【正文】 存在的差異 ,獲得企業(yè)人力資源管理有效性的總分 。此外還可以考慮 源管理有效性評價(jià)量表 。運(yùn)用標(biāo)準(zhǔn)分的思路統(tǒng)一評價(jià)表中具體指標(biāo)和態(tài)度 統(tǒng)進(jìn)行優(yōu)化精簡 。 編制企業(yè)人力資 在后續(xù)研究中 , 可以考慮對評價(jià)系 不用進(jìn)行細(xì)化還需進(jìn)一步研究。 ? 教師、博士、碩士研究生 。此外對于評價(jià)指標(biāo)應(yīng)該細(xì)化到什么程度 ,還是 同時(shí) ,咨詢的專家學(xué)者樣本數(shù)量較少 ,范圍較窄 ,基本上全部都是我院的 持 , 將使本研究更具說服力 。 限于研究條件所限 , 果獲得大量的企業(yè)的支 采用個(gè)案研究方法是局 本研究的不足之處在于在本研究的驗(yàn)證階段 , 研究以及研究對于企業(yè)界的建議進(jìn)行深入探討。 ? 第五部分討論與建議。主要對研究中的發(fā)現(xiàn) ,研究存在的缺陷 ,后續(xù) 權(quán)重 ,此外獲得了不同類型人員對指標(biāo)體系看法存在的差異。 ? 套評價(jià)企業(yè) 人力資源管理有效性評價(jià)指標(biāo)體系 ,同時(shí)考慮了各要素維度的 第四部分研究結(jié)果。該部分主要總結(jié)了該研究的主要成果 ,建立了一 指標(biāo)體系。 ? 重確定。第四是案例研究階段 ,主要是通過對四個(gè)企業(yè)的調(diào)查驗(yàn)證獲得的 一致性檢驗(yàn)獲得良好的內(nèi)部一致性 。采用層級分析法進(jìn)行各維度要素的權(quán) α系數(shù)對指標(biāo)體系進(jìn)行內(nèi)部 Cronbach? 劃分 ,獲得各維度內(nèi)部要素 。運(yùn)用 ? People always emphasize Human Resource Management in academic and practice always, so not only state but also anization washes increasing level of human resource management. In this way, after receiving some indicators and standard in HRM first, we could solve lots of problem in HRM in enterprise But in human resource management effectiveness evaluation that is entirely new field, people absent authoritative and stable tools. In the academic, how to constitute effectiveness of human resource management evaluating system is a pendent topic。 in the practice, the most difficult subject is how to pare HRM level and find out the gap between good HRM and not good HRM. Therefore, what is good in HRM and how to evaluate HRME have not been involved in theory and practice. There have seldom researches in the subject Because of the importance and lack in enterprise management, the research target is what constitute a HRME evaluating indicator system, and confirm the weight of factor and indicator in the system. The HRME evaluating system proves and emphasizes the value of HRM practice, and improves HRM practice level by judging the increasing and reducing in HRM practice. Moreover, the system can redound to realization HRM target, and create the enterprise value that focuses social responsibility, ethic and petition. Furthermore, using the evaluating system can pare HRM in different pany, and find out the gap between good HRM and not good HRM. Obviously, it is very important that enterprise holds a suit of plete, effect, reliable HRME system 9 Abstract?Author has three basic ideas. First, HRM should been a important target in enterprise management, and not been a assistant for the business management。 the second is about the system which should involve ration and nature indicators。 thirdly, the system could contain petence of person in HRM department There are 5 sects in the paperThe first sect is introduction including 2 parts. The former is illuminating the meaning and purport, that is why research the topic。 the latter is literature summarize that analyze and research correlation HRME literature, and find the limitation and superiority The second sect is target and flow of the research. The sect advances 3 research targets. Firstly, constitute a HRME evaluating system。 secondly, confirm the weight of factor and indicator in the HRM evaluating system。 thirdly, pare the diversity among mon employees, mon managers and HRM professional staffs in choosing HRM indicatorsHRM level and find out the gap between good HRM and not good HRM. The part of research flow is the research flow chartThe third sect is research design which is the core of the paper. The sect describe the research process, methods etc particularly. Author separates the sect to four phases. First is exploring indicator system that is pickingup indicators by design idea, and forming indicator scope. Moreover, author amends the indicator scope by focus group and expert advice. Second is a phase that perceives diversity of indicator scope. We analyze the diversity among mon employees, mon managers and HRM professional staffs by questionnaire. Third is a phase which constructs the evaluating indicator system of HRME. In this phase, author used factor analysis to construct the factor structure, and prove the validity. After 10 analyzing, we received good construct validity. Mo