我国国有企业人力资源优化配置研究
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摘要
今天的社会,人力资源已成为一门科学,它是技术进步和企业发展的第一资源。为适应当今和未来激烈的国际竞争,振兴有中国特色社会主义的我国国有企业事业,造就国内外一流的人力资源队伍已成为首要因素。随着企业国际竞争环境的激烈化,我国国有企业面临的人力资源问题更加突出,外资企业利用各种手段吸引我国人力资源,人力资源竞争日益激烈；全球范围内的经济结构调整对人力资源素质提出了更高要求；为此要实施人力资源开发方式的根本转变,即把人力资源开发的重点转移到提高人力资源素质和效能方面来。我国国有企业如何围绕人力资源战略问题,留住人力资源、吸引人力资源,如何做好人力资源优化配置工作就显得尤为重要。
本论文以“人力资源理论”、“边际效益理论”、“规模经济与经济规模理论”为依据,以振兴我国国有企业目标为出发点,对我国国有企业人力资源优化配置进行了全面、系统、深入的研究。
首先,介绍了人力资源和人力资源配置的概念,并对我国国有企业人力资源配置的概念进行了界定；通过对我国国有企业人力资源配置的内部状况和外部环境状况的论述,分析了我国国有企业人力资源配置存在的主要问题。
其次,从内、外部两方面分析了我国国有企业人力资源优化配置的影响因素,外部因素直接影响企业战略目标的实现,从而间接影响人力资源的配置。而企业的内部环境因素则直接决定着人力资源配置的方式；确定了我国国有企业人力资源规模和结构优化配置的目标；最后从规模预测、结构分析和实施给出了我国国有企业人力资源优化配置的程序。
第三,给出了我国国有企业人力资源优化配置规模预测的灰色系统模型、生产函数模型和多元线性回归模型,提出了多个通过统计检验的模型中选出三个满意模型确定组合的预测方法,并给出了确定组合权重的四种方法,即简单平均法、二项式系数法、德尔菲法和模糊综合评价法。
第四,在我国国有企业人力资源配置结构优化方面,明确了企业组织结构的调整、员工年龄结构的优化和干部队伍的建设等优化内容,和同素异构、互补增值、动态适应、系统优化、竞争协作等优化原则,并提出了具体基于学历、年龄、专业和能力结构的人力资源结构优化配置的具体策略。
第五,通过选取D企业2003年至2008年数据分别采用灰色系统模型、生产函数模型、多元线性回归模型对D企业人力资源优化配置进行实证分析。依据三种预测方法确定的权重,使用多方案组合方法预测和评价了D企业人力资源配置优化的问题。最后通过D企业人力资源配置结构的优势和存在问题,提出了针对该企业人力资源优化配置实施的具体内容和保障措施。
本文的各个环节紧密相关形成一个完整而全面、科学而系统的人力资源优化配置的研究体系,为我国国有企业进行人力资源管理与开发工作提供了有效的决策借鉴。
Human resource has become the depending and supporting points for enterprises on social, economic and technological developments. Human resource has been socialized, and is increasingly being globalized. Nowadays, human resource is a subject of science, which is the first resource for technology advancement and enterprise development. In order to meet intensive international competition and to revitalize socialism with Chinese characteristics, bringing up the global top quality human resource teams have become a primary factor. After the WTO, the human resource problems are more prominent for the state-owned enterprises in China. Foreign enterprises by using all kinds of means attract domestic human resource talents. The competition for domestic human resource has been intensive. Global economy restructuring requires the higher human resource quality, comprehensive national strength competition depends more on science and technology development, also the human resource development. The fundamental changes on human resource development are the must, that is, key points of the human resource development has been shifted to improve human resource quality and efficiency. How to focus on human resource strategies, how to retain and attract human resource, how to optimize the human resource, and others have become the most important task for state-owned enterprises.
On the basis of "human resource theory", "marginal utility theory", "scaled economy and economic scale economy", and with the starting points of revitalizing domestic state-owned enterprises, the thesis has studied systematically and thoroughly on state-owned enterprises human resource optimization.
First, human resource and human resource reallocation concepts are introduced. A clear definition on state-owned enterprise optimization is defined. The paper points out the internal state and external state of the state-owned enterprises human resource optimization, and analysis the main major problems.
Second, the influent factors of state-owned enterprises human resource optimization are studied from both internal and external sides. The external factors affect directly on the enterprise strategic objects achievement, which affects indirectly on state-owned enterprises human resource optimization. However, the internal factors affect directly on the methods. The paper identifies the scales and structures of state-owned enterprises human resource optimization. At the end, the paper gives the procedures of state-owned enterprises human resource optimization on scales forecasting, structures analysis, and implementation.
Third, gray forecasting model, production function forecasting model, and multiple linear regression model are three satisfied models that used to establish multiple choice comprehensive evaluation model, in order to forecast objects of state-owned enterprises human resource optimization. There are four weight factors are used to evaluation, they are simply average, binominal coefficient, Delphi, and fussy comprehensive model.
Fourth, in the aspect of state-owned enterprises human resource structure optimization, the paper nails down the details contents, such as organization structure adjustment, age structure optimization, and cadres groups building. Also the paper clears optimization principles, such as heterogeneous with elements, complementary value-added, dynamic adaptation, system optimization, and competitive collaboration. The detailed strategies are provided based on education level, age group, professional and capabilities.
Fifth, raw date is collected from year 2003 to 2008 at Company D, which sets a real example to analysis human resource optimization, by using Gray forecasting model, production function forecasting model, multiple linear regressions and fussy model. According to weight factors from the above mentioned three forecasting models, multiple choice comprehensive evaluations is brought into play to forecast and evaluate questions about Company D human resource optimization. Last, through questions are found by analysis Company D's human resource structure optimization, the paper provides implementation details and safeguards targeting state-owned enterprises human resource optimization.
All chapters in the thesis are closely tight up together, forming a complete, comprehensive, specific and systematic human resource optimization system, which provides an effective decision-making reference for domestic state-owned enterprises human resource management and development.
本论文以“人力资源理论”、“边际效益理论”、“规模经济与经济规模理论”为依据,以振兴我国国有企业目标为出发点,对我国国有企业人力资源优化配置进行了全面、系统、深入的研究。
首先,介绍了人力资源和人力资源配置的概念,并对我国国有企业人力资源配置的概念进行了界定；通过对我国国有企业人力资源配置的内部状况和外部环境状况的论述,分析了我国国有企业人力资源配置存在的主要问题。
其次,从内、外部两方面分析了我国国有企业人力资源优化配置的影响因素,外部因素直接影响企业战略目标的实现,从而间接影响人力资源的配置。而企业的内部环境因素则直接决定着人力资源配置的方式；确定了我国国有企业人力资源规模和结构优化配置的目标；最后从规模预测、结构分析和实施给出了我国国有企业人力资源优化配置的程序。
第三,给出了我国国有企业人力资源优化配置规模预测的灰色系统模型、生产函数模型和多元线性回归模型,提出了多个通过统计检验的模型中选出三个满意模型确定组合的预测方法,并给出了确定组合权重的四种方法,即简单平均法、二项式系数法、德尔菲法和模糊综合评价法。
第四,在我国国有企业人力资源配置结构优化方面,明确了企业组织结构的调整、员工年龄结构的优化和干部队伍的建设等优化内容,和同素异构、互补增值、动态适应、系统优化、竞争协作等优化原则,并提出了具体基于学历、年龄、专业和能力结构的人力资源结构优化配置的具体策略。
第五,通过选取D企业2003年至2008年数据分别采用灰色系统模型、生产函数模型、多元线性回归模型对D企业人力资源优化配置进行实证分析。依据三种预测方法确定的权重,使用多方案组合方法预测和评价了D企业人力资源配置优化的问题。最后通过D企业人力资源配置结构的优势和存在问题,提出了针对该企业人力资源优化配置实施的具体内容和保障措施。
本文的各个环节紧密相关形成一个完整而全面、科学而系统的人力资源优化配置的研究体系,为我国国有企业进行人力资源管理与开发工作提供了有效的决策借鉴。
Human resource has become the depending and supporting points for enterprises on social, economic and technological developments. Human resource has been socialized, and is increasingly being globalized. Nowadays, human resource is a subject of science, which is the first resource for technology advancement and enterprise development. In order to meet intensive international competition and to revitalize socialism with Chinese characteristics, bringing up the global top quality human resource teams have become a primary factor. After the WTO, the human resource problems are more prominent for the state-owned enterprises in China. Foreign enterprises by using all kinds of means attract domestic human resource talents. The competition for domestic human resource has been intensive. Global economy restructuring requires the higher human resource quality, comprehensive national strength competition depends more on science and technology development, also the human resource development. The fundamental changes on human resource development are the must, that is, key points of the human resource development has been shifted to improve human resource quality and efficiency. How to focus on human resource strategies, how to retain and attract human resource, how to optimize the human resource, and others have become the most important task for state-owned enterprises.
On the basis of "human resource theory", "marginal utility theory", "scaled economy and economic scale economy", and with the starting points of revitalizing domestic state-owned enterprises, the thesis has studied systematically and thoroughly on state-owned enterprises human resource optimization.
First, human resource and human resource reallocation concepts are introduced. A clear definition on state-owned enterprise optimization is defined. The paper points out the internal state and external state of the state-owned enterprises human resource optimization, and analysis the main major problems.
Second, the influent factors of state-owned enterprises human resource optimization are studied from both internal and external sides. The external factors affect directly on the enterprise strategic objects achievement, which affects indirectly on state-owned enterprises human resource optimization. However, the internal factors affect directly on the methods. The paper identifies the scales and structures of state-owned enterprises human resource optimization. At the end, the paper gives the procedures of state-owned enterprises human resource optimization on scales forecasting, structures analysis, and implementation.
Third, gray forecasting model, production function forecasting model, and multiple linear regression model are three satisfied models that used to establish multiple choice comprehensive evaluation model, in order to forecast objects of state-owned enterprises human resource optimization. There are four weight factors are used to evaluation, they are simply average, binominal coefficient, Delphi, and fussy comprehensive model.
Fourth, in the aspect of state-owned enterprises human resource structure optimization, the paper nails down the details contents, such as organization structure adjustment, age structure optimization, and cadres groups building. Also the paper clears optimization principles, such as heterogeneous with elements, complementary value-added, dynamic adaptation, system optimization, and competitive collaboration. The detailed strategies are provided based on education level, age group, professional and capabilities.
Fifth, raw date is collected from year 2003 to 2008 at Company D, which sets a real example to analysis human resource optimization, by using Gray forecasting model, production function forecasting model, multiple linear regressions and fussy model. According to weight factors from the above mentioned three forecasting models, multiple choice comprehensive evaluations is brought into play to forecast and evaluate questions about Company D human resource optimization. Last, through questions are found by analysis Company D's human resource structure optimization, the paper provides implementation details and safeguards targeting state-owned enterprises human resource optimization.
All chapters in the thesis are closely tight up together, forming a complete, comprehensive, specific and systematic human resource optimization system, which provides an effective decision-making reference for domestic state-owned enterprises human resource management and development.
引文
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