煤炭企业人才结构优化
|
摘要
在全球能源日益短缺的今天,煤炭作为基础性能源的地位日渐突出,这就要求煤炭企业在日常生产经营过程中必须加速科技人才的培养、提高技术含量。但就我国而言,长期以来由于管理人才的缺乏、管理手段的落后以及管理制度的不健全,有相当一部分企业仍习惯于传统的经营管理方式,缺乏对市场的适应性和把握能力,生产的盲目性很大；另外加之人员的文化素质较低、高水平技术人员的缺乏,致使很多煤炭企业高成本、低效益,在激烈的市场竞争中不具备足够的竞争实力,直接影响到煤炭企业的经济效益,不利于行业的长远发展。因此,在煤炭企业的改革过程中,改变传统的人事管理现状,建立现代的、合理的人才管理机制是企业在未来发展壮大的重要保证条件之一。
本文首先对国内外相关研究现状、人才结构优化理论及国内煤炭企业人才发展现状进行了总结、分析及评述,并在此基础上,通过对我国大量国有煤炭企业人才结构数据的收集与整理,探索分析了企业在日常的人才管理过程中所面临的各项主要问题。同时,以系统动力学为基本手段,建立起煤炭企业人才需求量的动态仿真模型,并对企业未来五年的人才需求状况进行仿真模拟,以期为煤炭企业人才结构优化模型的建立及求解提供科学的数据支持。随后,利用统计学的基本原理对调研数据进行因子分析,寻找出与企业人才相关程度最大的因素,即原煤的产量。并在此基础上,结合煤炭企业的实际情况,以人力资源理论、人才结构优化理论为依据,以煤炭企业人才需求模型的仿真结果为支撑,建立起煤炭企业人才结构的优化模型,并借助遗传算法对模型进行求解。最终以优化结果为指导,为煤炭企业人才管理机制的进一步完善提出了具体的对策建议。
Today increasingly global energy shortage of coal as basic energy status is happening. This requires the coal enterprise in the process of production must be accelerated science and technology talents, improving technological content. But China, for a long time due to the lack of management personnel, management methods and management system of imperfection, there are quite a few enterprises is still used the traditional management mode, and lack of flexibility and ability to grasp the market; the blindness of production, And the lower cultural quality of personnel, the high level of technical staff, causing many coal enterprises lack of high cost and low efficiency, in the market competition strength of not enough, it will directly affect the coal enterprise economic benefits, against the long-term development of the industry. Therefore, in the process of reform in coal enterprise, change the traditional personnel management, the establishment of a modern, reasonable and human resources management in the future is an important guarantee of the development.
This paper firstly and human resources research status of enterprises, the human resources and personnel structure optimization theory foundation theory and the domestic status of coal enterprise human resources are summarized, and analysis. Then, through to the large state-owned coal enterprise hr data collection and analysis, the exploration of human resource management in the implementation stage and enterprises are faced with the problem. Use system dynamics build enterprise personnel demand forecasting model of enterprise in the future, human resource demand for enterprises, and quantitative research personnel structure optimization model is established, and provide scientific data base. Use of SPSS and factor analysis of data, and the factors related to the most talented person, namely raw output. Meanwhile, combined with the actual situation of enterprise, with the theory of human resources and personnel structure optimization theory as a foundation, and talent demand forecasting model is established, a quantitative analysis of coal enterprise personnel structure optimization model. Finally, by using genetic algorithm to solve the model.
本文首先对国内外相关研究现状、人才结构优化理论及国内煤炭企业人才发展现状进行了总结、分析及评述,并在此基础上,通过对我国大量国有煤炭企业人才结构数据的收集与整理,探索分析了企业在日常的人才管理过程中所面临的各项主要问题。同时,以系统动力学为基本手段,建立起煤炭企业人才需求量的动态仿真模型,并对企业未来五年的人才需求状况进行仿真模拟,以期为煤炭企业人才结构优化模型的建立及求解提供科学的数据支持。随后,利用统计学的基本原理对调研数据进行因子分析,寻找出与企业人才相关程度最大的因素,即原煤的产量。并在此基础上,结合煤炭企业的实际情况,以人力资源理论、人才结构优化理论为依据,以煤炭企业人才需求模型的仿真结果为支撑,建立起煤炭企业人才结构的优化模型,并借助遗传算法对模型进行求解。最终以优化结果为指导,为煤炭企业人才管理机制的进一步完善提出了具体的对策建议。
Today increasingly global energy shortage of coal as basic energy status is happening. This requires the coal enterprise in the process of production must be accelerated science and technology talents, improving technological content. But China, for a long time due to the lack of management personnel, management methods and management system of imperfection, there are quite a few enterprises is still used the traditional management mode, and lack of flexibility and ability to grasp the market; the blindness of production, And the lower cultural quality of personnel, the high level of technical staff, causing many coal enterprises lack of high cost and low efficiency, in the market competition strength of not enough, it will directly affect the coal enterprise economic benefits, against the long-term development of the industry. Therefore, in the process of reform in coal enterprise, change the traditional personnel management, the establishment of a modern, reasonable and human resources management in the future is an important guarantee of the development.
This paper firstly and human resources research status of enterprises, the human resources and personnel structure optimization theory foundation theory and the domestic status of coal enterprise human resources are summarized, and analysis. Then, through to the large state-owned coal enterprise hr data collection and analysis, the exploration of human resource management in the implementation stage and enterprises are faced with the problem. Use system dynamics build enterprise personnel demand forecasting model of enterprise in the future, human resource demand for enterprises, and quantitative research personnel structure optimization model is established, and provide scientific data base. Use of SPSS and factor analysis of data, and the factors related to the most talented person, namely raw output. Meanwhile, combined with the actual situation of enterprise, with the theory of human resources and personnel structure optimization theory as a foundation, and talent demand forecasting model is established, a quantitative analysis of coal enterprise personnel structure optimization model. Finally, by using genetic algorithm to solve the model.
引文
[1]许小东,孟晓斌.战略人力资源管理转型的实践范式[J].科学学与科学技术管理,2004,09：12-14
[2]吴金生.国有煤炭企业人才问题探析[J].山西煤炭管理干部学院学报,2006,05：23-25
[3]卢继红.人力资源的动态均衡配置及制衡机制研究.[D].成都：西南财经大学.2004：3-9
[4]山东电力人力资源市场建设课题组.国企人力资源市场建设的思考与实践[J].中国人力资源开发,2003,02：19-22
[5]江永红.中国可持续发展背景下人力资本研究[D].北京：中共中央党校,2004：4-11
[6]Becker B., Gerhart B.The impact of human resource management on organizational performance:progress and prospects[J]. Academy of management journal,1996,05:34-37
[7]劳伦斯·克雷曼.人力资源管理：获取竞争优势的工具[M].北京：机械工业出版社,2003：46-59
[8]周明,孙树栋.遗传算法原理及应用[M].北京：国防工业出版社,1999：22-41
[9]林正大.人力资本的价值发现[J].中外管理,2005,1：4-7
[10]陈皓明.加入WTO对我国高层人才培养的影响及其对策[J].学位与研究生教育,2002,03：13-14
[11]Barney J.Firm resources and sustained competitive advantage[J] Journal of Management, 1991,04:132-136
[12]Frank Schmidt.Impact of Valid Selection Procedures on Workforce Productivity[J]. Journalof Applied Psychology,2002,01:23-28
[13]Lumsdaine R, Papell D.Multiple trend breaks and the unit-root test[J].The Review ofEconomics and Statistics,1997,09:73-81
[14]夏建刚,邹海燕.人才概念内涵探析[J].中国人才,2003,05：21-25
[15]许小东.战略导向型的人力资源管理：职能、特点与模式转型[J].人力资源开发与管理,2002,08：3-5
[16]莫志宏.人力资本的经济学分析[M].北京：经济管理出版社,2004：43-56
[17]齐仲锋,苏列英.我国高级技能人才稀缺的原因及对策建议[J].人事人才,2005,01：32-35
[18]赵曙明.论战略人力资源管理[J].中国工业经济,1996,04：54-57
[19]Gomez Carolina, The Influence of Environmental Organizational and HR factors on Employee Behaviors in Subsidiaries:A Mexican Case Study of Organizational Learning [J] Journal of World Business,2004,09:234-246
[20]Baron, R.A.Human resource management and entrepreneurship:some reciprocal benefits of closer links[J].Human Resource Management Review,2003,06:32-39
[21]孙明贵.战略性人力资源与企业的竞争优势[J].资源科学,2004,01：31-35
[22]加里·贝克尔.人力资本投资[M].北京：北京大学出版社,1987：32-56
[23]姚树荣,张耀奇.人力资本涵义与特征论析[J].上海经济研究,2001,02：16-19
[24]李玉江.区域人力资本研究[M].北京：科学出版社,2005：55-73
[25]刘赣州.中国资本配置优化研究[M].北京：经济科学出版社,2005：65-70
[26]刘军.人力资本配置问题的研究意义探讨[J].人口与经济,2002,09：3-4
[27]Agrawal A, Charles R.K.Firm performance and mechanism to control agency problems between managers and shareholders[J].Journal of Financial and Quantitative Analysis,1996, 08:123-154
[28]王颖,李树茁.以资源为基础的观点在战略人力资源管理领域的应用[J].南开管理评论,2002,06：9-11
[29]郑伟.人力资本配置及其制度研究[J].科技进步与对策,2004,04：32-33
[30]宋晓梅.我国经营者人力资本配置制度的发展及创新尽[J].内蒙古社会科学,2006,01：2-4
[31]余建英,何旭宏.数据统计分析与spss应用[M].北京：人民邮电出版社,2006：143-176
[32]金浩.经济统计分析与SAS应用[M].北京：经济科学出版社,2002：79-86
[33]Whitener, E.M.Do "High Commitment"Human Resource Practices Affcet Employee Commitment? A Cross-Level Analysis Using Hierarchical Linear Modeling[J] Journal of Management,2001,05:153-198
[34]高素英.人力资本与区域经济增长动态相关性研究[J].中国人口资源与环境,2006, 01：54-56
[35]王英丽.人力资本门槛、创新互动能力与低发展陷阱——对1990年以来中国地区经济差距的实证检验[J].财经研究,2007,06：31-34
[36]王巍.基于生产效率的人力资源需求预测方法[J].技术经济与管理研究,2004,04：21-23
[37]范中启.国有煤炭企业科技人才状况及相关问题研究[J].高等教育,2003,06：12-14
[38]姚伟锋,何枫,冯宗宪.劳工供给及其配置效率与我国工业发展关系的实证研究[J].生产力研究,2005,10：32-35
[39]施晓坤,毛晓波.煤炭企业人才需求及结构预测[J].煤炭经济研究,2010,03：83-85
[40]罗刚寿.选才用人—适用才是硬道理[J].中国人力资源开发,2004,04：64-67
[41]陈国龙,蔡金锭.遗传算法在求解全局优化问题中的应用[J].福州大学学报,1999,01：3-7
[42]叶龙王,张文杰,.姜文生.管理人员胜任力研究[J].中国软科学,2003,11：45-48
[43]孙玉峰.国有煤炭企业科技人才结构分析与管理创新[J].内蒙古煤炭经济,2004,03：65-67
[44]Gomez Carolina, The Influence of Environmental, Organizational, and HRMfactors on Employee Behaviors in Subsidiaries:A Mexican Case Study ofOrganizational Learning [J].Journal of World Business,2004,04:343-349
[45]Baron, R.A.Human resource management and entrepreneurship:some reciprocalbenefits of closer links[J].Human Resource Management Review,2003,07:32-38
[46]Frank Schmidt.Impact of Valid Selection Procedures on Workforce Productivity[J].Journalof Applied Psychology,2002,11:41-47
[47]李玲.中国人力资本地区流动与配置状况分析[J].经济经纬,2002,11：45-47
[48]丁哲学.高层次人力资源开发研究[D].东北：东北林业大学,2005：32-35
[49]殷凤春.论高层次人才的特点[J].盐城师范学院学报,2004,03：6-9
[50]曾宪荣,黄理.我国人力资本配置的制度特征及矫正[J].求实,2004,10：36-38
[51]张弘,赵曙明.人力资源管理的演变[J].中国人力资源开发,2002.03：43-46
[52]Weil, H.B.Application of system dynamics to corporate strategy:An evolution of issues and frame works[C].International System Dynamics Conference.Boston, USA, 2007:232-239
[53]周立新.人力资本配置的系统研究[J].商业研究,2003,04：32-37
[54]陈国良,王煦法,庄镇泉.遗传算法及其应用[M].北京：人民邮电出版社,1999：76-87
[55]Chadwick, C., Cappelli, P.Alternatives to generic strategy typologies in strategic human resource management[J].Research in personnel and human resources management supplement,2004,06:434-447
[56]Rogers E W, Wright P M.Measuring organization performance in strategic human resource management:problems, prospects and performance information markets[J].Human Resource Management Review,1998,04:321-339
[57]Stephen J, Nickel L.Competition and coporate performance[J].Journal of political economy,1996,07:89-97
[58]常荔.企业人力资源系统化管理的战略设计[J].科技进步与对策,2004,04：23-26
[2]吴金生.国有煤炭企业人才问题探析[J].山西煤炭管理干部学院学报,2006,05：23-25
[3]卢继红.人力资源的动态均衡配置及制衡机制研究.[D].成都：西南财经大学.2004：3-9
[4]山东电力人力资源市场建设课题组.国企人力资源市场建设的思考与实践[J].中国人力资源开发,2003,02：19-22
[5]江永红.中国可持续发展背景下人力资本研究[D].北京：中共中央党校,2004：4-11
[6]Becker B., Gerhart B.The impact of human resource management on organizational performance:progress and prospects[J]. Academy of management journal,1996,05:34-37
[7]劳伦斯·克雷曼.人力资源管理：获取竞争优势的工具[M].北京：机械工业出版社,2003：46-59
[8]周明,孙树栋.遗传算法原理及应用[M].北京：国防工业出版社,1999：22-41
[9]林正大.人力资本的价值发现[J].中外管理,2005,1：4-7
[10]陈皓明.加入WTO对我国高层人才培养的影响及其对策[J].学位与研究生教育,2002,03：13-14
[11]Barney J.Firm resources and sustained competitive advantage[J] Journal of Management, 1991,04:132-136
[12]Frank Schmidt.Impact of Valid Selection Procedures on Workforce Productivity[J]. Journalof Applied Psychology,2002,01:23-28
[13]Lumsdaine R, Papell D.Multiple trend breaks and the unit-root test[J].The Review ofEconomics and Statistics,1997,09:73-81
[14]夏建刚,邹海燕.人才概念内涵探析[J].中国人才,2003,05：21-25
[15]许小东.战略导向型的人力资源管理：职能、特点与模式转型[J].人力资源开发与管理,2002,08：3-5
[16]莫志宏.人力资本的经济学分析[M].北京：经济管理出版社,2004：43-56
[17]齐仲锋,苏列英.我国高级技能人才稀缺的原因及对策建议[J].人事人才,2005,01：32-35
[18]赵曙明.论战略人力资源管理[J].中国工业经济,1996,04：54-57
[19]Gomez Carolina, The Influence of Environmental Organizational and HR factors on Employee Behaviors in Subsidiaries:A Mexican Case Study of Organizational Learning [J] Journal of World Business,2004,09:234-246
[20]Baron, R.A.Human resource management and entrepreneurship:some reciprocal benefits of closer links[J].Human Resource Management Review,2003,06:32-39
[21]孙明贵.战略性人力资源与企业的竞争优势[J].资源科学,2004,01：31-35
[22]加里·贝克尔.人力资本投资[M].北京：北京大学出版社,1987：32-56
[23]姚树荣,张耀奇.人力资本涵义与特征论析[J].上海经济研究,2001,02：16-19
[24]李玉江.区域人力资本研究[M].北京：科学出版社,2005：55-73
[25]刘赣州.中国资本配置优化研究[M].北京：经济科学出版社,2005：65-70
[26]刘军.人力资本配置问题的研究意义探讨[J].人口与经济,2002,09：3-4
[27]Agrawal A, Charles R.K.Firm performance and mechanism to control agency problems between managers and shareholders[J].Journal of Financial and Quantitative Analysis,1996, 08:123-154
[28]王颖,李树茁.以资源为基础的观点在战略人力资源管理领域的应用[J].南开管理评论,2002,06：9-11
[29]郑伟.人力资本配置及其制度研究[J].科技进步与对策,2004,04：32-33
[30]宋晓梅.我国经营者人力资本配置制度的发展及创新尽[J].内蒙古社会科学,2006,01：2-4
[31]余建英,何旭宏.数据统计分析与spss应用[M].北京：人民邮电出版社,2006：143-176
[32]金浩.经济统计分析与SAS应用[M].北京：经济科学出版社,2002：79-86
[33]Whitener, E.M.Do "High Commitment"Human Resource Practices Affcet Employee Commitment? A Cross-Level Analysis Using Hierarchical Linear Modeling[J] Journal of Management,2001,05:153-198
[34]高素英.人力资本与区域经济增长动态相关性研究[J].中国人口资源与环境,2006, 01：54-56
[35]王英丽.人力资本门槛、创新互动能力与低发展陷阱——对1990年以来中国地区经济差距的实证检验[J].财经研究,2007,06：31-34
[36]王巍.基于生产效率的人力资源需求预测方法[J].技术经济与管理研究,2004,04：21-23
[37]范中启.国有煤炭企业科技人才状况及相关问题研究[J].高等教育,2003,06：12-14
[38]姚伟锋,何枫,冯宗宪.劳工供给及其配置效率与我国工业发展关系的实证研究[J].生产力研究,2005,10：32-35
[39]施晓坤,毛晓波.煤炭企业人才需求及结构预测[J].煤炭经济研究,2010,03：83-85
[40]罗刚寿.选才用人—适用才是硬道理[J].中国人力资源开发,2004,04：64-67
[41]陈国龙,蔡金锭.遗传算法在求解全局优化问题中的应用[J].福州大学学报,1999,01：3-7
[42]叶龙王,张文杰,.姜文生.管理人员胜任力研究[J].中国软科学,2003,11：45-48
[43]孙玉峰.国有煤炭企业科技人才结构分析与管理创新[J].内蒙古煤炭经济,2004,03：65-67
[44]Gomez Carolina, The Influence of Environmental, Organizational, and HRMfactors on Employee Behaviors in Subsidiaries:A Mexican Case Study ofOrganizational Learning [J].Journal of World Business,2004,04:343-349
[45]Baron, R.A.Human resource management and entrepreneurship:some reciprocalbenefits of closer links[J].Human Resource Management Review,2003,07:32-38
[46]Frank Schmidt.Impact of Valid Selection Procedures on Workforce Productivity[J].Journalof Applied Psychology,2002,11:41-47
[47]李玲.中国人力资本地区流动与配置状况分析[J].经济经纬,2002,11：45-47
[48]丁哲学.高层次人力资源开发研究[D].东北：东北林业大学,2005：32-35
[49]殷凤春.论高层次人才的特点[J].盐城师范学院学报,2004,03：6-9
[50]曾宪荣,黄理.我国人力资本配置的制度特征及矫正[J].求实,2004,10：36-38
[51]张弘,赵曙明.人力资源管理的演变[J].中国人力资源开发,2002.03：43-46
[52]Weil, H.B.Application of system dynamics to corporate strategy:An evolution of issues and frame works[C].International System Dynamics Conference.Boston, USA, 2007:232-239
[53]周立新.人力资本配置的系统研究[J].商业研究,2003,04：32-37
[54]陈国良,王煦法,庄镇泉.遗传算法及其应用[M].北京：人民邮电出版社,1999：76-87
[55]Chadwick, C., Cappelli, P.Alternatives to generic strategy typologies in strategic human resource management[J].Research in personnel and human resources management supplement,2004,06:434-447
[56]Rogers E W, Wright P M.Measuring organization performance in strategic human resource management:problems, prospects and performance information markets[J].Human Resource Management Review,1998,04:321-339
[57]Stephen J, Nickel L.Competition and coporate performance[J].Journal of political economy,1996,07:89-97
[58]常荔.企业人力资源系统化管理的战略设计[J].科技进步与对策,2004,04：23-26