我国海关现代化战略下的人力资源配置研究
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摘要
在现代化海关的建设过程中,需要现代化的人力资源管理与海关现代化的战略目标相适应。目前,海关的人力资源管理活动还比较粗放,如何提升管理水平,提高组织绩效是关键。海关的人力资源配置是海关人力资源管理活动重要内容,它也需要优化。本文将对海关人力资源配置问题进行研究,试图为海关的人力资源管理活动提供一些智力支持。
首先,在导论里,本文提出了为什么研究海关的人力资源配置的问题,指明了本文研究的意义,并对相关的问题进行了界定,以确定本文研究的主要内容。
其次,本文对人力资源管理理论进行了回顾。从人力资源管理理论的产生到战略人力资源管理的产生,反映了组织总体战略在组织中越来越重要的作用。本文对战略人力资源管理理论进行了回顾。接着,本文对人力资源配置主要理论进行了分析,对于个人-组织匹配进行了研究,回顾了关于个人。组织匹配的测量的相关文献和人力资源配置的各种方法,为后面的人力资源配置研究奠定理论基础。
然后,本文在了解海关的历史进程,深入分析了海关建设现代化海关的战略目标下,指出了海关的人力资源配置的影响因素和海关人力资源配置活动对于海关的重要作用。同时,本文接着从宏观、微观两个角度对海关的人力资源配置目标进行了研究。根据海关的现状,提出了海关人力资源配置活动的步骤并对配置活动的具体步骤进行深入探讨。
之后,本文从海关自身特点出发,试着研究了海关的人力资源配置模型方法。在配置模型设置中,本文分别从宏观和微观角度分析了海关的人力资源配置。在宏观模型里,利用格兰杰因果关系检验,本文发现海关的人力资源总体配置落后于相关影响因素7年,即在关税收入、出口贸易额、宏观经济增长等因素增长7年后,海关才增加人力资源数量。我们发现经济增长能够对海关人力资源配置产生影响最大,即需要海关增加关员数量应付经济增长；其次是出口贸易额和关税收入等因素。通过回归分析,确认了这些因素与海关关员总数之间的显著水平,并对人力资源配置状况对海关绩效的影响进行了分析。本文发现,关员充裕的海关的绩效明显比关员缺乏的海关要好。同时,在微观模型中,本文根据一般的人力资源配置活动,对作为海关众多岗位的代表的几个岗位进行工作分析,然后建立了评价指标体系,采用层次分析方法评价候选关员,来决定海关关员的人力资源配置。
海关的人力资源配置是一个整体工程,本文在实证研究海关关员的配置后,结合海关的实际,从几个方面提出配套措施改善海关的人力资源配置。通过激励措施现代化、文化建设、制度建设,打造一支过硬的关员队伍,合理调配海关关员。
For building a modern custom, the custom human resource management should be adaptable to custom strategy which is modernization. At present, China custom human resource management activities are not scientific comparatively. It is a key problem for custom to improve management skills and organization performance. The custom human resource allocation is the key activity for custom human resource management, which also requires optimization. This paper would study the human resource allocation theory and practice, try to offer some mental support for China custom human resource management.
First, this paper proposes the reasons of the study on China custom human resource allocation in the introduction, points out the means of this paper. Then we make some definitions about this paper to determine the main contents for the study.
Secondly, some theories on human resource were reviewed. From the born of human resource management theory to the born of strategy human resource theory, it reflects that organizational strategy become more and more important. After reviewing human resource theory, this paper points out the strategy human resource management is the source of organizational competitive advantage. Then, we analyze the main theory about human resource allocation, and study the person-organization fit problem, which is including some relative literatures on person-organization fit measurements and various methods for the allocation. This lays the theory foundation for the human allocation study in the behind.
Then, based on the understanding the historical process of China custom and deeply analyzing the custom modernization strategy objectives, this paper argue out some factors on human resource allocation and points that human resource allocation has important influence on China custom. Meanwhile, this paper divides the human resource allocation into two ways:one is macro field, the other is micro field. According to customs situation, we propose the procedures on human resource allocation for Custom and discuss these procedures concretely.
Later, this paper try to study the human resource allocation model for China custom, based on custom features. We also do the human resource allocation empirical study in micro-scope and macro-scope. In the macro model, this paper employ Granger causality test to find the relationship between custom officers number and some factors. We find that, custom human resource allocation will reach its equilibrium number seven years later after tariff, export, GDP growing. It is found that GDP growth can make great effect on custom human resource allocation. The second
Is exportation and tariff, which also calls custom officers quantity increment. By regression analysis, we confirm that factors argued above are correlated to custom officer number. It is shows that the performance of official-abundant customs is obviously better than official-lack customs. In the analysis of micro human resource allocation, this paper learns some lessons from corporate human resource allocation, do the job analysis for several positions, and build evaluation index system to evaluate candidates by AHP, to determine custom official allocation.
It is a system job to allocate custom officers. By the empirical study of human resource allocation and combination of reality, we propose several methods to improve custom human allocation. With the modern incentives, culture construction, institution building, we can make an excellent custom official team and allocate officers efficiently.
首先,在导论里,本文提出了为什么研究海关的人力资源配置的问题,指明了本文研究的意义,并对相关的问题进行了界定,以确定本文研究的主要内容。
其次,本文对人力资源管理理论进行了回顾。从人力资源管理理论的产生到战略人力资源管理的产生,反映了组织总体战略在组织中越来越重要的作用。本文对战略人力资源管理理论进行了回顾。接着,本文对人力资源配置主要理论进行了分析,对于个人-组织匹配进行了研究,回顾了关于个人。组织匹配的测量的相关文献和人力资源配置的各种方法,为后面的人力资源配置研究奠定理论基础。
然后,本文在了解海关的历史进程,深入分析了海关建设现代化海关的战略目标下,指出了海关的人力资源配置的影响因素和海关人力资源配置活动对于海关的重要作用。同时,本文接着从宏观、微观两个角度对海关的人力资源配置目标进行了研究。根据海关的现状,提出了海关人力资源配置活动的步骤并对配置活动的具体步骤进行深入探讨。
之后,本文从海关自身特点出发,试着研究了海关的人力资源配置模型方法。在配置模型设置中,本文分别从宏观和微观角度分析了海关的人力资源配置。在宏观模型里,利用格兰杰因果关系检验,本文发现海关的人力资源总体配置落后于相关影响因素7年,即在关税收入、出口贸易额、宏观经济增长等因素增长7年后,海关才增加人力资源数量。我们发现经济增长能够对海关人力资源配置产生影响最大,即需要海关增加关员数量应付经济增长；其次是出口贸易额和关税收入等因素。通过回归分析,确认了这些因素与海关关员总数之间的显著水平,并对人力资源配置状况对海关绩效的影响进行了分析。本文发现,关员充裕的海关的绩效明显比关员缺乏的海关要好。同时,在微观模型中,本文根据一般的人力资源配置活动,对作为海关众多岗位的代表的几个岗位进行工作分析,然后建立了评价指标体系,采用层次分析方法评价候选关员,来决定海关关员的人力资源配置。
海关的人力资源配置是一个整体工程,本文在实证研究海关关员的配置后,结合海关的实际,从几个方面提出配套措施改善海关的人力资源配置。通过激励措施现代化、文化建设、制度建设,打造一支过硬的关员队伍,合理调配海关关员。
For building a modern custom, the custom human resource management should be adaptable to custom strategy which is modernization. At present, China custom human resource management activities are not scientific comparatively. It is a key problem for custom to improve management skills and organization performance. The custom human resource allocation is the key activity for custom human resource management, which also requires optimization. This paper would study the human resource allocation theory and practice, try to offer some mental support for China custom human resource management.
First, this paper proposes the reasons of the study on China custom human resource allocation in the introduction, points out the means of this paper. Then we make some definitions about this paper to determine the main contents for the study.
Secondly, some theories on human resource were reviewed. From the born of human resource management theory to the born of strategy human resource theory, it reflects that organizational strategy become more and more important. After reviewing human resource theory, this paper points out the strategy human resource management is the source of organizational competitive advantage. Then, we analyze the main theory about human resource allocation, and study the person-organization fit problem, which is including some relative literatures on person-organization fit measurements and various methods for the allocation. This lays the theory foundation for the human allocation study in the behind.
Then, based on the understanding the historical process of China custom and deeply analyzing the custom modernization strategy objectives, this paper argue out some factors on human resource allocation and points that human resource allocation has important influence on China custom. Meanwhile, this paper divides the human resource allocation into two ways:one is macro field, the other is micro field. According to customs situation, we propose the procedures on human resource allocation for Custom and discuss these procedures concretely.
Later, this paper try to study the human resource allocation model for China custom, based on custom features. We also do the human resource allocation empirical study in micro-scope and macro-scope. In the macro model, this paper employ Granger causality test to find the relationship between custom officers number and some factors. We find that, custom human resource allocation will reach its equilibrium number seven years later after tariff, export, GDP growing. It is found that GDP growth can make great effect on custom human resource allocation. The second
Is exportation and tariff, which also calls custom officers quantity increment. By regression analysis, we confirm that factors argued above are correlated to custom officer number. It is shows that the performance of official-abundant customs is obviously better than official-lack customs. In the analysis of micro human resource allocation, this paper learns some lessons from corporate human resource allocation, do the job analysis for several positions, and build evaluation index system to evaluate candidates by AHP, to determine custom official allocation.
It is a system job to allocate custom officers. By the empirical study of human resource allocation and combination of reality, we propose several methods to improve custom human allocation. With the modern incentives, culture construction, institution building, we can make an excellent custom official team and allocate officers efficiently.
引文
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