关于中国灰领工人培训有效性的探讨

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1、原文：Perceptionsoftheeffectivenessoftraininganddevelopmentof‘grey-collar’workersinthePeople’sRepublicofChinaKateHutchings,CherrieJ.Zhu,BrianK.Cooper,YimingZhangandSijunShaoAnimportanthumanresourcedevelopment(HRD)implicationofthePeople’sRepublicofChina’s(PRC)rapidlyexpandingeconomyhasbeentheemerge

2、nceofacriticalshortageofgrey-collarworkers(GCW).Although‘grey-collar’hasbeencommonlyusedintheWesttodescribeanagingpopulationwithintheworkforce,inChinaitreferstopeoplewhoareneitherwhitenorbluecollarworkersbuttechnicians.TheshortageofGCWconstrainsthePRC’seconomicanddevelopmentalsustainability,and

3、hasbeenrecognizedincentralandprovincialgovernmentinitiativestoincreasetraininganddevelopmentofemployeeswithinthesefields.Whileacknowledgedasapolicyandorganizationalproblem,therehasbeennoresearchinvestigatingwhatorganizationsaredoingtodeveloptheseemployees.Drawinguponasurveyof310semi-skilledands

4、killedemployeesinBeijing,ourfindingssuggestthatwhilethesurveyedorganizationsareinvestingheavilyinbothon-andoff-the-jobtraining,employees’perceivedvalueofsuchdiffersmarkedlyaccordingtoageandposition.TheresearchhasimportantimplicationsforChina’sHRDstrategyinsuggestinglinksbetweentrainingandotherh

5、umanresourcemanagement(HRM)functionsareyettobeevidenced.TheoreticalunderpinningsoftheresearchWetakeasourtheoreticalunderpinningtheassumptionthatstrategichumanresourcemanagement(HRM)ensuresmotivationandenhancedperformanceofemployees,whichinturnleadstoenhancedorganizationalperformance(Huselid,Jac

6、kson,andSchuler1997;Wright,Gardner,andMoynihan2003;Wrightetal.2005).WhileearlyresearchonstrategicHRMadvocatedthedevelopmentoflistsofbestpractices(Pfeffer1994),wetakeasourpremisethebeliefinbundlingofhighperformanceworkpractices(seeStavrouandBrewster2005)orhavingasystemapproachtoHRM(seeBowenandOs

7、troff2004)asmosteffectiveinensuringorganizationalperformance.Importantly,ithasbeennotedthattrainingisakeyelementofthebundlesofpracticesarisingfromresearchintohighperformanceworksystems(AshtonandSung,2002,citedinSmithandSmith2007).