Despite its massive workforce, there are concerns that Amazon has poor human resource management practices, thus undermining its ability to integrate human resources in its strategic management. In reference Boewe and Schulten (2017), there are emerging concerns that Amazon manages its workforce in poor working conditions. For instance, on April 9, 2013, close to 1,100 employees of this company’s employees in Germany staged a protest to force it to consider a collective agreement that was based on the regulations that governed mail-order and retail companies. Similarly, studies reveal that warehouse workers at Amazon work longer hours in poor working conditions and yet earn less as compared to their counterparts in the retail industry (LaVecchia, 2017). In addition, LaVecchia (2017) observes that there is a high level of discrimination with respect to remuneration of Amazon employees. In this case, whereas the top management earned large salaries and huge bonuses, its low level employees earned barely minimum wages despite the demand for high performance. With this in mind, there is a need to observe that Amazon is ranked among the top companies in the United States with the highest level of employee turnover (McCraw and Childs, 2018). According to McCraw and Childs (2018), most of Amazon’s employees feel that the pressure to millions of orders per month often force most of its employees to quit and seek employment in other businesses and organizations.
尽管亚马逊拥有庞大的员工队伍，但仍有人担心亚马逊的人力资源管理实践不善，从而削弱了其将人力资源整合到战略管理中的能力。在参考Boewe和Schulten（2017年）中，人们开始担心亚马逊在恶劣的工作条件下管理员工。例如，2013年4月9日，该公司近1100名员工在德国举行抗议活动，迫使其考虑一项集体协议，该协议基于管理邮购和零售公司的规定。类似地，研究表明，亚马逊的仓库工人在恶劣的工作条件下工作时间更长，但与零售业的同行相比收入更低（LaVecchia，2017）。此外，LaVecchia（2017）观察到，亚马逊员工的薪酬存在高度歧视。在这种情况下，尽管高层管理人员获得了高额工资和巨额奖金，但其低层员工几乎没有获得更低工资，尽管他们需要高绩效。考虑到这一点，有必要观察亚马逊是美国员工流动率更高的公司之一（McCraw和Childs，2018）。根据McCraw和Childs（2018）的数据，亚马逊的大多数员工认为每月数百万订单的压力往往迫使其大多数员工辞职，并在其他企业和组织中寻找工作。
One of the questions that arise regards the justification on why Amazon needs to redefine its approach to human resource management. To begin, Amazon needs to consider its human resource management approach since its workforce play an instrumental role in promoting the sustainability of its knowledge management. According to Oltra (2005), firms that are unable to manage their knowledge cannot sustain their competitiveness in the long run since knowledge is a critical strategic asset. Similarly, Chen and Huang (2009) reiterate that organizations that have strong human resource management practices are capable of promoting innovation as compared to those with poor human resource management practices. In addition to this, Purcell and Kinnie (2007) observe that there is a direct relationship between good human resource practices and organizational performance. Speaking from this point of view, to sustain its high performance both in the short- and long-run, the company needs to improve its relationship with its workforce.
出现的一个问题涉及亚马逊为什么需要重新定义其人力资源管理方法的理由。首先，亚马逊需要考虑其人力资源管理方法，因为它的员工在促进其知识管理的可持续性方面起着辅助作用。根据Oltra（2005），无法管理其知识的企业无法长期保持竞争力，因为知识是一项关键的战略资产。同样，Chen和Huang（2009）重申，与人力资源管理实践较差的组织相比，人力资源管理实践较强的组织能够促进创新。此外，Purcell和Kinnie（2007）观察到良好的人力资源实践与组织绩效之间存在直接关系。从这个角度讲，为了在短期和长期保持高绩效，公司需要改善与员工的关系。
Evaluation of alternative solutions 评估替代解决办法
There are different strategies that Amazon can implement to help improve its human resource management. Despite the fact that that there are numerous strategies Amazon could adopt to enhance its human resource management practices, there is a need to select an strategic approach that is easy to implement in the company. With this in mind, there is a need to choose either optimality or satisficing as an evaluation process to determine the best process. Speaking from this point of view, this research chose satisficing as a process to find an acceptable solution that could help this company’s human capital management process. Furthermore, to choose between the available solutions, the paper relied on Rumelt evaluation criteria. Among the factors that were considered under Rumelt evaluation criteria include consistency, consonance, feasibility, and the ability of the project to create competitive advantage. Importantly, some of the solutions that were considered including change of leadership style, establishment of an incentive program, and improvement of internal communication.
亚马逊可以实施不同的战略来帮助改善其人力资源管理。尽管亚马逊可以采取多种战略来加强其人力资源管理实践，但仍需要选择一种易于在公司实施的战略方法。考虑到这一点，需要选择更优或满意作为评估过程，以确定更佳过程。从这个角度讲，本研究选择满意度作为一个过程，以找到一个可接受的解决方案，帮助该公司的人力资本管理过程。此外，为了在可用的解决方案之间进行选择，本文依赖于Rumelt评估标准。Rumelt评估标准中考虑的因素包括一致性、一致性、可行性以及项目创造竞争优势的能力。重要的是，考虑的一些解决方案包括改变领导风格、建立激励计划和改善内部沟通。