农民专业合作社人力资源开发研究
|
摘要
农民专业合作社是世界合作社制度在农业生产经营上的推广应用,已经成为各国农民有效应对激烈的市场竞争,提高经济地位,发展农村民主,增进团结互助和邻里友爱的重要组织,并作为现代农业建设中一项十分重要的产业组织而被各国政府所重视。我国农民专业合作社起步晚,但起点高,在创新农业经营体制机制、建设现代农业、增加农民收入等方面发挥了重要作用。同时,由于它出现的时间还不长,人们对它的了解还不够深刻,在发展过程中也存在着不少的问题,而其中制约合作社发展的关键因素之一就是合作社人力资源开发与管理。根据《农民专业合作社法》规定合作社成员80%是农民,20%可以是企业、事业单位、自然人等等。因此,如何针对80%农民成员进行开发管理,又如何充分发挥其他20%各类成分成员的优势和积极性,就成为农民专业合作社取得法律地位之后规范迅速发展的一个重大问题。
本文通过对人力资本理论、人力资源开发理论、团队理论等理论的运用,基于农民分类管理视角,对农民专业合作社应具备的人力资源进行分类,分析农民专业合作社目前人力资源的总量特征和结构特征。农民专业合作社成员中80%是农民,农民专业合作社人力资源开发,本质上是对农民的人力资本的投资开发,开发的主体主要是政府和合作社。政府的开发途径主要包括基础教育、职业教育和培训以及健康与卫生保健。通过对比分析,总结国外发达国家的成功经验,发现我国政府在农民人力资源的开发方面存在失灵。针对农民专业合作社成员中可以有20%的其他各类人员,基于博弈理论,合作社通过建立与企业家、龙头企业、科技人员的利益联结机制将外部优质人力资源引进合作社内部。这样,最终构建农民专业合作社的人力资本团队模型——以企业家为核心,以各类经营管理技术人才为骨干,以实用人才为基础的人力资本团队,运用企业人力资源管理方式对农民专业合作社人力资本团队进行培育与激励,从而实现农民专业合作社持续快速发展壮大。因此,本文可能的创新点有以下三点:一是从建立利益联结机制试图解决农民专业合作社人力资源开发中人才引进的问题;二是率先提出农民专业合作社的人力资本团队结构模型;三是首次提出开设“合作经济”自考专业,为合作社铺设人才管道。
全文共分八章,各章研究内容及基本观点简介如下:
第一章,导论。本章介绍了选题的背景、研究的目的与意义,对国内外研究动态进行了梳理,阐述了本文的研究思路与方法,形成了研究的基本架构与可能的创新点。
第二章,理论基础。本章主要研究了农民专业合作社人力资源开发的三个基础性理论——人力资本理论、人力资源开发理论、团队理论。人力资本理论和人力资源开发理论的启示是要加大农村人力资本投资开发力度,注重人力资本的利用和团队合作,人力资本理论和人力资源开发理论的发展过程实际上也就是农村人力资源开发理论的发展过程;团队理论表明要组建和创造真实的、高效的团队,切实提高组织绩效并促进组织成员发展。
第三章,以陕西省为例进行的实证研究。首先在阐述合作社发展现状的基础上,进行农民参加合作社需求和意愿的实证研究,指出农民参加合作社取得的成效和面临的问题。其次依然以陕西省调研的数据为基础,分析了农村人力资源结构与总量特征。最后得出农村人力资源的现状是制约农民专业合作社发展的重要因素之一。
第四章,国外主要发达国家在农村人力资源开发的成功经验,以及国外农民专业合作社各种人力资本团队的运行和成功经验。本章总结日本、德国和美国在农村人力资源开发的经验和做法,同时以日本农协依托型人力资本团队,德国农业专业合作社型团队和美国新一代合作社人力资本团队为研究对象,重点研究了它们的运行情况,并总结了其成功经验,作为国内农村人力资源开发和合作社人力资本团队构建与运行的借鉴。
第五章,以政府为主体的农民专业合作社人力资源开发。本章通过对政府在农村人力资源开发的三个主要途径的分析,包括农村基础教育、农村职业技术教育和培训以及农村医疗保健,发现政府在农村人力资源开发存在诸多问题,出现政府失灵现象。我国农村人力资本积累就处于一种落后状态。因此,必须规范政府行为,加大政府在农村人力资源开发的投入,为农民专业合作社储备和输送优良人力资源。
第六章,以利益联结为机制的农民专业合作社人力资源。农民专业合作社人力资源开发中的利益联结机制实际上是农民专业合作社与相关主体如农民企业家、龙头企业和科技人才等的利益扭结在一起的博弈网络。本章分别分析了合作社与企业家、龙头企业和科技人才利益联结的优势、风险和意义,以及建立相应的利益联结机制,从而实现将外部优质人力资源顺畅引进合作社内部,优化合作社人力资源结构,壮大合作社的目的。
第七章,农民专业合作社人力资本团队构建与管理。本章基于农民分类管理视角,将农村人力资源分为专业农民、兼业农民和专业农民,这种分类为农村人力资源分类培训、技能鉴定等活动奠定了基础,同时也为合作社将专业农民纳入组织体系,按照企业人力资源管理模式进行管理奠定了基础。通过对合作社企业家、各类经营管理技术人员和实用人才的培育和激励,最终构建合作社人力资本团队模型,即以合作社企业家为核心、各类经营管理技术人员为骨干以及大量的实用人才为基础的农民专业合作社人力资本团队。这是农民专业合作社人力资源开发的最终落脚点,也能令到合作社充分运用团队优势和力量,实现合作社发展壮大的终极目标。
第八章,结论和展望。通过研究得出一些结论,并提出将来合作社发展趋势和进一步研究方向。
Farmer professional cooperative is the popularization and application of the world's co-operative system in agricultural production and management,which has become an effective organization response to the fierce market competition,improve economic status,to develop the rural democracy,promote solidarity and neighborhood friendliness by the peasants,and has been valued by governments as a very important industrial organization in modern agricultural construction. farmer professional cooperative in China started late,but had the high starting point,has played an important role in the innovation of agricultural management systems and mechanisms,building modern agriculture,increasing farmers income. At the same time,we should also see that People understand it not impressive enough because it appears not a long time. There are also a lot of problems in the development process,of which the key factors constraining the development of cooperatives is human resources development and management of co-operative.
According to "Farmers Professional Cooperatives Act," provides 80% of cooperative members are the farmers,20% can be enterprises,institutions,natural persons and so on. Therefore,how to develop and manage the farmers,and also give full play to advantages and enthusiasm of the others,became a major problem after farmer professional cooperative get the legal status.
Through human capital theory,human resource development theory,team theory and other theories,this paper classified the right human resources in farmer professional cooperative,analyzed the total characteristics and structural features of current human resources in farmers cooperatives. Human resource development in farmers cooperatives is farmer's investment in human capital development in essence. The development subject is the government and cooperatives. The Government's development ways include basic education,vocational education and training,as well as health and health care.
By summing up the successful experiences in developed countries,we found that the development of human resources of the farmers has government failure. Based on game theory , co-operatives through the establishment interests linking mechanism with entrepreneurs,leading enterprises,scientific and technological personnel,introduce them in the co-operatives.
In this way,eventually building a farmers cooperative team of human capital which entrepreneurs is the core,all kinds of management and technical personnel as the backbone,practical people as basement in human capital team,train and incentive the human capital team of farmers cooperative, to achieve sustained and rapid development and growth of farmers professional cooperative. Therefore,this paper may have the three innovations as follows: First,the establishment of a interests linking mechanism could resolve talents introduction in the human resource development of farmers professional cooperatives; Second,be the first to propose the structure model of human capital team in farmers professional cooperatives; third , propose firstly to set up "cooperative economy" of teach-oneself exam,lay professional talent pipeline for cooperatives.
Full-text is divided into eight chapters,content and basic ideas of each chapter research are briefly described below:
The first chapter is introduction. This chapter describes the background,the study purpose and meaning,domestic and foreign research of the topics. We also elaborated ideas and methods of this research,formed the basic framework and the possible innovation.
Chapter II is the theoretical basis. This chapter mainly studies human capital theory,human resource development theory,team theory which are the three basic theories for human resources development of the farmers professional cooperative. The revelation of human capital theory and human resource development theory is to increase investment efforts in human capital development in rural areas,focusing on the use of human capital,and teamwork; the development process of human capital theory and human resource development theory also is the development process of the theory of rural human resources development in fact; team theory that should be set up and create real,efficient team,and effectively improve organizational performance and to promote the development of organization members.
Chapter III is to empirical research of Shaanxi Province. First described the development of cooperatives,then is empirical research on the needs and wishes of farmers in cooperatives,and pointed out the effectiveness and faced problems in cooperatives. Secondly,based on data of Shaanxi Province,analyzed the total and structure characteristics of rural human resources. Finally found the one important factor which restricting development farmers professional cooperative.
The fourth is the successful experience of the major developed countries in the rural human resource development,as well as variety of human capital teams of foreign farmers professional cooperative. This chapter concludes rural human resource development experience and practice of Japan,Germany and the United States,focusing on their operation and summarizes the experiences of its success,as take examples by the country's rural human resources development and cooperative team.
Chapter V is human resources development of Government-led farmers professional cooperative. This chapter analyzed three main ways of rural human resource development by the government,including rural basic education,rural vocational and technical education and training,and health care,we found many problems of rural human resource development,especially the government failure. China's rural human capital accumulation is in a state of backwardness. Therefore,we must regulate government action to increase government investment in rural human resources development,and distribution of professional quality human resources for farmers cooperatives.
Chapter VI is the interest linkage mechanism of human resource development of farmers professional cooperatives. The interest of linkage mechanism is actually the farmers cooperatives and related subjects,such as farmers entrepreneurs,leading enterprises and scientific and technological talents linked the game network. Were analyzed benefits,risks and significance of linkage between cooperatives and entrepreneurs,leading business and technology professionals , and the establishment the corresponding interests bonding mechanisms,in order to achieve external quality human resources within the introduction cooperatives,optimize the cooperative structure of human resources,strengthen cooperative. Chapter VII is building and management of farmers cooperatives human capital team. This chapter divided rural human resources into professional farmers and industry farmers,which laid the foundation for rural human resource classification training,skills for identification and other activities,but also made the farmers professional cooperatives as part of organizational system,in accordance with corporate human resources management model. Through nurture and encourage of cooperatives entrepreneurs, all kinds of business management and technical personnel and practical talents,the ultimately build cooperative human capital model. This is the ultimate end result of farmers cooperative human resources development,but also brings the advantages of team strength,to achieve the ultimate goal of development and growth of cooperatives.
Chapter VIII is conclusions and prospects. By studying we draw some conclusions and recommendations for the future trends in the development of cooperatives and further research directions.
本文通过对人力资本理论、人力资源开发理论、团队理论等理论的运用,基于农民分类管理视角,对农民专业合作社应具备的人力资源进行分类,分析农民专业合作社目前人力资源的总量特征和结构特征。农民专业合作社成员中80%是农民,农民专业合作社人力资源开发,本质上是对农民的人力资本的投资开发,开发的主体主要是政府和合作社。政府的开发途径主要包括基础教育、职业教育和培训以及健康与卫生保健。通过对比分析,总结国外发达国家的成功经验,发现我国政府在农民人力资源的开发方面存在失灵。针对农民专业合作社成员中可以有20%的其他各类人员,基于博弈理论,合作社通过建立与企业家、龙头企业、科技人员的利益联结机制将外部优质人力资源引进合作社内部。这样,最终构建农民专业合作社的人力资本团队模型——以企业家为核心,以各类经营管理技术人才为骨干,以实用人才为基础的人力资本团队,运用企业人力资源管理方式对农民专业合作社人力资本团队进行培育与激励,从而实现农民专业合作社持续快速发展壮大。因此,本文可能的创新点有以下三点:一是从建立利益联结机制试图解决农民专业合作社人力资源开发中人才引进的问题;二是率先提出农民专业合作社的人力资本团队结构模型;三是首次提出开设“合作经济”自考专业,为合作社铺设人才管道。
全文共分八章,各章研究内容及基本观点简介如下:
第一章,导论。本章介绍了选题的背景、研究的目的与意义,对国内外研究动态进行了梳理,阐述了本文的研究思路与方法,形成了研究的基本架构与可能的创新点。
第二章,理论基础。本章主要研究了农民专业合作社人力资源开发的三个基础性理论——人力资本理论、人力资源开发理论、团队理论。人力资本理论和人力资源开发理论的启示是要加大农村人力资本投资开发力度,注重人力资本的利用和团队合作,人力资本理论和人力资源开发理论的发展过程实际上也就是农村人力资源开发理论的发展过程;团队理论表明要组建和创造真实的、高效的团队,切实提高组织绩效并促进组织成员发展。
第三章,以陕西省为例进行的实证研究。首先在阐述合作社发展现状的基础上,进行农民参加合作社需求和意愿的实证研究,指出农民参加合作社取得的成效和面临的问题。其次依然以陕西省调研的数据为基础,分析了农村人力资源结构与总量特征。最后得出农村人力资源的现状是制约农民专业合作社发展的重要因素之一。
第四章,国外主要发达国家在农村人力资源开发的成功经验,以及国外农民专业合作社各种人力资本团队的运行和成功经验。本章总结日本、德国和美国在农村人力资源开发的经验和做法,同时以日本农协依托型人力资本团队,德国农业专业合作社型团队和美国新一代合作社人力资本团队为研究对象,重点研究了它们的运行情况,并总结了其成功经验,作为国内农村人力资源开发和合作社人力资本团队构建与运行的借鉴。
第五章,以政府为主体的农民专业合作社人力资源开发。本章通过对政府在农村人力资源开发的三个主要途径的分析,包括农村基础教育、农村职业技术教育和培训以及农村医疗保健,发现政府在农村人力资源开发存在诸多问题,出现政府失灵现象。我国农村人力资本积累就处于一种落后状态。因此,必须规范政府行为,加大政府在农村人力资源开发的投入,为农民专业合作社储备和输送优良人力资源。
第六章,以利益联结为机制的农民专业合作社人力资源。农民专业合作社人力资源开发中的利益联结机制实际上是农民专业合作社与相关主体如农民企业家、龙头企业和科技人才等的利益扭结在一起的博弈网络。本章分别分析了合作社与企业家、龙头企业和科技人才利益联结的优势、风险和意义,以及建立相应的利益联结机制,从而实现将外部优质人力资源顺畅引进合作社内部,优化合作社人力资源结构,壮大合作社的目的。
第七章,农民专业合作社人力资本团队构建与管理。本章基于农民分类管理视角,将农村人力资源分为专业农民、兼业农民和专业农民,这种分类为农村人力资源分类培训、技能鉴定等活动奠定了基础,同时也为合作社将专业农民纳入组织体系,按照企业人力资源管理模式进行管理奠定了基础。通过对合作社企业家、各类经营管理技术人员和实用人才的培育和激励,最终构建合作社人力资本团队模型,即以合作社企业家为核心、各类经营管理技术人员为骨干以及大量的实用人才为基础的农民专业合作社人力资本团队。这是农民专业合作社人力资源开发的最终落脚点,也能令到合作社充分运用团队优势和力量,实现合作社发展壮大的终极目标。
第八章,结论和展望。通过研究得出一些结论,并提出将来合作社发展趋势和进一步研究方向。
Farmer professional cooperative is the popularization and application of the world's co-operative system in agricultural production and management,which has become an effective organization response to the fierce market competition,improve economic status,to develop the rural democracy,promote solidarity and neighborhood friendliness by the peasants,and has been valued by governments as a very important industrial organization in modern agricultural construction. farmer professional cooperative in China started late,but had the high starting point,has played an important role in the innovation of agricultural management systems and mechanisms,building modern agriculture,increasing farmers income. At the same time,we should also see that People understand it not impressive enough because it appears not a long time. There are also a lot of problems in the development process,of which the key factors constraining the development of cooperatives is human resources development and management of co-operative.
According to "Farmers Professional Cooperatives Act," provides 80% of cooperative members are the farmers,20% can be enterprises,institutions,natural persons and so on. Therefore,how to develop and manage the farmers,and also give full play to advantages and enthusiasm of the others,became a major problem after farmer professional cooperative get the legal status.
Through human capital theory,human resource development theory,team theory and other theories,this paper classified the right human resources in farmer professional cooperative,analyzed the total characteristics and structural features of current human resources in farmers cooperatives. Human resource development in farmers cooperatives is farmer's investment in human capital development in essence. The development subject is the government and cooperatives. The Government's development ways include basic education,vocational education and training,as well as health and health care.
By summing up the successful experiences in developed countries,we found that the development of human resources of the farmers has government failure. Based on game theory , co-operatives through the establishment interests linking mechanism with entrepreneurs,leading enterprises,scientific and technological personnel,introduce them in the co-operatives.
In this way,eventually building a farmers cooperative team of human capital which entrepreneurs is the core,all kinds of management and technical personnel as the backbone,practical people as basement in human capital team,train and incentive the human capital team of farmers cooperative, to achieve sustained and rapid development and growth of farmers professional cooperative. Therefore,this paper may have the three innovations as follows: First,the establishment of a interests linking mechanism could resolve talents introduction in the human resource development of farmers professional cooperatives; Second,be the first to propose the structure model of human capital team in farmers professional cooperatives; third , propose firstly to set up "cooperative economy" of teach-oneself exam,lay professional talent pipeline for cooperatives.
Full-text is divided into eight chapters,content and basic ideas of each chapter research are briefly described below:
The first chapter is introduction. This chapter describes the background,the study purpose and meaning,domestic and foreign research of the topics. We also elaborated ideas and methods of this research,formed the basic framework and the possible innovation.
Chapter II is the theoretical basis. This chapter mainly studies human capital theory,human resource development theory,team theory which are the three basic theories for human resources development of the farmers professional cooperative. The revelation of human capital theory and human resource development theory is to increase investment efforts in human capital development in rural areas,focusing on the use of human capital,and teamwork; the development process of human capital theory and human resource development theory also is the development process of the theory of rural human resources development in fact; team theory that should be set up and create real,efficient team,and effectively improve organizational performance and to promote the development of organization members.
Chapter III is to empirical research of Shaanxi Province. First described the development of cooperatives,then is empirical research on the needs and wishes of farmers in cooperatives,and pointed out the effectiveness and faced problems in cooperatives. Secondly,based on data of Shaanxi Province,analyzed the total and structure characteristics of rural human resources. Finally found the one important factor which restricting development farmers professional cooperative.
The fourth is the successful experience of the major developed countries in the rural human resource development,as well as variety of human capital teams of foreign farmers professional cooperative. This chapter concludes rural human resource development experience and practice of Japan,Germany and the United States,focusing on their operation and summarizes the experiences of its success,as take examples by the country's rural human resources development and cooperative team.
Chapter V is human resources development of Government-led farmers professional cooperative. This chapter analyzed three main ways of rural human resource development by the government,including rural basic education,rural vocational and technical education and training,and health care,we found many problems of rural human resource development,especially the government failure. China's rural human capital accumulation is in a state of backwardness. Therefore,we must regulate government action to increase government investment in rural human resources development,and distribution of professional quality human resources for farmers cooperatives.
Chapter VI is the interest linkage mechanism of human resource development of farmers professional cooperatives. The interest of linkage mechanism is actually the farmers cooperatives and related subjects,such as farmers entrepreneurs,leading enterprises and scientific and technological talents linked the game network. Were analyzed benefits,risks and significance of linkage between cooperatives and entrepreneurs,leading business and technology professionals , and the establishment the corresponding interests bonding mechanisms,in order to achieve external quality human resources within the introduction cooperatives,optimize the cooperative structure of human resources,strengthen cooperative. Chapter VII is building and management of farmers cooperatives human capital team. This chapter divided rural human resources into professional farmers and industry farmers,which laid the foundation for rural human resource classification training,skills for identification and other activities,but also made the farmers professional cooperatives as part of organizational system,in accordance with corporate human resources management model. Through nurture and encourage of cooperatives entrepreneurs, all kinds of business management and technical personnel and practical talents,the ultimately build cooperative human capital model. This is the ultimate end result of farmers cooperative human resources development,but also brings the advantages of team strength,to achieve the ultimate goal of development and growth of cooperatives.
Chapter VIII is conclusions and prospects. By studying we draw some conclusions and recommendations for the future trends in the development of cooperatives and further research directions.
引文
艾应伟,范志金. 2005.现代农业科技革命与农技推广人才队伍发展.中国农学通报. 10:442-444
白菊红. 2004.农村人力资本积累与农民收入研究.北京:中国农业出版社:24-25
暴丽艳. 2004.浅议人力资本与人力资源之异同.经济问题,8:13
贝克尔. 1987.人力资本投资:特别是关于教育的理论与经验分析.北京:北京大学出版社:12-13
本杰明?克莱因. 1999.契约与激励:契约条款在确保履约中的作用.经济科学出版社:134-135
陈锡文,韩俊,赵阳. 2005.中国农村公共财政制度.中国发展出版社.252
程芳,桂昭明. 2002.中国人力资本与经济增长的相关性.科技进步与对策,10:69-70
丁秋更,王秀娟. 2007.我国农村实用人才教育培训问题探析.农业经济,6:59-60
东海镇,倪凯权. 2008.农民经济合作组织现状分析及其发展的思考. http://www.qddj.gov.cn/,2008-7-14.
窦鹏辉. 2005.中国农村青年人力资源开发研究.中国农业出版社:102-103
段兴民,张志宏等著. 2005.中国人力资本定价研究.西安:西安交通大学出版社:89-90
段兴民. 2007.人力资本定价是一种必然.中国人力资源开发,12:78-79
方竹兰. 1999.人力资本产权论.经济理论与经济管理,1:25-26
冯丽丽,贾宪威,许琳. 2005.龙头企业应是农村专业合作组织的参与者和引导者.农村经济. 4:38-40
高帆. 2007.新型农民:专业化、知识化、市场化、组织化.调研世界,4:34-35
关培兰. 2003.组织行为学.武汉:武汉大学出版社:45-46
郭伟强,蔡林慧. 2006.人力资源构件分析视角下的农村人力资源开发.理论导刊,11:71-73
郭晓鸣,廖祖君,付娆. 2007.龙头企业带动型、中介组织联动型和合作社一体化三种农业产业化模式的比较——基于制度经济学视角的分析.中国农村经济,4:40-47
国鲁来. 2006.农民合作组织发展的促进政策分析.中国农村经济,6:4-11
何琛姣. 2005.论农业合作经济组织企业家的培育.世界农业,11:52-55
侯风云. 1999.中国人力资本形成及其现状.经济科学出版社:4-5
洪利辉. 2009.陕西新农村建设的人力资源支持模式研究[硕士学位论文].杨凌:西北农林科技大学
胡鞍刚. 2002.从人口大国到人力资本大国:1980—2000.中国人口科学,5:2-3
胡鞍钢. 2001-7-12.中美日印四国经济规模与财富比较.中国信息报,第7版
胡卓红. 2009.农民专业合作社发展助推机制研究.农村经济,9:112-115
黄乾. 2000.论人力资本产权特征.财经研究,9:12-13
黄云鹏. 2003.农业经营体制与专业化分工.农业经济问题,6:81-82
黄祖辉,王祖锁. 2002.从不完全合约看农业产业化经营的组织方式.农业经济问题,3:28-31
简小鹰,孙传范,张秀萍. 2007.科技特派员制度与农业产业化发展.科学管理研究. 4:41-44
简小鹰. 2005.“科技特派员”制度与农业技术服务市场的发育.中国科技论坛,1.110 -114
靳贞来,李煜. 2006.大力开发农村人力资源.江苏高教,1:150-151.
孔祥智. 2005.中国三农前景报告.北京:中国时代经济出版社:177 ,197,203 ,
李昌健. 2008.加强农村实用人才队伍建设.农村工作通讯.,08:14-15
李禾俊,赵京. . 2005.对我国农村人力资源开发问题的思考.理论导刊,10:46-48
李建民. 1999.人力资本通论.上海:上海三联出版社:89-91
李录堂,韦吉飞,张藕香. 2006.西部乡村人力资本开发与保护研究.西北农林科技大学学报(社科版),1:23-27
李录堂. 2001.农户分类管理研究.西安:陕西人民出版社. 1-10
李世聪. 2003.人力资本当期价值理论与方法的创建与实证分析.湖南社会科学. 9:67
李炜,蒙燕. 2006.日本农协简介.农产品市场周刊,5:410-411
李勋来,李国平,李福柱. 2005.农村人力资本陷阱:对中国农村的验证与分析.中国农村观察,9:23-24
李忠民. 1999.人力资本:一个理论框架及其对中国一些问题的解释.北京:经济科学出版社:64-65
林迪. 2007.德国农业合作社.农产品市场周刊,18:310
刘登高. 2005.农民专业合作社的历史教训和新鲜经验.农村工作通讯.,5: 28-29
刘迎秋. 1997.论人力资本投资对中国经济成长的意义.管理世界,3:55-56
卢翠翠. 2005.高绩效团队特质及其组建模型. http://www.hr.com.cn/ 2008-02-25.
鲁本斯·里库佩罗. 2001.让发展有点人味. .国际社会科学杂志,6:18—24
马彦丽,孟彩英. 2008.我国农民专业合作社的双重委托一代理关系——兼论存在的问题及改进思路.农业经济问题,5:55-60
毛德智. 2006.农村人力资源开发的对策.农村工作通讯,1:30-31
任桂芳. 2006.对农村人力资源开发途径的探讨.农业经济,5:54-55
佘宝兰. 2002.农村剩余劳动力转移模式分析.江苏大学学报(社会科学版),12:111-114
舒尔茨. 1990.人力资本投资:教育和研究的作用.北京:商务印书馆:54-56
舒尔茨. 1992.论人力资本投资.北京:北京经济学院出版社78-79
斯蒂芬·P·罗宾斯. 1997.管理学.北京:中国人民大学出版:67-68
宋寿金. 2004.区域人力资源开发研究.广州:广东人民出版社:12
孙迪亮. 2009.西部地区农业现代化进程中的农民专业合作社发展研究.经济问题探索,4:83-87
孙亚范. 2008.农民专业合作经济组织利益机制及影响因素分析——基于江苏省的实证研究.. 农业经济问题,9:48-56
田晓晖. 2008.合作社中企业家才能激励机制创新的思考.商场现代化,17:326-330
王海杰. 2008.人力资本理论研究—企业权利来源与配置角度.经济科学出版社:78-79
王焕有,白西兰,张旭峰. 2008.陕西农民专业合作社的发展与实践.农村经营管理,8:38-40
王敏. 2009.农村合作经济组织发生及运行机理研究[硕士学位论文].杨凌:西北农林科技大学
王蔚. 2002-2-17.贝尔宾团队角色理论给我们的启示.光明日报,第4版
王旭辉,王旭升. 2009.人力资本与人力资源异同探析.理论界, 10:45-46
王颖. 2004.论我国农村人力资原开发[硕士学位论文].长春:吉林大学
魏众,.B古斯塔夫森. 2005.中国居民医疗支出不公平分析.经济研究,12:26-34
肖鸣政. 2006.人力资源管理模式及选择因素分析.中国人民大学学报,5:135-141
谢曙光. 2004.农业产业化经营与农民专业合作组织的关系.经济论坛,14::99-100
徐辉. 2004.农村人力资源开发战略研究.农村经济与科技,7:17-18
徐辉. 2009.我国农村人力资本团队模式研究[博士学位论文].杨凌:西北农林科技大学.
徐旭初. 2005.中国农民专业合作经济组织的制度分析.北京:经济科学出版社:78-79
徐迎春,张建伟,刘泽. 2005.中国人力资本与经济增长关系的实证研究.中国成人教育,. 3:31-32
许茂林. 2003.台湾农民合作组织企业家成长机制探讨.经济前沿,7:18-20
亚当·斯密. 2005.国民财富的性质和原因的研究(上).北京:商务印书馆:259
尹立颖. 2006.开发人力资本提高我国农村人力资源质量.人口质量. 6:44-47
喻汇,李录堂. 2005.农业人力资本流动与农村剩余劳动力转移研究.生态经济,5:42
苑鹏. 2001.中国农村市场化进程中的农民合作组织研究.中国社会科学,6: 63-65
占盛丽,董业军. 2005.社会主义新农村职业教育与培训.教育发展研究,12:11-16
张美珍,陈冲,李录堂. 2010.农民参与新型专业合作社影响因素分析.商业研究,2:146-148
张美珍,田朝晖. 2010.陕西省农民专业合作经济组织发展现状与对策分析.安徽农业科学,4:2073-2075
张藕香. 2006.人力资本对经济增长和地区差异的影响[博士学位论文].杨凌:西北农林科技大学
张文贤. 2003.人力资本参与收益分配的理论基础.中国人力资源开发,6:33-34
张晓梅. 2005.中国农村人力资源开发与利用研究.北京:中国农业出版社:67-68
张志宏. 2004.人力资本相对价值评估与定价机制设计.兰州大学学报,11:45
赵玻,陈阿兴. 2007.美国新一代合作社:组织特征、优势及绩效.农业经济问题,11:34
赵永柯. 2004.农村人力资源开发研究. [硕士学位论文].南宁:广西大学
中国教育与人力资源问题报告课题组. 2003.从人口大国迈向人力资源强国.北京:高等教育出版社:61
周晓,朱农. 2003.论人力资本对中国农村经济增长的作用.中国人口科学,12:23-24
周逸先,崔玉平. 2001.农村劳动力受教育与就业及家庭收入的相关分析.中国农村经济.,4:60-67
朱农. 2005.中国劳动力流动与“三农”问题.武汉大学出版社:171-191.
朱农. 2005.中国劳动力流动与“三农”问题.武汉:武汉大学出版社: 21
朱伟革. 2007.德国农业合作社的成功之道.农村合作经济经营管理,10:41-42
《中共中央国务院关于进一步加强人才工作的决定(中发[2003]16号)》. http://www.xinhuanet.com/,2003-12-31.
Alchian,Demsetz.1972. Production information costs and economic organization.American Economic Review,62:777-795
Cook , M.L. 1995. The Future of U. S. Agricultural Cooperatives: A Neo-Institutional Approach.American Journal of Agricultural Economics. 77(10):1153—1159
Gary S.Becker. 1964. Human capital:An Theoretical and Empirical Analysis with Special Reference to Education. Published by National Bureau of Economic Research. New York. 133-134
Katzenbach J R,Smth D K.2005. The discipline of team. Harvard Business Review,83(7):162-171
Klein B.,Crawford R.G. 1978. Alchian A.Vertical integration,appropriable rents and competitive contracting process. Journal of Law,Economics and Organization,4:199-213.
Phillips,R. 1953. Economic Nature of the Cooperative Association. Journal of Farm Economics,35:74-87.
Ponald J. Johnston. 1998. Human Investment:An International Comparison. Published Paris FranceOECD,98-99
Romer.R.M. 2002. Increasing Retursand Long—Run Growth. Journal of Political Economy,94:10- 37.
Sexton,R J. 1986. The Formation of Cooperatives:A Game-Theoretic Approach with Implications for Coperative Finance,Decision Making,and Stability.American Journal of A cultural Economicd,68(2):214-218
白菊红. 2004.农村人力资本积累与农民收入研究.北京:中国农业出版社:24-25
暴丽艳. 2004.浅议人力资本与人力资源之异同.经济问题,8:13
贝克尔. 1987.人力资本投资:特别是关于教育的理论与经验分析.北京:北京大学出版社:12-13
本杰明?克莱因. 1999.契约与激励:契约条款在确保履约中的作用.经济科学出版社:134-135
陈锡文,韩俊,赵阳. 2005.中国农村公共财政制度.中国发展出版社.252
程芳,桂昭明. 2002.中国人力资本与经济增长的相关性.科技进步与对策,10:69-70
丁秋更,王秀娟. 2007.我国农村实用人才教育培训问题探析.农业经济,6:59-60
东海镇,倪凯权. 2008.农民经济合作组织现状分析及其发展的思考. http://www.qddj.gov.cn/,2008-7-14.
窦鹏辉. 2005.中国农村青年人力资源开发研究.中国农业出版社:102-103
段兴民,张志宏等著. 2005.中国人力资本定价研究.西安:西安交通大学出版社:89-90
段兴民. 2007.人力资本定价是一种必然.中国人力资源开发,12:78-79
方竹兰. 1999.人力资本产权论.经济理论与经济管理,1:25-26
冯丽丽,贾宪威,许琳. 2005.龙头企业应是农村专业合作组织的参与者和引导者.农村经济. 4:38-40
高帆. 2007.新型农民:专业化、知识化、市场化、组织化.调研世界,4:34-35
关培兰. 2003.组织行为学.武汉:武汉大学出版社:45-46
郭伟强,蔡林慧. 2006.人力资源构件分析视角下的农村人力资源开发.理论导刊,11:71-73
郭晓鸣,廖祖君,付娆. 2007.龙头企业带动型、中介组织联动型和合作社一体化三种农业产业化模式的比较——基于制度经济学视角的分析.中国农村经济,4:40-47
国鲁来. 2006.农民合作组织发展的促进政策分析.中国农村经济,6:4-11
何琛姣. 2005.论农业合作经济组织企业家的培育.世界农业,11:52-55
侯风云. 1999.中国人力资本形成及其现状.经济科学出版社:4-5
洪利辉. 2009.陕西新农村建设的人力资源支持模式研究[硕士学位论文].杨凌:西北农林科技大学
胡鞍刚. 2002.从人口大国到人力资本大国:1980—2000.中国人口科学,5:2-3
胡鞍钢. 2001-7-12.中美日印四国经济规模与财富比较.中国信息报,第7版
胡卓红. 2009.农民专业合作社发展助推机制研究.农村经济,9:112-115
黄乾. 2000.论人力资本产权特征.财经研究,9:12-13
黄云鹏. 2003.农业经营体制与专业化分工.农业经济问题,6:81-82
黄祖辉,王祖锁. 2002.从不完全合约看农业产业化经营的组织方式.农业经济问题,3:28-31
简小鹰,孙传范,张秀萍. 2007.科技特派员制度与农业产业化发展.科学管理研究. 4:41-44
简小鹰. 2005.“科技特派员”制度与农业技术服务市场的发育.中国科技论坛,1.110 -114
靳贞来,李煜. 2006.大力开发农村人力资源.江苏高教,1:150-151.
孔祥智. 2005.中国三农前景报告.北京:中国时代经济出版社:177 ,197,203 ,
李昌健. 2008.加强农村实用人才队伍建设.农村工作通讯.,08:14-15
李禾俊,赵京. . 2005.对我国农村人力资源开发问题的思考.理论导刊,10:46-48
李建民. 1999.人力资本通论.上海:上海三联出版社:89-91
李录堂,韦吉飞,张藕香. 2006.西部乡村人力资本开发与保护研究.西北农林科技大学学报(社科版),1:23-27
李录堂. 2001.农户分类管理研究.西安:陕西人民出版社. 1-10
李世聪. 2003.人力资本当期价值理论与方法的创建与实证分析.湖南社会科学. 9:67
李炜,蒙燕. 2006.日本农协简介.农产品市场周刊,5:410-411
李勋来,李国平,李福柱. 2005.农村人力资本陷阱:对中国农村的验证与分析.中国农村观察,9:23-24
李忠民. 1999.人力资本:一个理论框架及其对中国一些问题的解释.北京:经济科学出版社:64-65
林迪. 2007.德国农业合作社.农产品市场周刊,18:310
刘登高. 2005.农民专业合作社的历史教训和新鲜经验.农村工作通讯.,5: 28-29
刘迎秋. 1997.论人力资本投资对中国经济成长的意义.管理世界,3:55-56
卢翠翠. 2005.高绩效团队特质及其组建模型. http://www.hr.com.cn/ 2008-02-25.
鲁本斯·里库佩罗. 2001.让发展有点人味. .国际社会科学杂志,6:18—24
马彦丽,孟彩英. 2008.我国农民专业合作社的双重委托一代理关系——兼论存在的问题及改进思路.农业经济问题,5:55-60
毛德智. 2006.农村人力资源开发的对策.农村工作通讯,1:30-31
任桂芳. 2006.对农村人力资源开发途径的探讨.农业经济,5:54-55
佘宝兰. 2002.农村剩余劳动力转移模式分析.江苏大学学报(社会科学版),12:111-114
舒尔茨. 1990.人力资本投资:教育和研究的作用.北京:商务印书馆:54-56
舒尔茨. 1992.论人力资本投资.北京:北京经济学院出版社78-79
斯蒂芬·P·罗宾斯. 1997.管理学.北京:中国人民大学出版:67-68
宋寿金. 2004.区域人力资源开发研究.广州:广东人民出版社:12
孙迪亮. 2009.西部地区农业现代化进程中的农民专业合作社发展研究.经济问题探索,4:83-87
孙亚范. 2008.农民专业合作经济组织利益机制及影响因素分析——基于江苏省的实证研究.. 农业经济问题,9:48-56
田晓晖. 2008.合作社中企业家才能激励机制创新的思考.商场现代化,17:326-330
王海杰. 2008.人力资本理论研究—企业权利来源与配置角度.经济科学出版社:78-79
王焕有,白西兰,张旭峰. 2008.陕西农民专业合作社的发展与实践.农村经营管理,8:38-40
王敏. 2009.农村合作经济组织发生及运行机理研究[硕士学位论文].杨凌:西北农林科技大学
王蔚. 2002-2-17.贝尔宾团队角色理论给我们的启示.光明日报,第4版
王旭辉,王旭升. 2009.人力资本与人力资源异同探析.理论界, 10:45-46
王颖. 2004.论我国农村人力资原开发[硕士学位论文].长春:吉林大学
魏众,.B古斯塔夫森. 2005.中国居民医疗支出不公平分析.经济研究,12:26-34
肖鸣政. 2006.人力资源管理模式及选择因素分析.中国人民大学学报,5:135-141
谢曙光. 2004.农业产业化经营与农民专业合作组织的关系.经济论坛,14::99-100
徐辉. 2004.农村人力资源开发战略研究.农村经济与科技,7:17-18
徐辉. 2009.我国农村人力资本团队模式研究[博士学位论文].杨凌:西北农林科技大学.
徐旭初. 2005.中国农民专业合作经济组织的制度分析.北京:经济科学出版社:78-79
徐迎春,张建伟,刘泽. 2005.中国人力资本与经济增长关系的实证研究.中国成人教育,. 3:31-32
许茂林. 2003.台湾农民合作组织企业家成长机制探讨.经济前沿,7:18-20
亚当·斯密. 2005.国民财富的性质和原因的研究(上).北京:商务印书馆:259
尹立颖. 2006.开发人力资本提高我国农村人力资源质量.人口质量. 6:44-47
喻汇,李录堂. 2005.农业人力资本流动与农村剩余劳动力转移研究.生态经济,5:42
苑鹏. 2001.中国农村市场化进程中的农民合作组织研究.中国社会科学,6: 63-65
占盛丽,董业军. 2005.社会主义新农村职业教育与培训.教育发展研究,12:11-16
张美珍,陈冲,李录堂. 2010.农民参与新型专业合作社影响因素分析.商业研究,2:146-148
张美珍,田朝晖. 2010.陕西省农民专业合作经济组织发展现状与对策分析.安徽农业科学,4:2073-2075
张藕香. 2006.人力资本对经济增长和地区差异的影响[博士学位论文].杨凌:西北农林科技大学
张文贤. 2003.人力资本参与收益分配的理论基础.中国人力资源开发,6:33-34
张晓梅. 2005.中国农村人力资源开发与利用研究.北京:中国农业出版社:67-68
张志宏. 2004.人力资本相对价值评估与定价机制设计.兰州大学学报,11:45
赵玻,陈阿兴. 2007.美国新一代合作社:组织特征、优势及绩效.农业经济问题,11:34
赵永柯. 2004.农村人力资源开发研究. [硕士学位论文].南宁:广西大学
中国教育与人力资源问题报告课题组. 2003.从人口大国迈向人力资源强国.北京:高等教育出版社:61
周晓,朱农. 2003.论人力资本对中国农村经济增长的作用.中国人口科学,12:23-24
周逸先,崔玉平. 2001.农村劳动力受教育与就业及家庭收入的相关分析.中国农村经济.,4:60-67
朱农. 2005.中国劳动力流动与“三农”问题.武汉大学出版社:171-191.
朱农. 2005.中国劳动力流动与“三农”问题.武汉:武汉大学出版社: 21
朱伟革. 2007.德国农业合作社的成功之道.农村合作经济经营管理,10:41-42
《中共中央国务院关于进一步加强人才工作的决定(中发[2003]16号)》. http://www.xinhuanet.com/,2003-12-31.
Alchian,Demsetz.1972. Production information costs and economic organization.American Economic Review,62:777-795
Cook , M.L. 1995. The Future of U. S. Agricultural Cooperatives: A Neo-Institutional Approach.American Journal of Agricultural Economics. 77(10):1153—1159
Gary S.Becker. 1964. Human capital:An Theoretical and Empirical Analysis with Special Reference to Education. Published by National Bureau of Economic Research. New York. 133-134
Katzenbach J R,Smth D K.2005. The discipline of team. Harvard Business Review,83(7):162-171
Klein B.,Crawford R.G. 1978. Alchian A.Vertical integration,appropriable rents and competitive contracting process. Journal of Law,Economics and Organization,4:199-213.
Phillips,R. 1953. Economic Nature of the Cooperative Association. Journal of Farm Economics,35:74-87.
Ponald J. Johnston. 1998. Human Investment:An International Comparison. Published Paris FranceOECD,98-99
Romer.R.M. 2002. Increasing Retursand Long—Run Growth. Journal of Political Economy,94:10- 37.
Sexton,R J. 1986. The Formation of Cooperatives:A Game-Theoretic Approach with Implications for Coperative Finance,Decision Making,and Stability.American Journal of A cultural Economicd,68(2):214-218