HRM体系建筑上。 被采访的大多所有者意识到人管理的重要性; 然而，内部管理紧急由巨大的外压胜过。
在这些情况下，如果所有者是愿意花费不少时间，并且在HR实践的有限的资金，例如在类别2，他们可能建立一个最小和残缺不全的基于承诺的HR系统，例如申请个人偏爱(Renqing)往关键经理和依靠他们通过提供他们礼物、党和冰冷的被装瓶的水处理其他雇员(公司L’s事例)，或者显示他们的工作者的关心在热的夏日期间 愉快keep的工作者(公司F’s事例)。 类别4，其中与赌金保管人的Guanxi是微弱的，并且所有者不是愿意投资任何东西在HR系统开发的额外，情况为雇员是坏。