系统化人力资源实践与企业竞争优势
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外国经济与管理 2003 年 第 25 卷第 02 期, 页码：7 - 11
摘要
参考文献
摘要
本文在潘罗斯区分资源与资源提供的“服务”的理论基础上 ,分析并论证了人力资源不是企业持续竞争优势的源泉 ,提出了系统化人力资源实践才是企业持续竞争优势的源泉。接着 ,在讨论了系统化人力资源实践概念内涵和特点的基础上 ,探讨了系统化人力资源实践是企业持续竞争优势的源泉的诸多原因。最后 ,在两类系统化人力资源实践的假设条件下 ,详细分析了系统化人力资源实践如何赢得企业竞争优势。
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[2]Barton,D L CoreCapabilitiesandCoreRigidities:AParadoxinManagingNewProductDevelopment[J]StrategicManage mentJournal,1992,(13):111-125
[3]Lado,A A ,andWilson,M C HumanResourceSystemsandSustainedCompetitiveAdvantage:ACompetency basedPer spective[J]TheAcademyofManagementReview,1994,(19):699-727
[4]Penrose,EdithTheTheoryoftheGrowthoftheFirm[M ]Oxford:OxfordUniversityPress,1995
[5]Priem,R L andButler,J E IstheResource basedViewaUsefulPerspectiveforStrategicManagemetResearch[J]TheA cademyofManagementReview,2001,(26):22-40
[6]Teece,D J ,G Pisano,andA ShuenDynamicCapabilitiesandStrategicManagement[J]StrategicManagementJournal,1997,(12):509-533
引用本文
苏方国, 赵曙明. 系统化人力资源实践与企业竞争优势[J]. 外国经济与管理, 2003, 25(2): 7–11.
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