摘要
人力资源道德风险问题一直是困扰现代企业人力资源管理的难题。它不但包括因信息不对称和监督机制不完善而产生的偷懒、搭便车、机会主义行为,还包括由于道德行为的不确定性而引发的员工违背企业道德要求和职业道德规范的行为,基于制度的客观性、稳定性和可靠的预期性,本文认为应通过综合业绩考核、激励约束机制、道德培训、文化渗透和人力资源“双契约管理”等人力资源管理制度创新,来管理和控制人力资源道德风险。
Moral hazard of HR is a problem in HRM for a long time. Not only it comprises lazy, free-ride and oppertunism behavior because of information asymmetry and imperfect supervisory mechanism,but it also leads to behavioral hazard of employees by violating enterprise professional moral standards. Based on the objectivity, stability and reliability of the system, we should make use of the systematic creation of Human Resource Management in order to manage and control moral hazard of HR, such as the use of comprehensive performance appraisal,inspirationconstrained mechanism, moral training, cultural penetration and double-contracts management of HR.
出处
《技术经济》
2007年第4期22-26,共5页
Journal of Technology Economics
关键词
人力资源
道德风险
制度创新
道德培训
双契约管理
Human Resource
Moral Hazard
Systematic Creation
Moral Training
double-contractsmanagement
