构建核心价值观考核机制——基于企业文化“落地”的案例研究
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摘要
目前,中国的企业以KPI、BSC和MBO等为核心的绩效管理暴露了一系列的问题,如只注重短期利益,而且缺乏对员工的价值观和行为塑造。一些著名的企业,如阿里巴巴、GE、腾讯、隆平高科和中国银行某些分行等都采用了核心价值观考核制度。但是,目前核心价值观考核体系还比较粗糙,没有形成系统的机制和框架,缺乏理论基础和方法 ,比如,这些企业核心价值观行为的提炼和标准设置均缺少系统的方法和工具。本文以R企业的核心价值观考核为例,通过组建专家工作小组、选取核心价值观行为的样本、通过关键行为事件访谈、提取相关数据和资料,然后运用扎根理论进行数据分析等,最终总结和构建了具有普适性、逻辑严谨、系统性的核心价值观考核机制,来为中国企业的核心价值观考核模式的创新提供借鉴。
At present, the performance management of Chinese enterprises with KPI, BSC and MBO exposes a series of problems, such as paying attention to short-term interests, damaging the long-term development of enterprises, and lacking of value and behavior shaping for employees. Some famous enterprises, such as Alibaba,GE, Tencent, Longping and some branches of the Bank of China, have adopted the core values assessment system.However, the current value assessment system is still relatively rough, there is no systematic mechanism and framework, lack of theoretical basis and methods, for example, the refinement of these enterprises' core values and standard setting are lack of systematic methods and tools. Taking the core value assessment of R enterprise as an example, this paper summarizes and constructs a universal, logical and systematic core value assessment mechanism by setting up an expert working group, selecting samples of value behavior, interviewing key behavior events, extracting relevant data, and then using grounded theory for data analysis. It can provide reference for the innovation of the core value assessment model of Chinese enterprises.
At present, the performance management of Chinese enterprises with KPI, BSC and MBO exposes a series of problems, such as paying attention to short-term interests, damaging the long-term development of enterprises, and lacking of value and behavior shaping for employees. Some famous enterprises, such as Alibaba,GE, Tencent, Longping and some branches of the Bank of China, have adopted the core values assessment system.However, the current value assessment system is still relatively rough, there is no systematic mechanism and framework, lack of theoretical basis and methods, for example, the refinement of these enterprises' core values and standard setting are lack of systematic methods and tools. Taking the core value assessment of R enterprise as an example, this paper summarizes and constructs a universal, logical and systematic core value assessment mechanism by setting up an expert working group, selecting samples of value behavior, interviewing key behavior events, extracting relevant data, and then using grounded theory for data analysis. It can provide reference for the innovation of the core value assessment model of Chinese enterprises.
引文
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2.陈维政,忻蓉,王安逸.(2004).企业文化与领导风格的协同性实证研究.管理世界,(2),75-83.
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13.席酉民.(2002).跨国企业集团管理.北京:机械工业出版社.
14.向澜,章喜为.(2015).员工价值观与企业文化关系的研究综述.中小企业管理与科技,(4),166-167.
15.姚可可,陈同扬,衡媛媛.(2018).企业价值观管理对发展个人领导力的影响机制研究--以a.o史密斯为例.中国人力资源开发,35(06),123-133.
16.周新军.(2006).论现代企业制度框架下的企业文化创新.福建论坛(人文社会科学版),(4),34-37.
17.张皓月,王方华,薛晗.(2002).构建企业文化提升企业核心竞争力.科技进步与对策,19(11).
18.钟山,施杨,赵曙明.(2017).人力资源管理实践对价值观一致性影响的跨层研究.当代财经,(10),70-78.
19.周勇,陈柳青.(2014).价值观考核在组织绩效管理中的应用--以阿里巴巴为例.领导科学,(23),44-46.
20.Denison,D.R.(1984).Bringing corporate culture to the bottom line.Organizational Dynamics,13(2),5-22.
21.Hofstede,G.(1993).Cultural constraints in management theories.Executive,7(1),81-94.
22.Ouchi,W.G.(1981).Organizational paradigms:a commentary on japanese management and theory z organizations.Organizational Dynamics,9(4),36-43.
23.Wilkins,A.L.(1985).Organizational culture and leadership:a dynamic view,by edgar h.schein.san francisco,ca:jossey-bass,1985,$21.95.Human Resource Management,24(3),370-375.
2.陈维政,忻蓉,王安逸.(2004).企业文化与领导风格的协同性实证研究.管理世界,(2),75-83.
3.陈晓暾,侯鹏艳.(2019).个人-企业价值观匹配对员工工作幸福感的影响.企业经济,38(02),94-101.
4.方润生,李垣,冯进路.(2002).管理层人力资本结构的变化对企业绩效的影响.科研管理,23(6),93-99.
5.骆正清,张薇.(2013).创业型企业的企业文化落地--以阿里巴巴集团为例.中国人力资源开发,28(13),47-51.
6.卢美月,张文贤.(2006).企业文化与组织绩效关系研究.南开管理评论,9(6),26-30.
7.卢美月.(2002).试论文化和企业文化在跨国经营中的影响与作用.世界经济研究年特刊.上海:世界管理论坛委员会,240-248.
8.石伟.(2010).组织文化.上海:复旦大学出版社.
9.宋杼宸.(2014).企业文化在人力资源管理中落地的有效方法:一个“知信行”模型.中国人力资源开发,(20),17-22.
10.韦伟光.(2016).人力资源管理视域下的企业文化落地机制.企业改革与管理,(17),168-169.
11.王建军,李海.(2008).基于价值观的绩效考核及其在公共部门的应用.中国行政管理,(6),43-45.
12.许红军,张雷,田俊改.(2013).基于企业文化认同视角的企业文化落地动力学因素研究.中国人力资源开发,(13),42-46.
13.席酉民.(2002).跨国企业集团管理.北京:机械工业出版社.
14.向澜,章喜为.(2015).员工价值观与企业文化关系的研究综述.中小企业管理与科技,(4),166-167.
15.姚可可,陈同扬,衡媛媛.(2018).企业价值观管理对发展个人领导力的影响机制研究--以a.o史密斯为例.中国人力资源开发,35(06),123-133.
16.周新军.(2006).论现代企业制度框架下的企业文化创新.福建论坛(人文社会科学版),(4),34-37.
17.张皓月,王方华,薛晗.(2002).构建企业文化提升企业核心竞争力.科技进步与对策,19(11).
18.钟山,施杨,赵曙明.(2017).人力资源管理实践对价值观一致性影响的跨层研究.当代财经,(10),70-78.
19.周勇,陈柳青.(2014).价值观考核在组织绩效管理中的应用--以阿里巴巴为例.领导科学,(23),44-46.
20.Denison,D.R.(1984).Bringing corporate culture to the bottom line.Organizational Dynamics,13(2),5-22.
21.Hofstede,G.(1993).Cultural constraints in management theories.Executive,7(1),81-94.
22.Ouchi,W.G.(1981).Organizational paradigms:a commentary on japanese management and theory z organizations.Organizational Dynamics,9(4),36-43.
23.Wilkins,A.L.(1985).Organizational culture and leadership:a dynamic view,by edgar h.schein.san francisco,ca:jossey-bass,1985,$21.95.Human Resource Management,24(3),370-375.