原文:Perceptionsoftheeffectivenessoftraininganddevelopmentof6grey-collar9workersinthePeopledRepublicofChinaKateHutchings,CherrieJ.Zhu,BrianK.Cooper,YimingZhangandSijunShaoAnimportanthumanresourcedevelopment(HRD)implicationofthePeopledRepublicofChina，s(PRC)rapidlyexpandingeconomyhasbeentheemergenceofacriticalshortageofgrey-collarworkers(GCW).Although4grey-collar,hasbeencommonlyusedintheWesttodescribeanagingpopulationwithintheworkforce,inChinaitreferstopeoplewhoareneitherwhitenorbluecollarworkersbuttechnicians.TheshortageofGCWconstrainsthePRC'seconomicanddevelopmentalsustainability,andhasbeenrecognizedincentralandprovincialgovernmentinitiativestoincreasetraininganddevelopmentofemployeeswithinthesefields.Whileacknowledgedasapolicyandorganizationalproblem,therehasbeennoresearchinvestigatingwhatorganizationsaredoingtodeveloptheseemployees.Drawinguponasurveyof310semi-skilledandskilledemployeesinBei激ng,ourfindingssuggestthatwhilethesurveyedorganizationsareinvestingheavilyinbothon-andoff-the-jobtraining,employees9perceivedvalueofsuchdiffersmarkedlyaccordingtoageandposition.TheresearchhasimportantimplicationsforChina'sHRDstrategyinsuggestinglinksbetweentrainingandotherhumanresourcemanagement(HRM)functionsareyettobeevidenced.TheoreticalunderpinningsoftheresearchWetakeasourtheoreticalunderpinningtheassumptionthatstrategichumanresourcemanagement(HRM)ensuresmotivationandenhancedperformanceofemployees,whichinturnleadstoenhancedorganizationalperformance(Huselid,Jackson,andSchuler1997;Wright,Gardner,andMoynihan2003;Wrightetal.2005).WhileearlyresearchonstrategicHRMadvocatedthedevelopmentoflistsofbestpractices(Pfeffer1994),wetakeasourpremisethebeliefinbundlingofhighperformanceworkpractices(seeStavrouandBrewster2005)orhavingasystemapproachtoHRM(seeBowenandOstroff2004)asmosteffectiveinensuring---本文于网络，仅供参考，勿照抄，如有侵权请联系删除---organizationalperformance.Importantly,ithasbeennotedthattrainingisakeyelementofthebundlesofpracticesarisingfromresearchintohighperformanceworksystems(AshtonandSung,2002,citedinSmithandSmith2007).AsoneofthekeyHRMfunctions,wearguethattraininganddevelopmentismosteffectiveinmotivatingandretaininghighqualityhumanresourceswithinorganizationswhenoperationalizedinconcertwithabundleofotherhighperformanceworkpracticestowhichitisinterrelated,namelyrewardsandperformancemanagement.OurassessmentoftheeffectivenessoftrainingprovidedbytheresearchedcohortoforganizationstoincreaseskilllevelsofGCWisalsobasedonabeliefinthenecessityoforganizations，ensuringthattrainingisintegratedwitheducationandcareerdevelopmentbeyondtheimmediacyofthecurrentpositionororganization,toHumanResourceDevelopmentInternational281ensureincreasedindividualaswellasorganizationalcompetenciesandalearningorganization9(seeHartel,Strybosch,andBlyth2006).MethodTheresearchonwhichthispaperisbasedinvolvedanalysisofdatacollectedthroughasurveyofsemi-skilledandskilledemployeesintheBei激ngareaofChina.Whilethedramaticsocio-economicdifferencesthroughoutChinaarerecognized,adecisionwasmadetoundertakeresearchonlyinoneregionforconsistencyofdata,aswellasinrecognitionoftheexpectedimplementationofrecommendedgovernmentinitiativesinvocationaleducationandtraininginorganizationsintheBei激ngarea,giventheirlocationwithinthecentralgovernmentdistrict.Thepresentresearchwasundertakencollaborativelybetw...