[1]施瑶瑶. 人工智能时代公共部门人力资源管理价值调适研究[J].南通航运职业技术学院学报,2018,(02):20-23.[doi:10.3969/j.issn.1671-9891.2018.02.005]
　SHI Yao-yao. Research on Value Adjustment of Human Resource Management in Public Sector in the Age of Artificial Intelligence[J].Journal of Nantong Vocational & Technical Shipping College,2018,(02):20-23.[doi:10.3969/j.issn.1671-9891.2018.02.005]
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 人工智能时代公共部门人力资源管理价值调适研究(/HTML)
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南通航运职业技术学院学报[ISSN:1006-6977/CN:61-1281/TN]

卷:
期数:
2018年02期
页码:
20-23
栏目:
人文社科
出版日期:
2018-06-25

文章信息/Info

Title:
 Research on Value Adjustment of Human Resource Management in Public Sector in the Age of

Artificial Intelligence

作者:
 施瑶瑶
 宿迁泽达职业技术学院经济贸易系
Author(s):
 SHI Yao-yao
 Dept.of Economics and Trade, Suqian Zeda Vocational & Technical College
关键词:
 ; 人工智能;  公共部门;  人力资源管理;  价值取向
Keywords:
Artificial Intelligence;  public sector;  human resource management;  value orientation; 
DOI:
10.3969/j.issn.1671-9891.2018.02.005
文献标志码:
A
摘要:
 价值是公共部门人力资源管理的核心。目前, 人工智能的异化风险冲击公共部门人力资源管理的人本价

值, 带来的“数字鸿沟”和“社会排斥”效应挑战了社会的公正价值。路径依赖效应违背经济效率价值,

人工智能对人工的替代效应则不利于社会稳定和民主参与价值的实现。为了让人工智能在公共部门人力

资源管理中得到更好的应用, 应该对公共部门人力资源管理的价值进行新的定义和调适, 做到坚持“以

人为本”, 强调公共责任, 重视经济效率和可持续性。

Abstract:
 Value is the core of human resource management in the public sector. At present, the

alienated risk of Artificial Intelligence impacts the human-oriented value of human

resource management in the public sector, which brings about the effects of“digital divide

”and“social exclusion”which challenge the fair value of the society. The effect of path

dependence violates the value of economic efficiency, and the effect of Artificial

Intelligence substituting manpower is not conducive to social stability and the realization

of democratic participation value. In order to make Artificial Intelligence better applied

in the human resource management of the public sector, the value of human resource

management in the public sector should be defined and adjusted in a new way so as to adhere

to the“people-oriented”approach, emphasize public responsibility, and value economic

efficiency and sustainability.

参考文献/References:

 

[1]Bussler, L., Davis, E.Information systems:The quiet revolution in human resource

management[J].Journal of Computer Information Systems, 2002, (2) :17-20.
[2]何哲.面向未来的公共管理体系:基于智能网络时代的探析[J].中国行政管理, 2017, (11) :100-106.
[3]何哲.人工智能时代的社会转型与行政伦理:机器能否管理人?[J].电子政务, 2017, (11) :2-10.
[4]毕宏音.人工智能发展的社会影响新态势及其应对[J].重庆社会科学, 2017, (12) :50-58.
[5]孙伟平.关于人工智能的价值反思[J].哲学研究, 2017, (10) :120-126.
[6]刘青.公共人事行政中环境、价值与制度的三维结构[J].行政论坛, 2008, (4) :9-12.
[7]李和中, 钱道赓.公共人事行政的研究范式:环境—价值—制度[J].武汉大学学报 (哲学社会科学版)

, 2008, (6) :791-796.
[8]唐纳德·E·克林纳, 约翰·纳尔班迪.公共部门人力资源管理:系统与战略[M].孙柏瑛, 潘娜, 游祥

斌, 译.北京:中国人民大学出版社, 2010.
[9]张劲松.人是机器的尺度——论人工智能与人类主体性[J].自然辩证法研究, 2017, (1) :49-54.
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更新日期/Last Update: 2018-09-14