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F2411018309934025TheResearchofOrganizationalExitSysteminHumanResourceManagementMBA...............................................................................................11................................311..............................................312..........................................................513..........................................................614......................................................815....................................................122...................................1421....................1422............183.................................................................2331............................................................................2332............................................................2533............................................2734....................................................30341..................................................31342...........................................31343..................................................324.............................................3541....................................................................3542................................................................3643............................................................37........................................................................................39-1--2--3-1111.2200212920%2600062001330-4-(SCM)5000259200200191911140-59153312001111121-5-12—-6-13(1)—-7--8-14-9-199250015001999525-10--11-(2)-12-15-13--14-221(3)-15-U-16-3—1TT2—1-17--18-22-19-3—22—2()1234-20-——-21-.(4)-22--23-3313—1-24-3—1-25-323—23—1-26-3—2NBA-27-33(5)-28-3Com3Com3+OpenNetwareLotusNotes40-29-Motorola335%20%?-30-34Raychem360360-31-(6)341DBM--ChuckAlbrecht342-32-3431233—3123-33-3—3-34-StrohStrohBondBond-35-441-36-—(7)42-----37-43(8)-38--39--40-(1)19989(2)200173(3)199567(4).P.199790(5)200177(6)CynthiaD.FisherLyleF.SchoenfeldtJamesB.ShawHumanResourceManagementSecondEditionPage743(7)200175(8)200184-1-—1.-2-2.——3.-3-4.-----4--5-AbstractTheflowofemployeesincludethreestages—organizationalentrance,workintheorganizationandorganizationalexit.Atthepresenttime,theorganizationfocusesonthefirsttwostagesandpayslittleattentiontothefinalone.Someevenmakeefforttoblocktheleavingofemployees.Thebehavioroftheseorganizationsnotonlydeviatesfromhumanitymanagementbutalsowasteshumanresourceinthewholesociety.1.BasicattributesofthehumanresourceandorganizationalexitmechanismEvenifacompanycanpromisethatitwillhireitsemployeesfortheirwholework-life,itcan’tensurethatthecompanywillexistforever.Thereforetheflowoftheemployeesisbasicattributeofhumanresources.Anybodywhodoesthejobforhumanresourcemanagementmustfacethefact—thatemployeeswillexitthecompany.Humanresourceiscomposedofboth‘humanbeing’and‘knowledge’.Thevalueofthe‘knowledge’isdifferentindifferentsituation.Therefore,theflowofemployeesislimitediftheywanttokeepthevalueatthesamelevel.Afterthehumansocietyentersintotheknowledge-based-economyage,humanresourcemanagersincreasinglyfocusonhumanity.Theessentialofemphasisoftheorganizationalexitsystemisthattheorganizationassumesresponsibilityforitslaid-offemployees.Itisnotpurelyabehaviorthatbenefitstheemployees;itcanalsohelpthecompanyemployoutstandingpeople.Thehumanresourcecan’tbefullyuseduntilafreelabormarketisestablishedwhichissimilartothecapitalone.Organizationalexitsystemwillbreaktheobstacleintheflowofthehumanresourcethoroughly.Itisinevitablethattheproductivitywilldeveloptoacertainlevel.-6-2.AcademicanalysisoftheorganizationalexitsystemEmployees“mortgage”tothecompanyinthreeways:thefirstoneistheinvisiblemortgage;thesecondoneistheexclusivecapabilitytoagivencompany;thethirdisthemortgagethathappensbeforepromotion.Themortgagesaredifferentindifferentkindsofenterprises.Inthewhole-life-heircompany,therearemainlythefirsttwokinds;inthenon-whole-lifeheircompany,mainlythelasttwokinds.Nomatterthekindofenterprise,themortgageisubiquitous.Inotherwords,theobstacleoftheemployees’leavingisubiquitous.Theessentialfactoroftheobstacleisthattheemployees’workisnotcompensatedinatimelymanner.Inordertoreceivefullcompensationtheemployeeshavetocontinuetostayinthesamecompany.Iftheemployeesleavethecompany,theynolongerhaveachancetogetthemortgage.Withoutquestion,thecompanyshouldundertakethedutyofthiskindofdefault.3.DesignoftheorganizationalexitsystemAtraditionalideainoldcompaniesisthatthebenefitofthecompanymustbeplacedatthefirstposition.Butfromtheangleofthecompany,anydecisionthatrelatedtotheoccupationaldevelopmentoftheemployeewillbeanobstacle.So,thedesignoftheorganizationalexitsystemmustfollowanewconcept—thebenefitsoftheemployeesareequaltothatofthecompany.Accordingtothisconcept,weshouldkeeptothefollowingprincipleinthedesignprocess:first,anydecisionrelatedtothe-7-occupationaldevelopmentofemployeesmustbediscussedwiththemsufficientlybeforeitismade;second,becauseofthelimitationoftheinformation,theorganizationmustundertakethedutytoevaluatethecapabilityofemployeesandprovidesuggestionsregardingoccupationaldev