实现可持续发展的人力资源绿色实践:中国富士康公司案例

Liu Chen
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引用次数: 0

摘要

本文主要研究富士康的绿色人力资源管理能否为富士康带来效益,并针对富士康在实施绿色人力资源管理过程中存在的问题提出建议。本章的数据来源于山东省烟台市的富士康员工。富士康的人力资源绿色实践包括绿色招聘、绿色培训、绿色绩效、绿色薪酬和绿色参与。经过分析,得出富士康员工受教育程度普遍较低,不利于绿色人力资源实践的实施。富士康没有充分发挥主管在绿色参与实践中的主导作用。本研究认为,企业在实施人力资源绿色实践时应发挥主管的作用,主管应在员工参与环保活动时给予支持和指导。富士康应注重提高员工的教育水平。本文的研究成果有助于企业实现绿色发展的目标,帮助企业进一步了解人力资源绿色实践策略,使企业的发展符合绿色环保的要求,提高企业的竞争优势。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Human Resource Green Practices Towards Sustainability: The Case of Foxconn Company in China
This paper mainly studies whether Foxconn's green human resource management can bring benefits to Foxconn and puts forward suggestions on the problems existing in the implementation of green human resource management in Foxconn. The data for this chapter comes from Foxconn employees in Yantai, Shandong Province. Foxconn's HR green practices include green recruitment, green training, green performance, green compensation and green participation. After analysis, it is concluded that the education level of Foxconn employees is generally low, which is not conducive to the implementation of green human resources practices. Foxconn did not give full play to the leading role of supervisors in green participation practices. This study believes that enterprises should play the role of supervisors when implementing human resource green practices, and supervisors should give support and guidance when employees participate in environmental protection activities. Foxconn should focus on improving the education level of its employees. The research results of this paper are helpful for enterprises to achieve the goal of green development, help enterprises to further understand the green practice strategy of human resources, make the development of enterprises meet the requirements of green environmental protection, and improve the competitive advantage of enterprises.
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