基于全球价值链分工的中国产业升级中的人力资源开发研究
|
摘要
改革开放以来三十多年间,中国经济实现了平稳快速发展,通过引进制造业的跨国转移,成功地参与了国际分工,逐步成为世界级制造大国。然而,未来发展形势不容乐观,面临不断增大的环境、资源压力和日趋激烈的国际市场竞争,促进中国产业升级、实现经济增长方式的转变,已经成为保证中国经济实现全面、协调、可持续的发展的必经途径。
全球价值链分工的形成是经济全球化条件下所带来的重要变化之一。它已经成为任何一个国家、地区参与国际分工的必经之路。各国、地区根据自身要素资源禀赋特征,承担同一产业甚至同一产品价值链内部不同环节,获取各自环节的价值增值与收益。然而,无论是传统劳动密集型产业还是新兴高科技产业,在产业全球价值链分工中都存在附加价值差异巨大的不同环节,位于不同全球价值链分工环节就意味着截然不同的投入产出状况。
在全球价值链分工条件下要实现国家或地区产业升级,不仅要关注不同产业所占比重,更重要的是必须提升国家在产业全球价值链分工中的地位。只有提升一国企业在参与全球价值链分工中的环节和地位,实现国家在产业价值链上由低附加值环节向高附加值环节、非战略环节向战略控制环节的提升,才能真正实现国家产业升级。
人力资源作为科学技术这个第一生产力的载体,其素质水平不仅决定着一国科学技术水平状况,而且直接关系到各产业的发展,影响社会经济发展目标的实现。在全球价值链分工条件下,自然禀赋、物质等资源对各国、地区产业的高端升级的作用非常有限。于是,人力资源要素水平往往成为决定价值链分工环节的关键因素。人力资源开发则是决定人力资源水平的重要后天因素。实现人力资源的有效开发,有助于促进国家产业升级,提升中国在全球价值链分工中的地位,促进经济健康持续发展。
改革开放以来,中国第二产业发展发展迅速。然而,中国企业目前在第二产业的全球价值链分工中所占的位置较低,多为体力劳动和简单脑力劳动的低附加值环节。经济全球化条件下,中国要实现从加工制造大国向制造强国、服务强国、创造大国的转变,实现第二产业的产业内升级,提升其在全球价值链分工中的地位,最终只能依靠人力资源。人力资源的价值不仅体现在其数量上,更重要的是体现在其质量上。人力资源素质的开发与提高,是实现国家产业升级,保持经济持续健康发展的根本动力。人力资源开发是全球价值链分工背景下实现中国产业升级的关键。开发中国人力资源、将人口压力转变为人力资源优势,才能真正推动产业优化升级,实现中国经济从粗放型增长向集约型增长的转变。
本文拟在相关理论基础上,采用归纳、演绎、国际比较和定量分析等定性与定量相结合的研究方法,结合理论研究与实证分析方法,通过数据整理、理论分析和模型推导,以第二产业为例,探讨人力资源开发对中国第二产业产业内升级的关键促进作用,揭示产业升级与人力资源之间的关联性。论文具体思路如下：在国际产业升级的基础上,深入分析全球价值链分工体系下不同的全球价值链动力机制、治理结构等方面对一国产业升级的影响方式与相应要求,从理论层面构建全球价值链分工对国家产业升级的多角度、多层次的影响,通过理论分析探讨中国第二产业产业内升级方向。同时,根据人力资源开发现象本身及其运行规律,提出个人、组织与社会中各种人力资源开发活动的方向与对策。进而,在科学分析人力资源与产业高度的相关性的基础上,结合中国发展要求,通过全球价值链分工和国际比较优势理论对中国现阶段产业高度状况及其未来方向进行分析和判断。最后,分析全球价值链分工背景下中国第二产业产业内升级对人力资源的要求,并联系各国促进产业升级过程中的人力资源开发策略,提出新的历史条件下促进中国第二产业产业内升级的人力资源开发策略建议。
论文主要研究内容如下：
第一部分：导论。从中国产业升级、全球价值链分工和人力资源开发的理论与实践研究背景出发,提出在全球价值链分工背景下实现中国产业升级的人力资源开发策略研究的理论与现实价值,并介绍论文框架、思路与研究方法。
第二部分：产业升级中的人力资源开发：研究回顾。对国内外在产业升级、人力资源开发、全球价值链分工及其三者之间的关系等方面的理论和实证研究进行整体回顾,为论文的展开奠定基础,并引出论文研究的实际要求。
第三部分：全球价值链分工条件下人力资源开发对产业升级的作用。在全球价值链分工条件下,对国家人力资源数量和结构与产业升级之间的作用关系进行分析,以此为基础,建立相关理论实证模型分析的基础。
第四部分：中国产业高度与人力资源相关性实证分析。以中国第二产业产业高度与人力资源的数据为依据,对人力资源和产业高度之间的相关性进行实证分析,发现：人力资源状况对产业高度具有明显的影响作用。
第五部分：全球价值链分工条件下中国产业升级方向及其对人力资源的要求。在分析中国产业升级现状的基础上,探讨全球价值链分工对中国第二产业产业内升级方向的要求,进而从人力资源数量、年龄、知识层次、行业、能力内容与层次、性别、地区等多个角度提出中国第二产业产业内升级方向对人力资源的要求。
第六部分：全球价值链分工条件下各国为实现产业升级所采取的人力资源开发策略：以日本、韩国、中国台湾、中国香港、美国、印度为例。通过对亚洲部分国家产业升级中的人力资源开发政策的分析,为中国人力资源开发策略的提出奠定基础。
第七部分：实现中国产业升级的人力资源开发。以理论分析为基础,借鉴部分国家产业升级与人力资源开发的经验与教训,在中国第二产业产业内升级方向的基础上,从制度改革、市场回报、系统原则等角度提出从人口政策、教育投入、产业政策、经济激励、专利保护、人力资源使用制度、社会保障、市场机制等方面开发高端技术、营销、设计人力资源,同时不断提升中国人力资源的创新能力,从而满足中国第二产业产业内升级的需求,促进全球价值链分工条件下实现中国产业健康持续发展。
与已有的研究相比较,本文对全球价值链分工条件下中国产业升级中的人力资源开发策略进行了系统的研究,论文的主要创新点集中于以下三个方面：
第一,选择了一个新的研究视角。把全球价值链分工作为产业升级的背景,研究全球价值链分工对产业升级的影响,进而研究如何通过人力资源开发来促进产业升级。
第二,构建了一个新的实证模型。根据全球价值链分工条件下产业升级的特点与要求,设计国际人均GDP增值指数这一指标反映全球价值链分工条件下的产业高度,在此基础上构建了全球价值链分工条件下产业高度与人力资源之间的相关性分析模型。
第三,提出了一个新的对策体系。在充分考虑政治、经济和社会化文化环境的条件下,在均衡区域、文化、民族、性别的基础上,通过揭示人力资源开发与产业升级之间的作用关系,提出全球价值链分工条件下促进中国产业升级的人力资源开发对策。
Since the reform and opening-up policy was carried out more than 30 years ago, the Chinese Economy has developed steadily and fast. With the multinational transfer of the manufacturing industry, China has taken part in international division of labor and become a giant manufacturing country. However, the future prospects are not very hopeful. With the increasing pressure from environment, resources and more fierce global competition, to promote industrial upgrading and transformation of economic growth mode has become the only way to ensure the comprehensive, coordinated and sustainable development of Chinese economy.
One of the most important changes under economic globalization is the emergence of global value chain specialization. It has become the necessary path for any country, districts to take part in international division of labor. Different country, district should get the value added from different segments of global value chain based on its own characteristics of factor endowments. However, whatever industry, from traditional labor-intensive industry to high-tech industry, the value added in different segments of global value chain is different, which will bring totally different cost-effectiveness.
To promote industrial upgrading in one country or district under the global value chain specialization, we must focus not only on proportion of different industries, but also on its status in the global value chain specialization. Only if the status in the global value chain specialization can be promoted and the transfer from the segments of low value added to the segments of high value added can be achieved, can industrial upgrading be attained.
Human resources as the carrier of science and technology, its quality not only determines the level of science and technology in one country, but also influences the development of different industry and the realization of social and economic development. Under the global value chain specialization, natural resources and other physical resources just have a limited influence on industrial upgrading. Thus, human resource has become the key to determine the division segment of global value chain. Human resource development is the important factor to improve human resource. To develop human resources effectively will help promote industrial upgrading, raise its status in global value chain specialization and stimulate the healthy and sustainable development of economy.
Since the reform and opening-up policy, the secondary industry in China has developed quickly. But until now, Chinese enterprises just take the low segment of the secondary industrial global value chain specialization, such as manual labor and simple mental labor which can add low value. Under economic globalization, china have to depend on its human resources in order to upgrade its secondary industry and promote its status in global value chain specialization if it wants to transform from processing giant to manufacturing, service and creation power. The value of human resources lies not only in its quantity, but also in its quality. The development and improvement of human resources is the elemental drive that promote industrial upgrading and the healthy and sustainable development of economy. Human resources development is the key to realize the industrial upgrading in China under global value chain specialization. To develop the human resources in China, to convert the population pressure to the advantage of human resources can really promote the industrial upgrading and the transformation of economic growth mode from extensive to intensive ways in China.
Based on the related theories, the paper is going to discuss the key role of human resources development in promoting the industrial upgrading of China and reveal the relationship between industrial upgrading and human resources from the perspective of the secondary industry by adopting inductive method, deductive method, international comparison and quantitative analysis. The fundamental reasoning of this paper is as following:the influences of the global value chain specialization on industrial upgrading in one country are clearly analyzed based on international industrial upgrading. And the directions of the secondary industrial upgrading in China are discussed from theoretical analysis. And at the same time, the directions and countermeasures of human resources development are listed based on the operating rules of human resources development. Then, based on the correlation analysis of human resources and industrial height, with development demands of China, the present conditions and the future directions of the industrial height in China is analyzed and judged. At last, the requests on the human resources of the secondary industrial upgrading under global value chain are analyzed. And with the analysis of the strategies of human resources development in different countries, some measures and suggestions on human resources development to promote the secondary industrial upgrading in China are provided.
The major content of the paper is as follows:
Chapter 1:Introduction. In chapter 1, the value of the research of human resources development ways to promote the industrial upgrading in China under global value chain specialization is discussed based on the theoretical and practical background of global value chain specialization and human resources development. And the frame, reasoning and research methods are also included in this chapter.
Chapter 2:Review of Human Resources Development in Industrial Upgrading. In chapter 2, the studies of industrial upgrading, human resources development, global value chain and their relationships are reviewed, which is the foundation of the paper.
Chapter 3, the Mechanism of Industrial Upgrading And Human Resources Development under Global Value Chain Specialization. Under global value chain specialization, the mechanism between human resources and industrial upgrading is analyzed, which is the foundation to the empirical analysis.
Chapter 4:the Correlation Analysis between Industrial Height and Human Resources. In chapter 4, empirical studies are carried out based on the figures of industrial upgrading and human resources of the secondary industry in China. It shows that human resources have obvious impact on industrial height.
Chapter 5:the Direction of Industrial Upgrading in China and its Requests of Human Resources under Global Value Chain Specialization. The directions of the secondary inner-industrial upgrading under global value chain specialization are discussed based on the present conditions of industrial upgrading in China. And then the requirements on human resources have been listed from the perspectives of the quantities, age, depth of knowledge, major, different content and levels of abilities, gender and districts.
Chapter 6:The Practices of Human Resources Development in Different Countries. In this chapter, the practices of human resources development in different countries such as Japan, South Korea, Taiwan China, Hong Kong China, U.S. and India are discussed, which may give some guidance to Chinese human resources development.
Chapter 7:The Strategy of Human Resources Development to Promote Industrial Upgrading in China. Based on theoretical analysis and some practices from other countries, the suggestions are provided from the perspectives of institution reform, market reward, systematic and so on. And some advices on its development path have been given based on population policies, education, industrial policies, economic incentives, patents' protection, use of human resources, social security and compensation systems to promote the creativities of human resources in China, which can meet the demand of the second industrial upgrading and realize the sustainable and healthy industrial development in China.
Compared with the current studies, the paper makes a systematic study on the human resources development strategy to promote industrial upgrading in China under global value chain specialization. The innovation of the paper includes:
First, the paper is based on a new perspective of research. Based on the background of global value chain specialization, the paper makes a systematic study on its impact on industrial upgrading and then studies the strategy of human resources development in one country or district to help promote industrial upgrading.
Second, a new empirical model is designed in the paper. Based on the characteristics and requirements of industrial upgrading under global value chain specialization, Index of GDP Value Added Per Capita is designed in the paper to reflect the industrial height under global value chain specialization. And then a correlation model between industrial height and human resources under global value chain specialization is built.
Third, a new whole system is given. Based on the contexts of political, economic and cultural environments, the strategies of human resources development in China is discussed to balance area, culture, nationality and gender by disclosing the working mechanism of human resources developmen and industrial upgrading.
全球价值链分工的形成是经济全球化条件下所带来的重要变化之一。它已经成为任何一个国家、地区参与国际分工的必经之路。各国、地区根据自身要素资源禀赋特征,承担同一产业甚至同一产品价值链内部不同环节,获取各自环节的价值增值与收益。然而,无论是传统劳动密集型产业还是新兴高科技产业,在产业全球价值链分工中都存在附加价值差异巨大的不同环节,位于不同全球价值链分工环节就意味着截然不同的投入产出状况。
在全球价值链分工条件下要实现国家或地区产业升级,不仅要关注不同产业所占比重,更重要的是必须提升国家在产业全球价值链分工中的地位。只有提升一国企业在参与全球价值链分工中的环节和地位,实现国家在产业价值链上由低附加值环节向高附加值环节、非战略环节向战略控制环节的提升,才能真正实现国家产业升级。
人力资源作为科学技术这个第一生产力的载体,其素质水平不仅决定着一国科学技术水平状况,而且直接关系到各产业的发展,影响社会经济发展目标的实现。在全球价值链分工条件下,自然禀赋、物质等资源对各国、地区产业的高端升级的作用非常有限。于是,人力资源要素水平往往成为决定价值链分工环节的关键因素。人力资源开发则是决定人力资源水平的重要后天因素。实现人力资源的有效开发,有助于促进国家产业升级,提升中国在全球价值链分工中的地位,促进经济健康持续发展。
改革开放以来,中国第二产业发展发展迅速。然而,中国企业目前在第二产业的全球价值链分工中所占的位置较低,多为体力劳动和简单脑力劳动的低附加值环节。经济全球化条件下,中国要实现从加工制造大国向制造强国、服务强国、创造大国的转变,实现第二产业的产业内升级,提升其在全球价值链分工中的地位,最终只能依靠人力资源。人力资源的价值不仅体现在其数量上,更重要的是体现在其质量上。人力资源素质的开发与提高,是实现国家产业升级,保持经济持续健康发展的根本动力。人力资源开发是全球价值链分工背景下实现中国产业升级的关键。开发中国人力资源、将人口压力转变为人力资源优势,才能真正推动产业优化升级,实现中国经济从粗放型增长向集约型增长的转变。
本文拟在相关理论基础上,采用归纳、演绎、国际比较和定量分析等定性与定量相结合的研究方法,结合理论研究与实证分析方法,通过数据整理、理论分析和模型推导,以第二产业为例,探讨人力资源开发对中国第二产业产业内升级的关键促进作用,揭示产业升级与人力资源之间的关联性。论文具体思路如下：在国际产业升级的基础上,深入分析全球价值链分工体系下不同的全球价值链动力机制、治理结构等方面对一国产业升级的影响方式与相应要求,从理论层面构建全球价值链分工对国家产业升级的多角度、多层次的影响,通过理论分析探讨中国第二产业产业内升级方向。同时,根据人力资源开发现象本身及其运行规律,提出个人、组织与社会中各种人力资源开发活动的方向与对策。进而,在科学分析人力资源与产业高度的相关性的基础上,结合中国发展要求,通过全球价值链分工和国际比较优势理论对中国现阶段产业高度状况及其未来方向进行分析和判断。最后,分析全球价值链分工背景下中国第二产业产业内升级对人力资源的要求,并联系各国促进产业升级过程中的人力资源开发策略,提出新的历史条件下促进中国第二产业产业内升级的人力资源开发策略建议。
论文主要研究内容如下：
第一部分：导论。从中国产业升级、全球价值链分工和人力资源开发的理论与实践研究背景出发,提出在全球价值链分工背景下实现中国产业升级的人力资源开发策略研究的理论与现实价值,并介绍论文框架、思路与研究方法。
第二部分：产业升级中的人力资源开发：研究回顾。对国内外在产业升级、人力资源开发、全球价值链分工及其三者之间的关系等方面的理论和实证研究进行整体回顾,为论文的展开奠定基础,并引出论文研究的实际要求。
第三部分：全球价值链分工条件下人力资源开发对产业升级的作用。在全球价值链分工条件下,对国家人力资源数量和结构与产业升级之间的作用关系进行分析,以此为基础,建立相关理论实证模型分析的基础。
第四部分：中国产业高度与人力资源相关性实证分析。以中国第二产业产业高度与人力资源的数据为依据,对人力资源和产业高度之间的相关性进行实证分析,发现：人力资源状况对产业高度具有明显的影响作用。
第五部分：全球价值链分工条件下中国产业升级方向及其对人力资源的要求。在分析中国产业升级现状的基础上,探讨全球价值链分工对中国第二产业产业内升级方向的要求,进而从人力资源数量、年龄、知识层次、行业、能力内容与层次、性别、地区等多个角度提出中国第二产业产业内升级方向对人力资源的要求。
第六部分：全球价值链分工条件下各国为实现产业升级所采取的人力资源开发策略：以日本、韩国、中国台湾、中国香港、美国、印度为例。通过对亚洲部分国家产业升级中的人力资源开发政策的分析,为中国人力资源开发策略的提出奠定基础。
第七部分：实现中国产业升级的人力资源开发。以理论分析为基础,借鉴部分国家产业升级与人力资源开发的经验与教训,在中国第二产业产业内升级方向的基础上,从制度改革、市场回报、系统原则等角度提出从人口政策、教育投入、产业政策、经济激励、专利保护、人力资源使用制度、社会保障、市场机制等方面开发高端技术、营销、设计人力资源,同时不断提升中国人力资源的创新能力,从而满足中国第二产业产业内升级的需求,促进全球价值链分工条件下实现中国产业健康持续发展。
与已有的研究相比较,本文对全球价值链分工条件下中国产业升级中的人力资源开发策略进行了系统的研究,论文的主要创新点集中于以下三个方面：
第一,选择了一个新的研究视角。把全球价值链分工作为产业升级的背景,研究全球价值链分工对产业升级的影响,进而研究如何通过人力资源开发来促进产业升级。
第二,构建了一个新的实证模型。根据全球价值链分工条件下产业升级的特点与要求,设计国际人均GDP增值指数这一指标反映全球价值链分工条件下的产业高度,在此基础上构建了全球价值链分工条件下产业高度与人力资源之间的相关性分析模型。
第三,提出了一个新的对策体系。在充分考虑政治、经济和社会化文化环境的条件下,在均衡区域、文化、民族、性别的基础上,通过揭示人力资源开发与产业升级之间的作用关系,提出全球价值链分工条件下促进中国产业升级的人力资源开发对策。
Since the reform and opening-up policy was carried out more than 30 years ago, the Chinese Economy has developed steadily and fast. With the multinational transfer of the manufacturing industry, China has taken part in international division of labor and become a giant manufacturing country. However, the future prospects are not very hopeful. With the increasing pressure from environment, resources and more fierce global competition, to promote industrial upgrading and transformation of economic growth mode has become the only way to ensure the comprehensive, coordinated and sustainable development of Chinese economy.
One of the most important changes under economic globalization is the emergence of global value chain specialization. It has become the necessary path for any country, districts to take part in international division of labor. Different country, district should get the value added from different segments of global value chain based on its own characteristics of factor endowments. However, whatever industry, from traditional labor-intensive industry to high-tech industry, the value added in different segments of global value chain is different, which will bring totally different cost-effectiveness.
To promote industrial upgrading in one country or district under the global value chain specialization, we must focus not only on proportion of different industries, but also on its status in the global value chain specialization. Only if the status in the global value chain specialization can be promoted and the transfer from the segments of low value added to the segments of high value added can be achieved, can industrial upgrading be attained.
Human resources as the carrier of science and technology, its quality not only determines the level of science and technology in one country, but also influences the development of different industry and the realization of social and economic development. Under the global value chain specialization, natural resources and other physical resources just have a limited influence on industrial upgrading. Thus, human resource has become the key to determine the division segment of global value chain. Human resource development is the important factor to improve human resource. To develop human resources effectively will help promote industrial upgrading, raise its status in global value chain specialization and stimulate the healthy and sustainable development of economy.
Since the reform and opening-up policy, the secondary industry in China has developed quickly. But until now, Chinese enterprises just take the low segment of the secondary industrial global value chain specialization, such as manual labor and simple mental labor which can add low value. Under economic globalization, china have to depend on its human resources in order to upgrade its secondary industry and promote its status in global value chain specialization if it wants to transform from processing giant to manufacturing, service and creation power. The value of human resources lies not only in its quantity, but also in its quality. The development and improvement of human resources is the elemental drive that promote industrial upgrading and the healthy and sustainable development of economy. Human resources development is the key to realize the industrial upgrading in China under global value chain specialization. To develop the human resources in China, to convert the population pressure to the advantage of human resources can really promote the industrial upgrading and the transformation of economic growth mode from extensive to intensive ways in China.
Based on the related theories, the paper is going to discuss the key role of human resources development in promoting the industrial upgrading of China and reveal the relationship between industrial upgrading and human resources from the perspective of the secondary industry by adopting inductive method, deductive method, international comparison and quantitative analysis. The fundamental reasoning of this paper is as following:the influences of the global value chain specialization on industrial upgrading in one country are clearly analyzed based on international industrial upgrading. And the directions of the secondary industrial upgrading in China are discussed from theoretical analysis. And at the same time, the directions and countermeasures of human resources development are listed based on the operating rules of human resources development. Then, based on the correlation analysis of human resources and industrial height, with development demands of China, the present conditions and the future directions of the industrial height in China is analyzed and judged. At last, the requests on the human resources of the secondary industrial upgrading under global value chain are analyzed. And with the analysis of the strategies of human resources development in different countries, some measures and suggestions on human resources development to promote the secondary industrial upgrading in China are provided.
The major content of the paper is as follows:
Chapter 1:Introduction. In chapter 1, the value of the research of human resources development ways to promote the industrial upgrading in China under global value chain specialization is discussed based on the theoretical and practical background of global value chain specialization and human resources development. And the frame, reasoning and research methods are also included in this chapter.
Chapter 2:Review of Human Resources Development in Industrial Upgrading. In chapter 2, the studies of industrial upgrading, human resources development, global value chain and their relationships are reviewed, which is the foundation of the paper.
Chapter 3, the Mechanism of Industrial Upgrading And Human Resources Development under Global Value Chain Specialization. Under global value chain specialization, the mechanism between human resources and industrial upgrading is analyzed, which is the foundation to the empirical analysis.
Chapter 4:the Correlation Analysis between Industrial Height and Human Resources. In chapter 4, empirical studies are carried out based on the figures of industrial upgrading and human resources of the secondary industry in China. It shows that human resources have obvious impact on industrial height.
Chapter 5:the Direction of Industrial Upgrading in China and its Requests of Human Resources under Global Value Chain Specialization. The directions of the secondary inner-industrial upgrading under global value chain specialization are discussed based on the present conditions of industrial upgrading in China. And then the requirements on human resources have been listed from the perspectives of the quantities, age, depth of knowledge, major, different content and levels of abilities, gender and districts.
Chapter 6:The Practices of Human Resources Development in Different Countries. In this chapter, the practices of human resources development in different countries such as Japan, South Korea, Taiwan China, Hong Kong China, U.S. and India are discussed, which may give some guidance to Chinese human resources development.
Chapter 7:The Strategy of Human Resources Development to Promote Industrial Upgrading in China. Based on theoretical analysis and some practices from other countries, the suggestions are provided from the perspectives of institution reform, market reward, systematic and so on. And some advices on its development path have been given based on population policies, education, industrial policies, economic incentives, patents' protection, use of human resources, social security and compensation systems to promote the creativities of human resources in China, which can meet the demand of the second industrial upgrading and realize the sustainable and healthy industrial development in China.
Compared with the current studies, the paper makes a systematic study on the human resources development strategy to promote industrial upgrading in China under global value chain specialization. The innovation of the paper includes:
First, the paper is based on a new perspective of research. Based on the background of global value chain specialization, the paper makes a systematic study on its impact on industrial upgrading and then studies the strategy of human resources development in one country or district to help promote industrial upgrading.
Second, a new empirical model is designed in the paper. Based on the characteristics and requirements of industrial upgrading under global value chain specialization, Index of GDP Value Added Per Capita is designed in the paper to reflect the industrial height under global value chain specialization. And then a correlation model between industrial height and human resources under global value chain specialization is built.
Third, a new whole system is given. Based on the contexts of political, economic and cultural environments, the strategies of human resources development in China is discussed to balance area, culture, nationality and gender by disclosing the working mechanism of human resources developmen and industrial upgrading.
引文
①Peter F. Drucker. The Practice of Management [M]. New York Harper&Brothers,1954, P254.
①转引自李俊霞.知识经济时代的人口素质与人力资源开发[D].西南财经大学,2003(6)：46.
②窦胜功.人力资源开发与管理[M].商务印书馆,2001,P6-7.
③李爱莲.人力资源管理[M].中国广播电视出版社,2001,P1。
④陈明立.对人力资源范畴的再认识[M].四川行政学院学报,2003(2)：85-87.
⑤简建忠,人力资源发展[M],台北：五南图书出版公司,1998,P29.
⑥转引自程业炳.人力资源开发理论综述[M].生产力研究,2006(4)：276-278.P276.
① Leonard Nadler, Garland Dwigs. Managing Human Resource Development,1986
② Nadler, L., and Nadler Z., Developing Human Resource, Jossey-Bass,1989.
③萧鸣政.对人力资源开发问题的系统思考[J].中国人力资源开发,1994(6)：16.
④转引自程业炳.人力资源开发理论综述[M].生产力研究,2006(4)：276-278.P276.
⑤潘金云.中国第一资源——人力资源开发利用理论与实践[M].机械工业出版社,1991.
⑥参见P. A. McLagan. Models for HRD Practice[J]. Traning and Developmeng Journal,41-53.
⑦陈远敦、陈全明.人力资源开发与管理[M].中国统计出版社,1995,P14.
⑧胡春,仲继银.企业人力资源开发[M].贵州人民出版社,1998：7.
⑨鄂万友.人力资源开发战略研究.经济日报出版社,1989：2.
①转引自程业炳.人力资源开发理论综述[M].生产力研究,2006(4)：276-278.P277.
①宋晓梧.中国人力资源开发与就业[M].中国劳动出版社,1997：122.
①樊建芳.知识型企业人力资源开发研究[D].厦门大学,2004：40.
②谢晋宇.人力资源开发概论[M].北京：清华大学出版社,2005：32.
①李盛竹,刘跃.代表性的人力资源开发模式及对我国企业的启示[J].职业时空,2007(23)：21-22.
① Frederick Harbison, Charles A.Myers. Education—Manpower, and Economic Growth:Strategies of Human Resource Development [M]. New York:Mcgraw-Hill Book Company,1964.
② Gary N.Mclean & Laird Mclean.If We Can't Define HRD in One Country, How Can We Define It in an International Context[J]. Human Resource Development International,2001(3):313-326.
③萧鸣政,等.人力资源开发时间中的几个理论问题[J].中国人力资源开发,2004(3)：7.
④窦建功,等.人力资源管理与开发[M].北京：清华大学出版社,2005.
⑤ Kenneth E.Paprock.National Human Resource Development in Transitioning Societies in the developing World: Introductory Overview [J].Advances in Developing Human Resources — 2006 (1):12-27.
⑥ Monica Lee. National Human Resource Development in the United Kingdom [J]. Advances in Developing Human Resources — 2004 (3):334-345.
⑦ J.Ben Cox, Khadija AI Arkoubi and Samuel D. Estrada.National Human Resource Development in Transitioning Societies in the Developing World:Morocco [].Advances in Developing Human Resources,2006(1):84-98.
① Susan A. Lynham and Peter W. Cunningham.National Human Resource Development in Transitioning Societies in the Developing World:Concept and Challenges[J].Advances in Developing Human Resources— 2006—(1):116-135.
②吴文代、牛超生.中国人力资源开发系统论[M].中国建材工业出版社,.1996：20.
③ MaryCasinaLuttarMukhebiNationalHumanResourceDevelopment Policy in Kenya[J]. Advances in Developing Human Resources,2004(3):326-333.
④刘追.国家人力资源开发的主要模式及启示[J].中国人力资源开发,2008(5)：8-11.文中“国家人力资源开
发”实质为“宏观人力资源开发”,包含政府、市场等多个开发主体的人力资源开发。
⑤ Frederick Harbison, Charles A.Myers. Education — Manpower, and Economic Growth:Strategies of Human Resource Development [M]. New York:Mcgraw-Hill Book Company,1964.
① Kenneth E. Paprock, Benjamin Yumol and Theresita Villaroman Atienza.National Human Resource Development in Transitioning Societies in the Developing World:The Philippines[J]. Advances in Developing Human Resources,2006(l):46-61.
②赵曙明,等.人力资源管理研究新进展[M].南京：南京大学出版社,2002.
③[英]罗斯玛丽.哈里森,[荷].约瑟夫.凯塞尔著.周金泉译.知识经济时代人力资源开发[M1.北京：经济管理出版社,2004.
④ Miriam Scotland. National Human Resource Development in St.Lucia[J]. Advances in Developing Human Resources,2004, (3) 355-362
⑤ T.V.Rao.Human Resource Development as National Policy in India[J].Advances in Developing Human Resources, 2004. (3):288-296.
⑥ MaryCasinaLutta-Mukhebi.NationalHumanResourceDevelopment Policy in Kenya [J]. Advances in Developing Human Resources,2004—(3):326-333.
⑦张敦富,李玉江,张红,韩东.世界人力资源开发的经验借鉴与我国的人力资源开发[J].中州学刊,2005(6)：62-64.
⑧ Peter W. Cunningham, Susan A.Lynham and Gail Weatherly. National Human Resource Development in Transitioning Societies in the Developing World:South Africa[J].Advances in Developing Human Resources,2006 (1):62-83.
⑨ Baiyin Yang, De Zhang and Mian Zhang.National Human Resource Development in the People's Republic of China[J]. Advances in Developing Human Resources,2004 (6):297-306.
① Baiyin Yang, De Zhang and Mian Zhang.National Human Resource Development in the People's Republic of China[J]. Advances in Developing Hunan Resources,2004 (6):297-306.
② Jie Ke, Thomas J.Chermack —Yi-Hsuan Lee and Jie Lin. National Human Resource Development in Transitioning Societies in the Developing World:The People's Republic of China[J]. Advances in Developing Human Resources,2006(1):28-45.
③ Jia wang & Greg G.Wang.Exploring National Human Resource Development:A Case of China Management Development in a Transitioning Context[J].Human Resource Development Review,2006 (2).176-201.
①李晓华在“产业组织的垂直解体与网络化”(《中国工业经济》2005年第7期)一文中称为“垂直解体的影响因素”。
①有些学者将产业升级等同于产业结构升级,也有许多学者认为产业升级与产业升级是不同的,不能混淆。见姜泽华、白艳.产业升级的内涵与影响因素分析[J].当代经济研究,2006(10)：53-56.
①张辉.全球价值链下地方产业集群升级研究[D].北京大学,2005,P15.
②国、地区,是指对边境货物、人员和其它要素流动采取限制性措施的某种关税独立区域。
①殷祚桂.中国制造,一个芭比娃娃只赚35美分[N].工人日报,2007年11月28日.
①转引自樊建芳.知识型企业人力资源开发研究[D].厦门大学,2004,P8.
①J.Ben Cox, Khadija Al.Arkoubi and Samuel D. Estrada.National Hutnan Resource Development in Transitioning Societies in the Developing World:Morocco, Advances in Developing Hutnan Resources,2006,8(1):84-98.
① Cho, G. Mclean.What We Discovered About NHRD and What It Means for HRD [J]. Advances in Developing Human Resources,2004(3):382-393.
②这里的“国家人力资源开发”并没有强调政府的唯一主体地位,因此,也就是本文所指的“宏观人力资源开发”。
①刘追.国家人力资源开发的主要模式及启示[J].中国人力资源开发,2005(5)：8-11.
①伯倩.十大中外知识产权标本——异类的孤独诉讼[J].竞争力,2007(6)：18-39,P30.
①李书锋.我国转变经济发展方式的内在要求与实现路径——基于经济和谐增长的视角[J].内蒙古社会科学(汉文版),2009(9)：94-98.P97
①徐青.我国经济增长中的资源环境压力[J].统计与决策,2006(8)：36-37
②徐青.我国经济增长中的资源环境压力[J].统计与决策,2006(8)：36-37
①单国旗.创新型科技人才资源开发战略的国内外比较研究[J].特区经济,2009(1),P136.
①王福谦.台湾人力资源开发面面观[J].人力资源,2007(5),P67.
①张嘉强.韩国及香港、台湾地区人力资源开发对西部的启示[J].西部论丛,2003(5),P14.
①王晓峰,美国人力资源开发中政府的作用[J].人口学刊,2005(3),P29.
①何先刚.印度信息产业发展经验及其对我国西部地区的启示[J].重庆工学院学报(社会科学版),2008(6),P56.
①戴永红.印度软件企业国际化经营中的人力资源开发[J].比较教育研究,2004(11),P28.
①韩宇,常青,张英兰.关于印度科技发展政策的考察与思考[J].中国科学基金,2005(2),P128.
①何华.略论建设创新型国家背景下的人力资源开发战略[J].东南学术,2008(6),P161.
①戴军.美国人力资源管理模式的启示[J].中国人力资源开发,2004(2),P72.
[1]保罗·肯尼迪.大国的兴衰[M].北京：中国经济出版社,1989.
[2]包小忠,刘研华.人力资本产权与企业间关系透析[J].求实,2009(11)：34-36.
[3]本·斯泰尔,戴维·维克托,理查德·内尔森.技术创新与经济绩效[M].上海：人民出版社,2006.
[4]伯倩.十大中外知识产权标本——异类的孤独诉讼[J].竞争力,2007(6)：18-39.
[5]蔡防.未来的人口红利——中国经济增长源泉的开拓[J].中国人口科学,2009(1)：2-11.
[6]蔡防,王德文.中国人力资源开发利用面临的挑战与政策选择[J].教育发展研究,2003(Z1)：59-64.
[7]曹明福.纺织业的全球价值链分工利益分析[J].天津工业大学学报,2009(4)：72-75.
[8]曹明福,李树民.全球价值链分工：从国家比较优势到世界比较优势[J].世界经济研究,2006(11)：11-15,10.
[9]曹明福,李树民.全球价值链分工的利益来源：比较优势、规模优势和价格倾斜优势[J].中国工业经济,2005(10)：20-26.
[10]陈光玖,陈军华,张斌.旅游企业人力资源开发现状与对策研究——以四川旅游企业为例[J].理论月刊,2009(12)：77-79.
[11]陈明立.对人力资源范畴的再认识[M].四川行政学院学报,2003(2)：85-87.
[12]陈明森.自主成长与外向推动：产业结构演进模式比较[J].东南学术,2003(3)：52-66.
[13]陈明森.产业升级外向推动与利用外资战略调整[M].北京：科学出版社,2004.
[14]陈湛匀.国际资本与中国产业发展[M].北京：立信会计出版社,2004.
[15]陈远敦,陈全明.人力资源开发与管理[M].北京：中国统计出版社,1995.
[16]程业炳.人力资源开发理论综述[M].生产力研究,2006(4)：276-278.
[17]储节旺,周绍森.国外信息产业人力资源开发经验及对我国的启示[J].情报理论与实践,2004(6)：597-600.
[18]戴军.美国人力资源管理模式的启示[J].中国人力资源开发,2004(2)：71-73.
[19]戴启文,杨建仁.产业结构升级与人力资本水平关系的实证研究——以江西省为例[J].江西社会科学,2007(12)：123-126.
[20]戴燕艳.世界产业结构的发展趋势及启示[J].国际经济合作,2002(11)：37-40.
[21]戴永红.印度软件企业国际化经营中的人力资源开发[J].比较教育研究, 2004(11)：27-31.
[22]窦建功等.人力资源管理与开发[M].北京：清华大学出版社,2005.
[23]窦胜功.人力资源开发与管理[M].商务印书馆,2001.
[24]鄂万友.人力资源开发战略研究[M].北京：经济日报出版社,1989.
[25]冯梅.全球产业转移与提升我国产业结构水平[J].管理世界,2009(5)：172-173.
[26]龚仰军.产业结构研究[M].上海财经大学出版社,2002,9.
[27]郭丹,谷洪波,尹宏文.基于农村产业结构调整的我国农村劳动力就业分析[J].中国软科学,2010(1)：18-24.
[28]郭海华,许乐.广东省人力资本、资本形成与经济增长的协整分析[J].特区经济,2010(2)：24-25.
[29]国家统计局.国家统计年鉴(2001-2009).中国统计出版社,2001-2009.
[30]国家统计局.中国人口与就业统计年鉴(2008).中国统计出版社,2008.
[31]郭克莎.略论“十五”期间我国产业结构的战略性调整[J].上海财税,2000(8)：10-13.
[32]郭克莎.外商直接投资对我国产业结构的影响研究[J].管理世界,2000(2)：34-45,63.
[32]郭克莎.中国：改革中的经济增长与结构变动[M].上海：上海三联书店,1993.
[34]郭克莎.新时期工业发展战略与政策[M].北京：人民出版社,2004.
[35]郭书山,张福军.人力资本定价方法评析——基于人力资本产权交易方式的分析[J].财会通讯,2009(11)：134-135.
[36]郭腾云.北京产业结构演变与发展阶段的灰色关联判断[J].地理科学进展,2010(2)：193—198.
[37]H.钱纳里等,工业化和经济增长的比较研究[M],上海：三联书店,1989
[38]韩保江.产业结构“趋同症”的症因及其根治[J].中国国情国力,1997(1)：14-16.
[39]韩宇,常青,张英兰.关于印度科技发展政策的考察与思考[J].中国科学基金,2005(2)：117-121.
[40]何国勇,徐长生.比较优势、后发优势与中国新型工业化道路[J].经济学家,2004(5)：16-22.
[41]何华.略论建设创新型国家背景下的人力资源开发战略[J].东南学术,2008(6)：157-161.
[42]何先刚.印度信息产业发展经验及其对我国西部地区的启示[J].重庆工学院学报(社会科学版),2008(6)：56-59.
[43]何筠,张波.江西产业结构调整与人力资源开发关系实证研究[J].中国人口、资源与环境,2006(3)：113-118.
[44]洪银兴.从比较优势到竞争优势：兼论国际贸易的比较利益理论的缺陷[J].经济研究,1997(6)：20-26.
[45]洪银兴.经济全球化条件下的比较优势和竞争优势[J].经济学动态,2002(12)：6-10.
[46]胡春,仲继银.企业人力资源开发[M].贵阳：贵州人民出版社,1998.
[47]胡巧娅,陈冬梅.浅析中国人力资源开发的现状和对策[J].特区经济,2005(5)：265-266
[48]胡晓鹏.产业贡献力与中国经济增长[J].现代经济探讨,2003(9)：14-17.
[49]华民.20世纪末国际分工格局的变化[J].世界经济与政治,2002(47)：37-38.
[50]黄海艳,施国庆.保持竞争优势的关键：人力资源转化成人力资本[J],湖北社会科学,2002(8)：76-77.
[51]黄茂兴,李军军.技术选择产业结构升级与经济增长[J].经济研究,2009(7)：143-151.
[52]贾晓峰.中国产业结构研究[M].南京：南京师范大学出版社,2004.
[53]简建忠.人力资源发展[M].台北：五南图书出版公司,1998.
[54]姜泽华.我国产业结构升级模式变迁的效应与前瞻分析[J].理论探讨,2010(1)：66-69.
[55]姜泽华,白艳.产业升级的内涵与影响因素分析[J].当代经济研究,2006(10)：
[56]江治平.人力资本产权的实现方案[J].经营与管理,2007(12)：17-19.
[57]金碚.产业国际竞争力研究[J].经济研究,1996(11)：39-44,59.
[58]金祥荣,叶建亮.知识溢出与企业网络组织的集聚效应[J].数量经济技术经济研究,2001(10)：90-93.
[59]金祥荣.经济发展的创新动力结构：企业,市场和分工制度的创新[J].浙江学刊,2000(5)：75-80.
[60]柯军.安徽省产业结构升级对经济增长的贡献分析[J].安徽工业大学学报(社会科学版),2008(1)：39-40,61.
[61]克鲁格曼.地理与贸易[M].北京：北京大学出版社,2001.
[62]孔宪香.论人力资本产权的权能界定及其意义[J].理论学刊,2006(8)：42-43.
[63]李爱莲.人力资源管理[M].北京：中国广播电视出版社,2001.
[64]李宝元.中国企业人力资本产权变革三次浪潮评析[J].财经问题研究,2007(7)：66-71.
[65]李军,孙彦彬.产业结构优化模型及其评价机制研究[M].华南理工大学出版社,2009.
[66]李俊霞.知识经济时代的人口素质与人力资源开发[D].西南财经大学,2003.
[67]李利军,李艳丽.论当前金融危机体现的国际经济分工新趋势和中国的政策选择[J].石家庄铁道学院学报(社会科学版),2009(3)：1-7,20.
[68]李盛竹,刘跃.代表性的人力资源开发模式及对我国企业的启示[J].职业时空,2007(23)：21-22.
[69]李晓华.产业结构演变与产业政策的互动关系[J].学习与探索,2010(1)：139-142.
[70]李琪,王晔.经济全球化与中国的前景产业导向[J].经济学家,2003(4)：50-54.
[71]李悦.产业经济学[M].北京：中国人民大学出版社,1998.
[72]李志刚.“三位一体”的人力资源开发管理体系研究[J].科技管理研究,2010(5)：118-120.
[73]梁霞.经济全球化条件下国际分工理论对中国的意义[D].成都：西南财经大学,2005.
[74]廖泉文,人力资源管理[M],高等教育出版社,2003.
[75]刘健.论中国产业结构升级[D].中共中央党校,1999.
[76]刘平洋.中国产业国际竞争力分析[M].北京：经济管理出版社,2003.
[77]刘德学等.全球生产网络与加工贸易升级[M].北京：经济科学出版社,2006.
[78]刘福垣.完成人力资源观向人力资本观的转变[J].中国人力资源开发,2007(10)：6-9,14.
[79]刘元春.经济制度变革还是产业结构升级——论中国经济增长的核心源泉及其米来改革的重心[J].中国工业经济,2003(9)：5-13.
[80]刘志杰.我国产业结构变动对经济增长作用的测算及其评价[J].统计与决策,2009(23)：80-82.
[81]刘追.国家人力资源开发研究述评[J].当代经济管理,2007(10)：92-95.
[82]刘追.国家人力资源开发的主要模式及启示[J].中国人力资源开发,2008(5)：8-11.
[83]龙勇,吴洋.产权、人力资木与高新技术企业治理结构[J].科技管理研究,2007(11)：152-154.
[84]陆德明.中国经济发展的动因分析[M].太原：山西经济出版社,1999.
[85]罗斯玛丽.哈里森,约瑟夫.凯塞尔著.周金泉译.知识经济时代人力资源开发[M1.北京：经济管理出版社,2004.
[86]吕春成.经济全球化条件下国际分工机制的递变趋势[J].财贸经济,2003(4)：68-70.
[87]马莉莉.产品内分工视角下中国经济发展方式转变与危机应对[J].理论前沿,2009(24)：42,44.
[88]马歇尔.经济学原理[M].上海：商务印书馆,1964.
[89]马瀛通.重新认识中国人口性别比失调与低生育水平的代价问题[J].中国人口科学,2004(1)：2-13.
[90]迈克尔·波特.国家竞争优势[M].北京：华夏出版社,2002.
[91]迈克尔·波特.簇群和新竞争经济学[J].经济社会体制比较,2000(2)：21-31.
[92]迈克尔·波特.竞争论[M].北京：中信出版社,2003.
[93]毛卫东.基于当期收益分割的股权资本成本计量——兼论人力资本产权的实现[J].财会月刊,2010(1)：3-4.
[94]穆建新.从劳动力转移到产业转移——金融危机背景下推进经济结构战略性调整的有效途径[J].现代经济探讨,2009(11)：75-79.
[95]年志远.物质资本产权与人力资本产权契约[J].吉林大学社会科学学报,2009(9)：95-101.
[96]聂会平,肖小勇,郭毅夫.企业人力资源开发风险综合评价[J].工业技术经济,2007(10)：128-130,134.
[97]宁凌.企业NO.1要素—现代企业人力资本运作机制的系统构建[M].北京：中国经济出版社,2005.
[98]帕萨·达斯库帕塔,保罗·斯顿曼编.徐颖,黄鹏等译.经济政策与技术绩效[M].长春：长春出版社,2008：46-79.
[99]潘金云.中国第一资源——人力资源开发利用理论与实践[M].北京：机械工业出版社,1991.
[100]齐俊妍,陈漓高.从长周期的发展看国际分工的重组和变化——对美国最近一次经济衰退及东南亚金融危机的重新思考[J].世界经济研究,2004(12)：4-8.
[101]仇保兴.小企业集群研究[M].复旦大学出版社,1999.
[102]邵昱.人力资源开发与配置研究[D].西南财经大学,2000.
[103]R·卢卡斯.论经济增长的机制[J].货币经济学杂志,1988,(10)
[104]单国旗.创新型科技人才资源开发战略的国内外比较研究[J].特区经济,2009(1)：136-138.
[105]深圳市“培养造就跨世纪高素质人才”赴欧考察组.借鉴发达国家成功经验推进人力资源开发战略[J].特区理论与实践,2000(2)：55-58.
[106]史策.世界各国人力资源开发述评.中共福建省委党校学报,2006(3)：36-39.
[107]史忠良.产业经济学(第二版)[M].北京：经济管理出版社,2005.
[108]舒尔茨.论人力资本投资[M].北京：北京经济学院出版社,1992.
[109]宋玲妹.对影响农村人力资源资本化因素的分析与思考[J].中州学刊,2007(4)：55-57.
[110]苏东水.产业经济学[M].北京：高等教育出版社,2000.
[111]孙景蔚.垂直专业化分工下国际金融危机传导的新特点[J].杭州电子科技大学学报(社会科学版),2009(6)：33-38.
[112]孙军.需求因素、技术创新和产业结构演变[J].南开经济研究,2008(5)：58-71.
[113]唐德祥,孟卫东.R&D与产业结构优化升级——基于我国面板数据模型的经验研究[J].科技管理研究,2008(5)：85-89.
[114]唐晓云.产业升级：转移、深化还是其他——选择路径的一个技术视角[J].开发研究,2010(1)：37-43.
[115]童昕、王缉慈.全球化与本地化：透视我国个人计算机相关产业群的空间演变[J].经济地理,2002(6)：697-700,705.
[116]万红燕.国有企业人力资源管理与开发的若干建议[J].企业经济2007(9)：54-56.
[117]王彩梅,王景荣.发达国家人力资源开发政策[J].科技.人才.市场,1999(6)：42-45.
[118]王缉慈.创新的空间一一企业集群与区域发展[M].北京：北京大学出版社,2001.
[119]王缉慈.关于在外向型区域发展本地集群的一点思考——墨西哥和我国台湾外向型加工区域的对比分析[J].世界地理研究,2001(3)：15-19.
[120]王缉慈,罗家德,童昕.东莞和苏州台商PC产业群的比较分析[J].中国地质大学学报(社会科学版),2003.3(2)：6-10.
[121]王缉慈.关于地方产业集群研究的几点建议[J].经济经纬,2004(2)：53-57.
[122]王庆丰.我国产业结构与就业结构整体协调性测度研究[J].科技管理研究,2009(11)：112-114.
[123]王秋石.新国际劳动分工、全球金融危机与产业转移——兼议“订单转移”为发展中地区带来的历史性机遇[J].当代财经,2008(12)：81-83.
[124]王述英.新工业化与产业结构跨越式升级[Z].北京：中国财政经济出版社,2005.
[125]王晓君.论人力资源与产业协调发展[J].统计与决策,2006(8)：150-151.
[126]王益民,宋琰纹.创新型集群与运营型集群：基于全球价值链的集群间国际分工——以全球硬盘驱动器(HDD)产业演化过程为例[J].中国科技论坛,2007(9)：21-25.
[127]王岳平.中国工业化结构调整与升级：理论实证和政策[M].北京：中国计划出版社,2001.
[128]汪斌.全球化浪潮中当代产业结构的国际化比较——以国际区域为新切入点[M].北京：中国社会科学出版社,2004.
[129]汪斌.经济全球化背景下中国产业结构的战略性调整[J].财贸经济 2001(12)：16-20.
[130]王福谦.台湾人力资源开发面面观[J].人力资源,2007(5)：66-70.
[131]王磊.产业结构变动与人力资源开发[J].北京社会科学,2002(1)：91-96.
[132]吴克功.论人力资源与人力资本及其转化[J].科技与管理,2002(3)：117-118,123.
[133]吴三清,凌文辁.人力资源及其资本化探析[J].经济体制改革,2003(4)：53-56.
[134]吴畏.关于铁路企业人力资源开发的思考[J].山西师大学报(社会科学版)研究生论文专刊,2007(6)：65-67.
[135]吴文代,牛超生.中国人力资源开发系统论[M].中国建材工业出版社,1996.
[136]吴西顺.国际分工的发展趋势探索[D].北京：对外经济贸易大学,2004.
[137]吴新叶.社会资本视角下农村企业的人力资源开发[J].中国人力资源开发,2007(12)：11-14.
[138]吴忠观.人力资源开发与配置研究[D].西南财经大学,2000.
[139]西蒙·库兹涅茨.各国的经济增长[M].北京：商务印书馆,1985.
[140]西蒙·库兹涅茨.现代经济增长[M].北京：北京经济学院出版社,1985.
[141]奚国泉.企业人力资源的资本化运营探析[J].南京经济学院学报,2002(6)：37-39.
[142]奚建武.人力资本理论与人力资源开发的综合创新[J].华东理工大学学报,2004(3)：61-64.
[143]洗国明,跨国公司与当代国际分工[M],天津：南开大学出版社,1994.
[144]萧鸣政.对人力资源开发问题的系统思考[J].中国人力资源开发,1994(6)：16.
[145]萧鸣政,谢凌玲,张玉霞,孙聆,张华.人力资源开发实践中的几个理论问题[J].中国人力资源开发,2004(3)：4-7.
[146]萧鸣政.中国政府人力资源开发及其战略[J].上海行政学院学报,2007(3)：73-79.
[147]筱原三代平.产业结构论[M].筑摩书房,1979.
[148]熊会兵,邓新明,肖文韬.人力资本产权效应与经济增长的实证分析[J].中国工业经济,2007(9)：55-61.
[149]徐峰.企业人力资源开发与管理[J].企业经济,2007(11)：58-60.
[150]许光建.后金融危机时期我国宏观经济的变化趋势和政策取向分析[J].价格理论与实践,2010(1)：13-15.
[151]徐鸣.论“人力资本产权”分歧的化解及其与智力资本的关系[J].现代财经,2007(1)：11-14,19.
[152]雅克·阿达,经济全球化[M],北京：中央编译出版社,2000
[153]亚当·斯密,国民财富的性质和原因的研究[M],商务印书馆1972版
[154]杨建龙.产业结构升级步伐加快推动国民经济进人新一轮景气循环——当前产业增长格局的特征分析[J].经济研究参考,2003(55)：4-9.
[155]杨沐.产业政策研究[M].上海：上海人民出版社,1989.
[156]杨湘怡,廖勇凯.企业内部人力资源开发系统建构[J].商业时代,2007(31)：52-53.
[157]袁奇.当代国际分工格局下中国产业发展战略研究[M].成都：西南财经大学出版社,2006.
[158]杨伟民.中国可持续发展的产业政策研究[M].中国市场出版社,2004.
[159]殷祚桂.中国制造,一个芭比娃娃只赚35美分[N].工人日报,2007年11月28日.
[160]詹丽靖.国际分工理论述评[J].资料通讯,2006(7.8)：62-66.
[161]张敦富,李玉江,张红,韩东燕.世界人力资源开发的经验借鉴与我国的人力资源开发[J].中州学刊,2005(6)：62-64.
[162]张辉.全球价值链理论与我国产业发展研究[J].中国工业经济,2004(5)：38-46.
[163]张辉.全球价值链下地方产业集群——以浙江平湖光机电产业为例[J].产业经济研究,2004(6)：27-33.
[164]张嘉强.韩国及香港、台湾地区人力资源开发对西部的启示[J].西部论丛,2003(5)：13-14.
[165]张其仔.比较优势的演化与中国产业升级的路径选择[M].中国工业经济,2008(9)：58-68.
[166]张若雪.人力资本、技术采用与产业结构升级[J].财经科学,2010(2)：66-74.
[167]张望.中国产业结构升级与就业问题的协整与误差修正模型研究[J].哈尔滨商业大学学报(社会科学版),2006(4)：37-41.
[168]张晓明.中国产业结构升级与经济增长的关联研究[J].工业技术经济,2009(2)：140-142.
[169]张勇,马洪波.浅议我国人力资源转化为人力资本的问题[J].攀登,2003(3)：56-59.
[170]赵曙明.企业人力资源管理与开发国际比较研究[M].人民出版社,1999.
[171]赵曙明.人力资源管理研究新进展[M].南京：南京大学出版社,2002.
[172]喆儒.产业升级——开放条件下中国的政策选择[M],北京：中国经济出版社,2006.
[173]周冯琦.中国产业结构调整的关键因素[M].上海：上海人民出版社,2003.
[174]周英章,蒋振声.我国产业结构变动与实际经济增长关系实证研究[J].浙江大学学报(人文社会科学版),2002(3)：146-152.
[175]Acemoglu,D. A Microfoundation for Social Increasing Returns in Human Capital Accumulation [J]. The Quarterly Journal of Economics.1996,(111).
[176]Arndt. S. and Kierzkowski, H.(eds). Fragmentation:New Production Patterns in the World Economy[M]. Oxford, Oxford University Press,2001.
[177]B. Kogut. Designing Global Strategies:Comparative and Competitive Value-added Chains. Sloan Management Review,1985,26(4):15-28
[178]Bair, J. and Gereffi, G. Inter-firm Networks and Regional Divisions of Labor: Employment and Upgrading in the Apparel Commodity Chain[A].
[179]Becker Gary S. Human Capital:A Theoretical and Empirical Analysis, with Special Reference to Education[D].New York:Columbia University,1964.
[180]Casina, M.& L. Mukhebi. National Human Resource Development Policy in Kenya [J]. Advances in Developing Human Resources,2004(3):326-333.
[181]Chenely,H.. Patterns of Industrial Growth. American Economics Review,1960(9)
[182]Chenely, H., L. Tylor. Development Patterns:Among Countries and Over Time. Review of Economics and Statistics,1968(50)
[183]Cho. G. Mclean. What We Discovered About NHRD and What It Means for HRD, Advances in Developing Human Resources,2004,6(3):382-393.
[184]Cox J. B., K. A. Arkoubi and S. D. Esllada. National Human Resource Development in Tramitioning Societies in the Developing World:Morocco, Advances in Developing Human Resources,2006,8(1):84-98.
[185]Cunningharn P.W., S. A. Lynham and Gaff Weatherly. National Human Resource Development in Tramitioning Societies in the Developing World:South Africa, Advances in Developing Human Resources,2006,8(1):62-83.
[186]Dicken, P. Global Shift (3rdedition)[M].London:P.C.P.,1998.
[187]Dicken, P., Kelly, P. Olds, K, andYeung, H.W.-C. Chains and Networks, Territories and Scales:Toward a Relational Framework for Analyzing the Global Economy[J]. Global Networks,2001,1 (2).
[188]Drucker, P. F.. The Practice of Management [M]. New York Harper& Brothers, 1954.
[189]Engle, E. Der Werth des Menschen.1883.转引自Dagum, C., Slottje,D. A New Method to Estimate the Level and Distribution of Household Human Capital with Application[J]. Structural Change and Economic Dynamics.2000,(11).
[190]Engle R F, Granger C W J. Cointegration and Error-correction:Representation, Estimation, and Testing[J].Econometrica,1987, (55).
[191]Ernst, D. Inter-Organization Knowledge Outsourcing:What Permits Small Taiwanese Firms to Compete in the Computer Industry [J]. Asia Pacific Journal of Management,2000,17(8).
[192]Ernst D. How sustainable are benefits from global production networks? Malaysia's upgrading prospects in the electronics industry. East-west centre working papers, No 57, June 2003.
[193]Feenstra, R. Integration of Trade and Disintegration of Production in the Global Economy[J], Journal of Economic Perspectives,1998,12(4).
[194]Frederick H.& C. A.Myers. Education-Manpower, and Economic Growth: Strategies of Human Resource Development[M]. New York:Mcgraw-Hill Book Company,1964.
[195]Gereffi, G. International Trade and industrial Upgrading in the Apparel Commodity Chains[J], Journal of International Economics,1999,48.
[196]Gereffi, G, Humphrey, J., Sturgeon, T. The Governance of Global Value Chains: An Analytic Framework, http://www.ids.ac.uk/globalvaluechians/,2003.
[197]Gereffi,G. Global Production Systems and Third World Development[A]. B.Stallings(ed.). Global Change, Regional Response[C]. NewYork:Cambridge University Press,1995.
[198]Gereffi, G. International Trade and Industrial Upgrading in the Apparel Commodity Chains. Journal of International Economics,1999(48):37-70
[199]Gefeffi,G. A Commodity Chains Framework for Analyzing Global Industries[R]. Working Paper for IDS,1999b.
[200]Gereffi, G Beyond the Producer-driven/Buyer-driven Dichotomy——the Evolution of Global Value Chains in the Internet Era [J]. IDS Bulletin,2001a,32(3).
[201]Gereffi,G. Shifting Governance Structures in Global Commodity Chains, with Special Reference to the Internet[J]. American Behavior Scientist,2001b,44(10).
[202]Gereffi,G.,& H. Lynn. Latin America in the Global Economy:Running Faster to Stay in Place[R]. NACLA's Report on the Americas,1996.
[203]Gereffi, G., F. Palpacuer and A. Parisotto (eds). Global Production and Local Jobs [C]. Geneva, International Labor Office,2001. (2)
[204]Graves,A. Innovation in a Globalizing Industry:The Case of Automobiles[A]. M. Dodgson and R. Rothwell (eds). The Handbook of Industrial Innovation[C]. Aldershot: Edward Elgar,1994.
[205]Hamel, G. and C.K. Pralahad. Competing for the Future[M]. Harvard Business School Press,1994.
[206]Harrison, B. Lean & Mean.Why Large Corporations Will Continue to Dominate the Global Economy[M].The Guilford Press,1994.
[207]Hasler M., M. Thompson and Maria Schuler. National Human Resource Development in Transitioning Societies in the Developing World:Brat, Advances in Developing Human Resources,2006,8(1):99-115.
[208]Henderson, J. Change and Opportunity in the Asia-Pacific[A]. GThompson (ed.). Economic Dynamism in the Asia-Pacific[C]. London:Routledge,1998.
[209]Humphrey J. and Schmitz, H. How Does Insertion in Global Value Chains Affect Upgrading in Industrial Cluster?[J].Regional Studies,2002(a),36(9).
[210]Kaplinsky,R.,Morris,M. A Handbook for Value Chain Research [R].Paper for IDRC,2002,(2).
[211]Kaplinsky, R. Globalization and Unequalisation:What Can be Learned from Value Chain Analysis?[J]. Journal of Development Studies,2000,37(2).
[212]Ke Jie, Thomas, Yi—Hsuan Lee and Jie Lin. National human resource development in transitioning societies in the developing world:The People's Repubhc of China, Advances in Developing Human Resources, Feb2006; 8(1):28-45.
[213]Kenneth E. Paprock. National Human Resource Development in Transitioning Societies in the Developing World:Introductory Overview, Advances in Developing Human Resources,2006,8(1):12-27.
[214]Kogut, B. Designing Global Strategies:Comparative and Competitive Value-added Chains[J]. Sloan Management Review,1985,26(4).
[215]Krugman, P. Growing World Trade[C]. Brookings Papers on Economic Activity 7,1995.
[216]Lee, M. National Human Resource Development in the United Kingdom [J]. Advances in Developing Human Resources,2004 (3):334-345.
[217]Luiza Bazan, Lizbeth Navas-Aleman. Comparing Chain Governance and Upgrading Patterns in the Sinos Valley, Brazil[R].Work Paper in 'Local Upgrading in Global Chains'Held by University of Sussex,2001
[218]Lynham S. and Cunningham P.. National Human Resource Development in Transitioning Societies in the Developing World:Concept and Challenges, Advances in Developing Human Resources,2006,8(1):116-135.
[219]Lynham S.A.& P. W. Cunningham. National Human Resource Development in Transitioning Societies in the Developing World:Concept and Challenges[J].Advances in Developing Human Resources,2006(1):116-135.
[220]McLagan P. A.. Models for HRD Practice[J]. Traning and Developmeng Journal, 41-53.
[221]Mclean G. N.& L. Mclean. If We Can't Define HRD in One Country, How Can We Define It in an International Context[J]. Human Resource Development International,2001(3):313-326.
[222]Nadler, L.& Wiggs, G. D. Managing Human Resource Development:A Practical Guide[M]. San Francisco, US:Jossey-Hass,1986.
[223]Nadler, L., and Nadler Z., Developing Human Resource[M], San Francisco, US Jossey-Hass,1989.
[224]OECD. Research and Development Expenditure in Industry(ANBERD), OECD Publishing 2005/2006 Edition,28-32.
[225]Piore, M. and Sabel, C. The Second Industrial Divide:possibilities for Prosperity[M].New York:Basic Books,1984.
[226]Porter, M. Competitive Advantage:Creating and Sustaining Superior Performance[M]. New York:The Free Press,1985.
[227]Powel, W. Neither Market nor Hierarchy:Network Forms of Organization[J]. Research in Organizational Behavior,1990,12.
[228]Psacharopoulos George. Returns to Education:An Further International Update and Implications[J].Jounal of Human Resources,1985,(20).
[229]Rao, T.V.. Human Resource Development as National Policy in India[J].Advances in Developing Human Resources,2004. (3):288-296.
[230]Redding Stephen. The Low-skill, Low-quality Trap:Strategic Complementarities between Human Capital and R and D[J].Economic Journal,1996,(106).
[231]Romer. P. Increasing Returns and Long-run Growth [J] Journal of Political Economy,1986,(94).
[232]Simon Kuznets. Modern Economic Growth Rate, Structure and Spread[M], Yale University Press,1966.
[233]Schultz,T.W. Investment in Human Capital[J]. American Economic Review, 1961,(51).
[234]Scotland, M. National Human Resource Development in St.Lucia[J]. Advances in Developing Human Resources,2004, (3) 355-362
[235]Teece, D. and Pisano, G. The Dynamic Capabilities of Firms:An Introduction [J]. Industrial and Corporate Change,1994,3.
[236]Todtling, F. and Trippl, M. Like Phoenix from the Ashes?——the Renewal of Clusters in Old Industrial Areas[J]. Urban Studies,2004,41(5).
[237]United Nations Industrial Development Organization. Industrial Development Report 2004. Vienna,2004
[238]United Nations Industrial Organization. Industrial Development Report 2002/2003 Overview[R],2002.
[239]USITC (United States International Trade Commission). Textiles and Apparel: Assessment of the Competitiveness of Certain Foreign Suppliers to the U.S. Market [R]. USITC Publication 3671,2004,(1).
[240]Wang J.& G. G.Wang. Exploring National Human Resource Development:A Case of China Management Development in a Transitioning Context[J].Human Resource Development Review,2006(2):176-201.
[241]Yang Baiyin, Zhang De and Zhang Mian. National human resource development in the People's Republic of China, Advances in Developing Human Resources, Aug 2004,6(3):297-306.
①转引自李俊霞.知识经济时代的人口素质与人力资源开发[D].西南财经大学,2003(6)：46.
②窦胜功.人力资源开发与管理[M].商务印书馆,2001,P6-7.
③李爱莲.人力资源管理[M].中国广播电视出版社,2001,P1。
④陈明立.对人力资源范畴的再认识[M].四川行政学院学报,2003(2)：85-87.
⑤简建忠,人力资源发展[M],台北：五南图书出版公司,1998,P29.
⑥转引自程业炳.人力资源开发理论综述[M].生产力研究,2006(4)：276-278.P276.
① Leonard Nadler, Garland Dwigs. Managing Human Resource Development,1986
② Nadler, L., and Nadler Z., Developing Human Resource, Jossey-Bass,1989.
③萧鸣政.对人力资源开发问题的系统思考[J].中国人力资源开发,1994(6)：16.
④转引自程业炳.人力资源开发理论综述[M].生产力研究,2006(4)：276-278.P276.
⑤潘金云.中国第一资源——人力资源开发利用理论与实践[M].机械工业出版社,1991.
⑥参见P. A. McLagan. Models for HRD Practice[J]. Traning and Developmeng Journal,41-53.
⑦陈远敦、陈全明.人力资源开发与管理[M].中国统计出版社,1995,P14.
⑧胡春,仲继银.企业人力资源开发[M].贵州人民出版社,1998：7.
⑨鄂万友.人力资源开发战略研究.经济日报出版社,1989：2.
①转引自程业炳.人力资源开发理论综述[M].生产力研究,2006(4)：276-278.P277.
①宋晓梧.中国人力资源开发与就业[M].中国劳动出版社,1997：122.
①樊建芳.知识型企业人力资源开发研究[D].厦门大学,2004：40.
②谢晋宇.人力资源开发概论[M].北京：清华大学出版社,2005：32.
①李盛竹,刘跃.代表性的人力资源开发模式及对我国企业的启示[J].职业时空,2007(23)：21-22.
① Frederick Harbison, Charles A.Myers. Education—Manpower, and Economic Growth:Strategies of Human Resource Development [M]. New York:Mcgraw-Hill Book Company,1964.
② Gary N.Mclean & Laird Mclean.If We Can't Define HRD in One Country, How Can We Define It in an International Context[J]. Human Resource Development International,2001(3):313-326.
③萧鸣政,等.人力资源开发时间中的几个理论问题[J].中国人力资源开发,2004(3)：7.
④窦建功,等.人力资源管理与开发[M].北京：清华大学出版社,2005.
⑤ Kenneth E.Paprock.National Human Resource Development in Transitioning Societies in the developing World: Introductory Overview [J].Advances in Developing Human Resources — 2006 (1):12-27.
⑥ Monica Lee. National Human Resource Development in the United Kingdom [J]. Advances in Developing Human Resources — 2004 (3):334-345.
⑦ J.Ben Cox, Khadija AI Arkoubi and Samuel D. Estrada.National Human Resource Development in Transitioning Societies in the Developing World:Morocco [].Advances in Developing Human Resources,2006(1):84-98.
① Susan A. Lynham and Peter W. Cunningham.National Human Resource Development in Transitioning Societies in the Developing World:Concept and Challenges[J].Advances in Developing Human Resources— 2006—(1):116-135.
②吴文代、牛超生.中国人力资源开发系统论[M].中国建材工业出版社,.1996：20.
③ MaryCasinaLuttarMukhebiNationalHumanResourceDevelopment Policy in Kenya[J]. Advances in Developing Human Resources,2004(3):326-333.
④刘追.国家人力资源开发的主要模式及启示[J].中国人力资源开发,2008(5)：8-11.文中“国家人力资源开
发”实质为“宏观人力资源开发”,包含政府、市场等多个开发主体的人力资源开发。
⑤ Frederick Harbison, Charles A.Myers. Education — Manpower, and Economic Growth:Strategies of Human Resource Development [M]. New York:Mcgraw-Hill Book Company,1964.
① Kenneth E. Paprock, Benjamin Yumol and Theresita Villaroman Atienza.National Human Resource Development in Transitioning Societies in the Developing World:The Philippines[J]. Advances in Developing Human Resources,2006(l):46-61.
②赵曙明,等.人力资源管理研究新进展[M].南京：南京大学出版社,2002.
③[英]罗斯玛丽.哈里森,[荷].约瑟夫.凯塞尔著.周金泉译.知识经济时代人力资源开发[M1.北京：经济管理出版社,2004.
④ Miriam Scotland. National Human Resource Development in St.Lucia[J]. Advances in Developing Human Resources,2004, (3) 355-362
⑤ T.V.Rao.Human Resource Development as National Policy in India[J].Advances in Developing Human Resources, 2004. (3):288-296.
⑥ MaryCasinaLutta-Mukhebi.NationalHumanResourceDevelopment Policy in Kenya [J]. Advances in Developing Human Resources,2004—(3):326-333.
⑦张敦富,李玉江,张红,韩东.世界人力资源开发的经验借鉴与我国的人力资源开发[J].中州学刊,2005(6)：62-64.
⑧ Peter W. Cunningham, Susan A.Lynham and Gail Weatherly. National Human Resource Development in Transitioning Societies in the Developing World:South Africa[J].Advances in Developing Human Resources,2006 (1):62-83.
⑨ Baiyin Yang, De Zhang and Mian Zhang.National Human Resource Development in the People's Republic of China[J]. Advances in Developing Human Resources,2004 (6):297-306.
① Baiyin Yang, De Zhang and Mian Zhang.National Human Resource Development in the People's Republic of China[J]. Advances in Developing Hunan Resources,2004 (6):297-306.
② Jie Ke, Thomas J.Chermack —Yi-Hsuan Lee and Jie Lin. National Human Resource Development in Transitioning Societies in the Developing World:The People's Republic of China[J]. Advances in Developing Human Resources,2006(1):28-45.
③ Jia wang & Greg G.Wang.Exploring National Human Resource Development:A Case of China Management Development in a Transitioning Context[J].Human Resource Development Review,2006 (2).176-201.
①李晓华在“产业组织的垂直解体与网络化”(《中国工业经济》2005年第7期)一文中称为“垂直解体的影响因素”。
①有些学者将产业升级等同于产业结构升级,也有许多学者认为产业升级与产业升级是不同的,不能混淆。见姜泽华、白艳.产业升级的内涵与影响因素分析[J].当代经济研究,2006(10)：53-56.
①张辉.全球价值链下地方产业集群升级研究[D].北京大学,2005,P15.
②国、地区,是指对边境货物、人员和其它要素流动采取限制性措施的某种关税独立区域。
①殷祚桂.中国制造,一个芭比娃娃只赚35美分[N].工人日报,2007年11月28日.
①转引自樊建芳.知识型企业人力资源开发研究[D].厦门大学,2004,P8.
①J.Ben Cox, Khadija Al.Arkoubi and Samuel D. Estrada.National Hutnan Resource Development in Transitioning Societies in the Developing World:Morocco, Advances in Developing Hutnan Resources,2006,8(1):84-98.
① Cho, G. Mclean.What We Discovered About NHRD and What It Means for HRD [J]. Advances in Developing Human Resources,2004(3):382-393.
②这里的“国家人力资源开发”并没有强调政府的唯一主体地位,因此,也就是本文所指的“宏观人力资源开发”。
①刘追.国家人力资源开发的主要模式及启示[J].中国人力资源开发,2005(5)：8-11.
①伯倩.十大中外知识产权标本——异类的孤独诉讼[J].竞争力,2007(6)：18-39,P30.
①李书锋.我国转变经济发展方式的内在要求与实现路径——基于经济和谐增长的视角[J].内蒙古社会科学(汉文版),2009(9)：94-98.P97
①徐青.我国经济增长中的资源环境压力[J].统计与决策,2006(8)：36-37
②徐青.我国经济增长中的资源环境压力[J].统计与决策,2006(8)：36-37
①单国旗.创新型科技人才资源开发战略的国内外比较研究[J].特区经济,2009(1),P136.
①王福谦.台湾人力资源开发面面观[J].人力资源,2007(5),P67.
①张嘉强.韩国及香港、台湾地区人力资源开发对西部的启示[J].西部论丛,2003(5),P14.
①王晓峰,美国人力资源开发中政府的作用[J].人口学刊,2005(3),P29.
①何先刚.印度信息产业发展经验及其对我国西部地区的启示[J].重庆工学院学报(社会科学版),2008(6),P56.
①戴永红.印度软件企业国际化经营中的人力资源开发[J].比较教育研究,2004(11),P28.
①韩宇,常青,张英兰.关于印度科技发展政策的考察与思考[J].中国科学基金,2005(2),P128.
①何华.略论建设创新型国家背景下的人力资源开发战略[J].东南学术,2008(6),P161.
①戴军.美国人力资源管理模式的启示[J].中国人力资源开发,2004(2),P72.
[1]保罗·肯尼迪.大国的兴衰[M].北京：中国经济出版社,1989.
[2]包小忠,刘研华.人力资本产权与企业间关系透析[J].求实,2009(11)：34-36.
[3]本·斯泰尔,戴维·维克托,理查德·内尔森.技术创新与经济绩效[M].上海：人民出版社,2006.
[4]伯倩.十大中外知识产权标本——异类的孤独诉讼[J].竞争力,2007(6)：18-39.
[5]蔡防.未来的人口红利——中国经济增长源泉的开拓[J].中国人口科学,2009(1)：2-11.
[6]蔡防,王德文.中国人力资源开发利用面临的挑战与政策选择[J].教育发展研究,2003(Z1)：59-64.
[7]曹明福.纺织业的全球价值链分工利益分析[J].天津工业大学学报,2009(4)：72-75.
[8]曹明福,李树民.全球价值链分工：从国家比较优势到世界比较优势[J].世界经济研究,2006(11)：11-15,10.
[9]曹明福,李树民.全球价值链分工的利益来源：比较优势、规模优势和价格倾斜优势[J].中国工业经济,2005(10)：20-26.
[10]陈光玖,陈军华,张斌.旅游企业人力资源开发现状与对策研究——以四川旅游企业为例[J].理论月刊,2009(12)：77-79.
[11]陈明立.对人力资源范畴的再认识[M].四川行政学院学报,2003(2)：85-87.
[12]陈明森.自主成长与外向推动：产业结构演进模式比较[J].东南学术,2003(3)：52-66.
[13]陈明森.产业升级外向推动与利用外资战略调整[M].北京：科学出版社,2004.
[14]陈湛匀.国际资本与中国产业发展[M].北京：立信会计出版社,2004.
[15]陈远敦,陈全明.人力资源开发与管理[M].北京：中国统计出版社,1995.
[16]程业炳.人力资源开发理论综述[M].生产力研究,2006(4)：276-278.
[17]储节旺,周绍森.国外信息产业人力资源开发经验及对我国的启示[J].情报理论与实践,2004(6)：597-600.
[18]戴军.美国人力资源管理模式的启示[J].中国人力资源开发,2004(2)：71-73.
[19]戴启文,杨建仁.产业结构升级与人力资本水平关系的实证研究——以江西省为例[J].江西社会科学,2007(12)：123-126.
[20]戴燕艳.世界产业结构的发展趋势及启示[J].国际经济合作,2002(11)：37-40.
[21]戴永红.印度软件企业国际化经营中的人力资源开发[J].比较教育研究, 2004(11)：27-31.
[22]窦建功等.人力资源管理与开发[M].北京：清华大学出版社,2005.
[23]窦胜功.人力资源开发与管理[M].商务印书馆,2001.
[24]鄂万友.人力资源开发战略研究[M].北京：经济日报出版社,1989.
[25]冯梅.全球产业转移与提升我国产业结构水平[J].管理世界,2009(5)：172-173.
[26]龚仰军.产业结构研究[M].上海财经大学出版社,2002,9.
[27]郭丹,谷洪波,尹宏文.基于农村产业结构调整的我国农村劳动力就业分析[J].中国软科学,2010(1)：18-24.
[28]郭海华,许乐.广东省人力资本、资本形成与经济增长的协整分析[J].特区经济,2010(2)：24-25.
[29]国家统计局.国家统计年鉴(2001-2009).中国统计出版社,2001-2009.
[30]国家统计局.中国人口与就业统计年鉴(2008).中国统计出版社,2008.
[31]郭克莎.略论“十五”期间我国产业结构的战略性调整[J].上海财税,2000(8)：10-13.
[32]郭克莎.外商直接投资对我国产业结构的影响研究[J].管理世界,2000(2)：34-45,63.
[32]郭克莎.中国：改革中的经济增长与结构变动[M].上海：上海三联书店,1993.
[34]郭克莎.新时期工业发展战略与政策[M].北京：人民出版社,2004.
[35]郭书山,张福军.人力资本定价方法评析——基于人力资本产权交易方式的分析[J].财会通讯,2009(11)：134-135.
[36]郭腾云.北京产业结构演变与发展阶段的灰色关联判断[J].地理科学进展,2010(2)：193—198.
[37]H.钱纳里等,工业化和经济增长的比较研究[M],上海：三联书店,1989
[38]韩保江.产业结构“趋同症”的症因及其根治[J].中国国情国力,1997(1)：14-16.
[39]韩宇,常青,张英兰.关于印度科技发展政策的考察与思考[J].中国科学基金,2005(2)：117-121.
[40]何国勇,徐长生.比较优势、后发优势与中国新型工业化道路[J].经济学家,2004(5)：16-22.
[41]何华.略论建设创新型国家背景下的人力资源开发战略[J].东南学术,2008(6)：157-161.
[42]何先刚.印度信息产业发展经验及其对我国西部地区的启示[J].重庆工学院学报(社会科学版),2008(6)：56-59.
[43]何筠,张波.江西产业结构调整与人力资源开发关系实证研究[J].中国人口、资源与环境,2006(3)：113-118.
[44]洪银兴.从比较优势到竞争优势：兼论国际贸易的比较利益理论的缺陷[J].经济研究,1997(6)：20-26.
[45]洪银兴.经济全球化条件下的比较优势和竞争优势[J].经济学动态,2002(12)：6-10.
[46]胡春,仲继银.企业人力资源开发[M].贵阳：贵州人民出版社,1998.
[47]胡巧娅,陈冬梅.浅析中国人力资源开发的现状和对策[J].特区经济,2005(5)：265-266
[48]胡晓鹏.产业贡献力与中国经济增长[J].现代经济探讨,2003(9)：14-17.
[49]华民.20世纪末国际分工格局的变化[J].世界经济与政治,2002(47)：37-38.
[50]黄海艳,施国庆.保持竞争优势的关键：人力资源转化成人力资本[J],湖北社会科学,2002(8)：76-77.
[51]黄茂兴,李军军.技术选择产业结构升级与经济增长[J].经济研究,2009(7)：143-151.
[52]贾晓峰.中国产业结构研究[M].南京：南京师范大学出版社,2004.
[53]简建忠.人力资源发展[M].台北：五南图书出版公司,1998.
[54]姜泽华.我国产业结构升级模式变迁的效应与前瞻分析[J].理论探讨,2010(1)：66-69.
[55]姜泽华,白艳.产业升级的内涵与影响因素分析[J].当代经济研究,2006(10)：
[56]江治平.人力资本产权的实现方案[J].经营与管理,2007(12)：17-19.
[57]金碚.产业国际竞争力研究[J].经济研究,1996(11)：39-44,59.
[58]金祥荣,叶建亮.知识溢出与企业网络组织的集聚效应[J].数量经济技术经济研究,2001(10)：90-93.
[59]金祥荣.经济发展的创新动力结构：企业,市场和分工制度的创新[J].浙江学刊,2000(5)：75-80.
[60]柯军.安徽省产业结构升级对经济增长的贡献分析[J].安徽工业大学学报(社会科学版),2008(1)：39-40,61.
[61]克鲁格曼.地理与贸易[M].北京：北京大学出版社,2001.
[62]孔宪香.论人力资本产权的权能界定及其意义[J].理论学刊,2006(8)：42-43.
[63]李爱莲.人力资源管理[M].北京：中国广播电视出版社,2001.
[64]李宝元.中国企业人力资本产权变革三次浪潮评析[J].财经问题研究,2007(7)：66-71.
[65]李军,孙彦彬.产业结构优化模型及其评价机制研究[M].华南理工大学出版社,2009.
[66]李俊霞.知识经济时代的人口素质与人力资源开发[D].西南财经大学,2003.
[67]李利军,李艳丽.论当前金融危机体现的国际经济分工新趋势和中国的政策选择[J].石家庄铁道学院学报(社会科学版),2009(3)：1-7,20.
[68]李盛竹,刘跃.代表性的人力资源开发模式及对我国企业的启示[J].职业时空,2007(23)：21-22.
[69]李晓华.产业结构演变与产业政策的互动关系[J].学习与探索,2010(1)：139-142.
[70]李琪,王晔.经济全球化与中国的前景产业导向[J].经济学家,2003(4)：50-54.
[71]李悦.产业经济学[M].北京：中国人民大学出版社,1998.
[72]李志刚.“三位一体”的人力资源开发管理体系研究[J].科技管理研究,2010(5)：118-120.
[73]梁霞.经济全球化条件下国际分工理论对中国的意义[D].成都：西南财经大学,2005.
[74]廖泉文,人力资源管理[M],高等教育出版社,2003.
[75]刘健.论中国产业结构升级[D].中共中央党校,1999.
[76]刘平洋.中国产业国际竞争力分析[M].北京：经济管理出版社,2003.
[77]刘德学等.全球生产网络与加工贸易升级[M].北京：经济科学出版社,2006.
[78]刘福垣.完成人力资源观向人力资本观的转变[J].中国人力资源开发,2007(10)：6-9,14.
[79]刘元春.经济制度变革还是产业结构升级——论中国经济增长的核心源泉及其米来改革的重心[J].中国工业经济,2003(9)：5-13.
[80]刘志杰.我国产业结构变动对经济增长作用的测算及其评价[J].统计与决策,2009(23)：80-82.
[81]刘追.国家人力资源开发研究述评[J].当代经济管理,2007(10)：92-95.
[82]刘追.国家人力资源开发的主要模式及启示[J].中国人力资源开发,2008(5)：8-11.
[83]龙勇,吴洋.产权、人力资木与高新技术企业治理结构[J].科技管理研究,2007(11)：152-154.
[84]陆德明.中国经济发展的动因分析[M].太原：山西经济出版社,1999.
[85]罗斯玛丽.哈里森,约瑟夫.凯塞尔著.周金泉译.知识经济时代人力资源开发[M1.北京：经济管理出版社,2004.
[86]吕春成.经济全球化条件下国际分工机制的递变趋势[J].财贸经济,2003(4)：68-70.
[87]马莉莉.产品内分工视角下中国经济发展方式转变与危机应对[J].理论前沿,2009(24)：42,44.
[88]马歇尔.经济学原理[M].上海：商务印书馆,1964.
[89]马瀛通.重新认识中国人口性别比失调与低生育水平的代价问题[J].中国人口科学,2004(1)：2-13.
[90]迈克尔·波特.国家竞争优势[M].北京：华夏出版社,2002.
[91]迈克尔·波特.簇群和新竞争经济学[J].经济社会体制比较,2000(2)：21-31.
[92]迈克尔·波特.竞争论[M].北京：中信出版社,2003.
[93]毛卫东.基于当期收益分割的股权资本成本计量——兼论人力资本产权的实现[J].财会月刊,2010(1)：3-4.
[94]穆建新.从劳动力转移到产业转移——金融危机背景下推进经济结构战略性调整的有效途径[J].现代经济探讨,2009(11)：75-79.
[95]年志远.物质资本产权与人力资本产权契约[J].吉林大学社会科学学报,2009(9)：95-101.
[96]聂会平,肖小勇,郭毅夫.企业人力资源开发风险综合评价[J].工业技术经济,2007(10)：128-130,134.
[97]宁凌.企业NO.1要素—现代企业人力资本运作机制的系统构建[M].北京：中国经济出版社,2005.
[98]帕萨·达斯库帕塔,保罗·斯顿曼编.徐颖,黄鹏等译.经济政策与技术绩效[M].长春：长春出版社,2008：46-79.
[99]潘金云.中国第一资源——人力资源开发利用理论与实践[M].北京：机械工业出版社,1991.
[100]齐俊妍,陈漓高.从长周期的发展看国际分工的重组和变化——对美国最近一次经济衰退及东南亚金融危机的重新思考[J].世界经济研究,2004(12)：4-8.
[101]仇保兴.小企业集群研究[M].复旦大学出版社,1999.
[102]邵昱.人力资源开发与配置研究[D].西南财经大学,2000.
[103]R·卢卡斯.论经济增长的机制[J].货币经济学杂志,1988,(10)
[104]单国旗.创新型科技人才资源开发战略的国内外比较研究[J].特区经济,2009(1)：136-138.
[105]深圳市“培养造就跨世纪高素质人才”赴欧考察组.借鉴发达国家成功经验推进人力资源开发战略[J].特区理论与实践,2000(2)：55-58.
[106]史策.世界各国人力资源开发述评.中共福建省委党校学报,2006(3)：36-39.
[107]史忠良.产业经济学(第二版)[M].北京：经济管理出版社,2005.
[108]舒尔茨.论人力资本投资[M].北京：北京经济学院出版社,1992.
[109]宋玲妹.对影响农村人力资源资本化因素的分析与思考[J].中州学刊,2007(4)：55-57.
[110]苏东水.产业经济学[M].北京：高等教育出版社,2000.
[111]孙景蔚.垂直专业化分工下国际金融危机传导的新特点[J].杭州电子科技大学学报(社会科学版),2009(6)：33-38.
[112]孙军.需求因素、技术创新和产业结构演变[J].南开经济研究,2008(5)：58-71.
[113]唐德祥,孟卫东.R&D与产业结构优化升级——基于我国面板数据模型的经验研究[J].科技管理研究,2008(5)：85-89.
[114]唐晓云.产业升级：转移、深化还是其他——选择路径的一个技术视角[J].开发研究,2010(1)：37-43.
[115]童昕、王缉慈.全球化与本地化：透视我国个人计算机相关产业群的空间演变[J].经济地理,2002(6)：697-700,705.
[116]万红燕.国有企业人力资源管理与开发的若干建议[J].企业经济2007(9)：54-56.
[117]王彩梅,王景荣.发达国家人力资源开发政策[J].科技.人才.市场,1999(6)：42-45.
[118]王缉慈.创新的空间一一企业集群与区域发展[M].北京：北京大学出版社,2001.
[119]王缉慈.关于在外向型区域发展本地集群的一点思考——墨西哥和我国台湾外向型加工区域的对比分析[J].世界地理研究,2001(3)：15-19.
[120]王缉慈,罗家德,童昕.东莞和苏州台商PC产业群的比较分析[J].中国地质大学学报(社会科学版),2003.3(2)：6-10.
[121]王缉慈.关于地方产业集群研究的几点建议[J].经济经纬,2004(2)：53-57.
[122]王庆丰.我国产业结构与就业结构整体协调性测度研究[J].科技管理研究,2009(11)：112-114.
[123]王秋石.新国际劳动分工、全球金融危机与产业转移——兼议“订单转移”为发展中地区带来的历史性机遇[J].当代财经,2008(12)：81-83.
[124]王述英.新工业化与产业结构跨越式升级[Z].北京：中国财政经济出版社,2005.
[125]王晓君.论人力资源与产业协调发展[J].统计与决策,2006(8)：150-151.
[126]王益民,宋琰纹.创新型集群与运营型集群：基于全球价值链的集群间国际分工——以全球硬盘驱动器(HDD)产业演化过程为例[J].中国科技论坛,2007(9)：21-25.
[127]王岳平.中国工业化结构调整与升级：理论实证和政策[M].北京：中国计划出版社,2001.
[128]汪斌.全球化浪潮中当代产业结构的国际化比较——以国际区域为新切入点[M].北京：中国社会科学出版社,2004.
[129]汪斌.经济全球化背景下中国产业结构的战略性调整[J].财贸经济 2001(12)：16-20.
[130]王福谦.台湾人力资源开发面面观[J].人力资源,2007(5)：66-70.
[131]王磊.产业结构变动与人力资源开发[J].北京社会科学,2002(1)：91-96.
[132]吴克功.论人力资源与人力资本及其转化[J].科技与管理,2002(3)：117-118,123.
[133]吴三清,凌文辁.人力资源及其资本化探析[J].经济体制改革,2003(4)：53-56.
[134]吴畏.关于铁路企业人力资源开发的思考[J].山西师大学报(社会科学版)研究生论文专刊,2007(6)：65-67.
[135]吴文代,牛超生.中国人力资源开发系统论[M].中国建材工业出版社,1996.
[136]吴西顺.国际分工的发展趋势探索[D].北京：对外经济贸易大学,2004.
[137]吴新叶.社会资本视角下农村企业的人力资源开发[J].中国人力资源开发,2007(12)：11-14.
[138]吴忠观.人力资源开发与配置研究[D].西南财经大学,2000.
[139]西蒙·库兹涅茨.各国的经济增长[M].北京：商务印书馆,1985.
[140]西蒙·库兹涅茨.现代经济增长[M].北京：北京经济学院出版社,1985.
[141]奚国泉.企业人力资源的资本化运营探析[J].南京经济学院学报,2002(6)：37-39.
[142]奚建武.人力资本理论与人力资源开发的综合创新[J].华东理工大学学报,2004(3)：61-64.
[143]洗国明,跨国公司与当代国际分工[M],天津：南开大学出版社,1994.
[144]萧鸣政.对人力资源开发问题的系统思考[J].中国人力资源开发,1994(6)：16.
[145]萧鸣政,谢凌玲,张玉霞,孙聆,张华.人力资源开发实践中的几个理论问题[J].中国人力资源开发,2004(3)：4-7.
[146]萧鸣政.中国政府人力资源开发及其战略[J].上海行政学院学报,2007(3)：73-79.
[147]筱原三代平.产业结构论[M].筑摩书房,1979.
[148]熊会兵,邓新明,肖文韬.人力资本产权效应与经济增长的实证分析[J].中国工业经济,2007(9)：55-61.
[149]徐峰.企业人力资源开发与管理[J].企业经济,2007(11)：58-60.
[150]许光建.后金融危机时期我国宏观经济的变化趋势和政策取向分析[J].价格理论与实践,2010(1)：13-15.
[151]徐鸣.论“人力资本产权”分歧的化解及其与智力资本的关系[J].现代财经,2007(1)：11-14,19.
[152]雅克·阿达,经济全球化[M],北京：中央编译出版社,2000
[153]亚当·斯密,国民财富的性质和原因的研究[M],商务印书馆1972版
[154]杨建龙.产业结构升级步伐加快推动国民经济进人新一轮景气循环——当前产业增长格局的特征分析[J].经济研究参考,2003(55)：4-9.
[155]杨沐.产业政策研究[M].上海：上海人民出版社,1989.
[156]杨湘怡,廖勇凯.企业内部人力资源开发系统建构[J].商业时代,2007(31)：52-53.
[157]袁奇.当代国际分工格局下中国产业发展战略研究[M].成都：西南财经大学出版社,2006.
[158]杨伟民.中国可持续发展的产业政策研究[M].中国市场出版社,2004.
[159]殷祚桂.中国制造,一个芭比娃娃只赚35美分[N].工人日报,2007年11月28日.
[160]詹丽靖.国际分工理论述评[J].资料通讯,2006(7.8)：62-66.
[161]张敦富,李玉江,张红,韩东燕.世界人力资源开发的经验借鉴与我国的人力资源开发[J].中州学刊,2005(6)：62-64.
[162]张辉.全球价值链理论与我国产业发展研究[J].中国工业经济,2004(5)：38-46.
[163]张辉.全球价值链下地方产业集群——以浙江平湖光机电产业为例[J].产业经济研究,2004(6)：27-33.
[164]张嘉强.韩国及香港、台湾地区人力资源开发对西部的启示[J].西部论丛,2003(5)：13-14.
[165]张其仔.比较优势的演化与中国产业升级的路径选择[M].中国工业经济,2008(9)：58-68.
[166]张若雪.人力资本、技术采用与产业结构升级[J].财经科学,2010(2)：66-74.
[167]张望.中国产业结构升级与就业问题的协整与误差修正模型研究[J].哈尔滨商业大学学报(社会科学版),2006(4)：37-41.
[168]张晓明.中国产业结构升级与经济增长的关联研究[J].工业技术经济,2009(2)：140-142.
[169]张勇,马洪波.浅议我国人力资源转化为人力资本的问题[J].攀登,2003(3)：56-59.
[170]赵曙明.企业人力资源管理与开发国际比较研究[M].人民出版社,1999.
[171]赵曙明.人力资源管理研究新进展[M].南京：南京大学出版社,2002.
[172]喆儒.产业升级——开放条件下中国的政策选择[M],北京：中国经济出版社,2006.
[173]周冯琦.中国产业结构调整的关键因素[M].上海：上海人民出版社,2003.
[174]周英章,蒋振声.我国产业结构变动与实际经济增长关系实证研究[J].浙江大学学报(人文社会科学版),2002(3)：146-152.
[175]Acemoglu,D. A Microfoundation for Social Increasing Returns in Human Capital Accumulation [J]. The Quarterly Journal of Economics.1996,(111).
[176]Arndt. S. and Kierzkowski, H.(eds). Fragmentation:New Production Patterns in the World Economy[M]. Oxford, Oxford University Press,2001.
[177]B. Kogut. Designing Global Strategies:Comparative and Competitive Value-added Chains. Sloan Management Review,1985,26(4):15-28
[178]Bair, J. and Gereffi, G. Inter-firm Networks and Regional Divisions of Labor: Employment and Upgrading in the Apparel Commodity Chain[A].
[179]Becker Gary S. Human Capital:A Theoretical and Empirical Analysis, with Special Reference to Education[D].New York:Columbia University,1964.
[180]Casina, M.& L. Mukhebi. National Human Resource Development Policy in Kenya [J]. Advances in Developing Human Resources,2004(3):326-333.
[181]Chenely,H.. Patterns of Industrial Growth. American Economics Review,1960(9)
[182]Chenely, H., L. Tylor. Development Patterns:Among Countries and Over Time. Review of Economics and Statistics,1968(50)
[183]Cho. G. Mclean. What We Discovered About NHRD and What It Means for HRD, Advances in Developing Human Resources,2004,6(3):382-393.
[184]Cox J. B., K. A. Arkoubi and S. D. Esllada. National Human Resource Development in Tramitioning Societies in the Developing World:Morocco, Advances in Developing Human Resources,2006,8(1):84-98.
[185]Cunningharn P.W., S. A. Lynham and Gaff Weatherly. National Human Resource Development in Tramitioning Societies in the Developing World:South Africa, Advances in Developing Human Resources,2006,8(1):62-83.
[186]Dicken, P. Global Shift (3rdedition)[M].London:P.C.P.,1998.
[187]Dicken, P., Kelly, P. Olds, K, andYeung, H.W.-C. Chains and Networks, Territories and Scales:Toward a Relational Framework for Analyzing the Global Economy[J]. Global Networks,2001,1 (2).
[188]Drucker, P. F.. The Practice of Management [M]. New York Harper& Brothers, 1954.
[189]Engle, E. Der Werth des Menschen.1883.转引自Dagum, C., Slottje,D. A New Method to Estimate the Level and Distribution of Household Human Capital with Application[J]. Structural Change and Economic Dynamics.2000,(11).
[190]Engle R F, Granger C W J. Cointegration and Error-correction:Representation, Estimation, and Testing[J].Econometrica,1987, (55).
[191]Ernst, D. Inter-Organization Knowledge Outsourcing:What Permits Small Taiwanese Firms to Compete in the Computer Industry [J]. Asia Pacific Journal of Management,2000,17(8).
[192]Ernst D. How sustainable are benefits from global production networks? Malaysia's upgrading prospects in the electronics industry. East-west centre working papers, No 57, June 2003.
[193]Feenstra, R. Integration of Trade and Disintegration of Production in the Global Economy[J], Journal of Economic Perspectives,1998,12(4).
[194]Frederick H.& C. A.Myers. Education-Manpower, and Economic Growth: Strategies of Human Resource Development[M]. New York:Mcgraw-Hill Book Company,1964.
[195]Gereffi, G. International Trade and industrial Upgrading in the Apparel Commodity Chains[J], Journal of International Economics,1999,48.
[196]Gereffi, G, Humphrey, J., Sturgeon, T. The Governance of Global Value Chains: An Analytic Framework, http://www.ids.ac.uk/globalvaluechians/,2003.
[197]Gereffi,G. Global Production Systems and Third World Development[A]. B.Stallings(ed.). Global Change, Regional Response[C]. NewYork:Cambridge University Press,1995.
[198]Gereffi, G. International Trade and Industrial Upgrading in the Apparel Commodity Chains. Journal of International Economics,1999(48):37-70
[199]Gefeffi,G. A Commodity Chains Framework for Analyzing Global Industries[R]. Working Paper for IDS,1999b.
[200]Gereffi, G Beyond the Producer-driven/Buyer-driven Dichotomy——the Evolution of Global Value Chains in the Internet Era [J]. IDS Bulletin,2001a,32(3).
[201]Gereffi,G. Shifting Governance Structures in Global Commodity Chains, with Special Reference to the Internet[J]. American Behavior Scientist,2001b,44(10).
[202]Gereffi,G.,& H. Lynn. Latin America in the Global Economy:Running Faster to Stay in Place[R]. NACLA's Report on the Americas,1996.
[203]Gereffi, G., F. Palpacuer and A. Parisotto (eds). Global Production and Local Jobs [C]. Geneva, International Labor Office,2001. (2)
[204]Graves,A. Innovation in a Globalizing Industry:The Case of Automobiles[A]. M. Dodgson and R. Rothwell (eds). The Handbook of Industrial Innovation[C]. Aldershot: Edward Elgar,1994.
[205]Hamel, G. and C.K. Pralahad. Competing for the Future[M]. Harvard Business School Press,1994.
[206]Harrison, B. Lean & Mean.Why Large Corporations Will Continue to Dominate the Global Economy[M].The Guilford Press,1994.
[207]Hasler M., M. Thompson and Maria Schuler. National Human Resource Development in Transitioning Societies in the Developing World:Brat, Advances in Developing Human Resources,2006,8(1):99-115.
[208]Henderson, J. Change and Opportunity in the Asia-Pacific[A]. GThompson (ed.). Economic Dynamism in the Asia-Pacific[C]. London:Routledge,1998.
[209]Humphrey J. and Schmitz, H. How Does Insertion in Global Value Chains Affect Upgrading in Industrial Cluster?[J].Regional Studies,2002(a),36(9).
[210]Kaplinsky,R.,Morris,M. A Handbook for Value Chain Research [R].Paper for IDRC,2002,(2).
[211]Kaplinsky, R. Globalization and Unequalisation:What Can be Learned from Value Chain Analysis?[J]. Journal of Development Studies,2000,37(2).
[212]Ke Jie, Thomas, Yi—Hsuan Lee and Jie Lin. National human resource development in transitioning societies in the developing world:The People's Repubhc of China, Advances in Developing Human Resources, Feb2006; 8(1):28-45.
[213]Kenneth E. Paprock. National Human Resource Development in Transitioning Societies in the Developing World:Introductory Overview, Advances in Developing Human Resources,2006,8(1):12-27.
[214]Kogut, B. Designing Global Strategies:Comparative and Competitive Value-added Chains[J]. Sloan Management Review,1985,26(4).
[215]Krugman, P. Growing World Trade[C]. Brookings Papers on Economic Activity 7,1995.
[216]Lee, M. National Human Resource Development in the United Kingdom [J]. Advances in Developing Human Resources,2004 (3):334-345.
[217]Luiza Bazan, Lizbeth Navas-Aleman. Comparing Chain Governance and Upgrading Patterns in the Sinos Valley, Brazil[R].Work Paper in 'Local Upgrading in Global Chains'Held by University of Sussex,2001
[218]Lynham S. and Cunningham P.. National Human Resource Development in Transitioning Societies in the Developing World:Concept and Challenges, Advances in Developing Human Resources,2006,8(1):116-135.
[219]Lynham S.A.& P. W. Cunningham. National Human Resource Development in Transitioning Societies in the Developing World:Concept and Challenges[J].Advances in Developing Human Resources,2006(1):116-135.
[220]McLagan P. A.. Models for HRD Practice[J]. Traning and Developmeng Journal, 41-53.
[221]Mclean G. N.& L. Mclean. If We Can't Define HRD in One Country, How Can We Define It in an International Context[J]. Human Resource Development International,2001(3):313-326.
[222]Nadler, L.& Wiggs, G. D. Managing Human Resource Development:A Practical Guide[M]. San Francisco, US:Jossey-Hass,1986.
[223]Nadler, L., and Nadler Z., Developing Human Resource[M], San Francisco, US Jossey-Hass,1989.
[224]OECD. Research and Development Expenditure in Industry(ANBERD), OECD Publishing 2005/2006 Edition,28-32.
[225]Piore, M. and Sabel, C. The Second Industrial Divide:possibilities for Prosperity[M].New York:Basic Books,1984.
[226]Porter, M. Competitive Advantage:Creating and Sustaining Superior Performance[M]. New York:The Free Press,1985.
[227]Powel, W. Neither Market nor Hierarchy:Network Forms of Organization[J]. Research in Organizational Behavior,1990,12.
[228]Psacharopoulos George. Returns to Education:An Further International Update and Implications[J].Jounal of Human Resources,1985,(20).
[229]Rao, T.V.. Human Resource Development as National Policy in India[J].Advances in Developing Human Resources,2004. (3):288-296.
[230]Redding Stephen. The Low-skill, Low-quality Trap:Strategic Complementarities between Human Capital and R and D[J].Economic Journal,1996,(106).
[231]Romer. P. Increasing Returns and Long-run Growth [J] Journal of Political Economy,1986,(94).
[232]Simon Kuznets. Modern Economic Growth Rate, Structure and Spread[M], Yale University Press,1966.
[233]Schultz,T.W. Investment in Human Capital[J]. American Economic Review, 1961,(51).
[234]Scotland, M. National Human Resource Development in St.Lucia[J]. Advances in Developing Human Resources,2004, (3) 355-362
[235]Teece, D. and Pisano, G. The Dynamic Capabilities of Firms:An Introduction [J]. Industrial and Corporate Change,1994,3.
[236]Todtling, F. and Trippl, M. Like Phoenix from the Ashes?——the Renewal of Clusters in Old Industrial Areas[J]. Urban Studies,2004,41(5).
[237]United Nations Industrial Development Organization. Industrial Development Report 2004. Vienna,2004
[238]United Nations Industrial Organization. Industrial Development Report 2002/2003 Overview[R],2002.
[239]USITC (United States International Trade Commission). Textiles and Apparel: Assessment of the Competitiveness of Certain Foreign Suppliers to the U.S. Market [R]. USITC Publication 3671,2004,(1).
[240]Wang J.& G. G.Wang. Exploring National Human Resource Development:A Case of China Management Development in a Transitioning Context[J].Human Resource Development Review,2006(2):176-201.
[241]Yang Baiyin, Zhang De and Zhang Mian. National human resource development in the People's Republic of China, Advances in Developing Human Resources, Aug 2004,6(3):297-306.