本文首先对国内外创新型企业人力资源、人力资源管理绩效评估
研究进行综述；其次给出本文研究的基本理论基础，由此得出有效开
发人力资源是创新型企业在激烈的市场竞争中获取可持续性竞争优势
的直接决定因素；再次，通过对相关文献资料的汇集与整理之后，以II
福建创新型企业为研究对象，深入研究了衡量战略性人力资源管理情
况的平衡计分卡各项指标，构建了一套适合福建省创新型企业的战略
性人力资源计分卡指标体系；最后，通过专家调查问卷和层次分析法
(AHP)求得各指标权重，采用多层次灰色关联评价法作为评估方法，应
用该评估模式对福建省第五批创新型企业（ 年）进行实证研究，
最后指出福建省创新型企业战略性人力资源管理存在的问题及改进思
路
关键词：创新型企业；战略性人力资源计分卡；层次分析法；多层次
灰色关联评价法III
STUDY ON EVALUATION SYSTEM ABOUT
INNOVATIVE ENTERPRIESS’ SHRM IN FUJIAM
PROVINCE
Pengren YU (HRM Major)
Directed by Professor Xiaodong Zhou
Abstract: It is an important strategic plan for our country to enhance the
capability of independent innovation and build an innovative country. As
the main force of Hercynian construction, the main ideas of enterprises’
future development in Fujian Province is just to seize an opportunity to
make full use of Fujian39;s geographical advantages, and create a group of
innovative enterprises with strong capability of independent innovation
and strong international competitiveness. But how to achieve sustainable
development of Innovative companies According to the resources theory,
human resource is a competitive advantage for enterprise, it is the core of
essential skills, and the value of human resource is the overall
competitiveness of enterprises and is the most important factor of
enterprise development. Therefore, human resource management naturally
becomes the focus of decision-taking, and its strategy becomes an
indispensable component or even becomes one of the most crucial parts of
the strategies of the enterprises. However, the current domestic research of
innovative enterprises’ human resource management just limited to make
some management strategy from the characteristics of innovative
enterprises, it hasn’t yet appeared a model or system of innovativeIV
enterprises’ human resource management assessment from a strategic
height. In such a context, it is no doubt a very important practical
significance to study strategic human resource management performance
evaluation of innovative enterprises in Fujian to enhance innovation
enterprise innovative ability and Fujian39;s economic prosperity.
Firstly, the paper elaborates the domestic and foreign research on the
human resource of innovative enterprises and the evaluation of HRM in
detail, understanding the advantages of HR Scorecard to assess strategic
human resource management. Then the paper gives a brief instruction to
human resources scorecard theory, human capital theory, strategic human
resource management theory, and the total innovation management theory.
After then, the paper analyzes the status quo of human resource
management of Fujian Province’ innovative enterprises and puts forward
the importance of constructing a SHR scorecard of innovative enterprises.
Based on the analysis and research in our province innovative pilot
enterprises, the author constructs a set of scientific, objective evaluation
system of innovative enterprises’ strategic human resource management,
according to the features of the innovative enterprises in Fujian, from the
view of independent innovation Strategy and from the dimension of
financial, customer, internal processes, and strategic, which will identify
and measure its contribution to improve efficiency of the organization and
realize the goal of the enterprise. This paper takes three typical enterprisesV
whose data are comprehensive to conduct a demonstration study,
evaluating the performance of strategic human resource management in
Fujian province by multi-level gray relational evaluation methods. Based
on that, it proposes some solutions to improving the performance of
different types of innovative enterprises’ human resources management in
Fujian province. Finally, it points out some shortages of the strategic
human resources scorecard of Fujian Province and proposes the main
improvement ideas.
Keywords: innovative enterprises human resource Scorecard analytic
hierarchy process multi-hierarchal Grey relational appraiseVI
目 录
摘要 ..... II
Abstract . IV
第一章 绪 论 ........ 1
1.1 选题的背景和意义 . 1
1.2 国内外研究现状 ... 2
1.2.1 关于创新型企业人力资源研究的国内外研究现状........ 2
1.2.2 关于人力资源管理绩效评估的国内外研究现状.......... 3
1.2.3 文献评述 ..... 6
1.3 研究内容及研究框架 ........... 6
1.3.1 研究内容...... 6
1.3.2 研究框架...... 6
1.4 研究方法与创新之处 ........... 7
1.4.1 研究方法 ..... 7
1.4.2 创新之处 ..... 8
第二章 相关理论基础 ... 9
2.1 人力资源计分卡理论 ........... 9
2.2 战略性人力资源管理理论 ...... 11
2.3 全员创新理论 .... 14
2.4 理论研究的启示 .. 16VII
第三章 福建省创新型企业战略性人力资源管理的现状分析 ...... 17
3.1 福建省创新型企业战略性人力资源管理的总体现状 ........ 17
3.1.1 人才招聘渠道不断拓宽..... 17
3.1.2 薪酬管理方式不断优化..... 17
3.1.3 人才评价机制日益完善..... 18
3.2 福建省创新型企业战略性人力资源管理存在的问题 ........ 18
3.2.1 企业人力资源战略缺乏..... 18
3.2.2 人才选拔方式单一，选拔技巧亟待加强 .. 19
3.2.3 人员培训体系不规范....... 19
3.2.4 激励机制不健全........... 20
3.2.5 针对研发的绩效考核体系不完善......... 20
第四章 福建省创新型企业战略性人力资源计分卡构建 ......... 22
4.1 福建省创新型企业战略性人力资源管理的总体构思 ........ 22
4.2 福建省创新型企业战略性人力资源计分卡指标体系设计 .... 23
4.2.1 指标的选取... 23
4.2.2 指标体系的建立........... 32
4.2.3 指标解析..... 33
4.3 指标权重的确定 .. 34
4.3.1 层次分析法简介........... 34
4.3.2 权重系数计算. 36
第五章 实证研究 ...... 39VIII
5.1 实证研究对象的选择 .......... 39
5.2 福建省创新型企业战略性人力资源管理绩效评估 .......... 39
5.2.1 多层次灰色关联综合评价法简介......... 39
5.2.2 评价过程处理. 42
5.3 评价结果分析.... 45
第六章 提高福建省创新型企业人力资源管理水平的建议 ....... 52
6.1 制定与创新型企业战略目标一致的人力资源管理规划 ...... 52
6.2 维护企业与人才之间的合作关系53
6.3 制定有利于提高培训质量的培训需求分析 .... 53
6.4 建立有利于人力资源创新和增值的激励机制 .. 54
6.5 建立有利于提高员工组织承诺和创新动力的企业文化 ...... 55
第七章 总结与展望 .... 57
参考文献 . 59
附 录 ... 64
附录 1 指标权重的调查问卷....... 64
附录 2 员工满意度调查问卷....... 67
附录 3 客户满意度调查问卷....... 67
附录 4 实证研究对象企业名单 ..... 68
附录 5 实证研究原始数据 ......... 69 第一章 绪论第一章 绪 论
1.1 选题的背景和意义
创新己成为我国经济发展的重中之重，目前包括我国在内的许多国家都将建
设创新型国家作为重要国家战略。拥有
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