军队后勤人力资源优化配置研究
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摘要
军队后勤人力资源是军队后勤保障的主体,是后勤保障中最具能动性和决定性的因素。机械化时代向信息化时代加速转变的新军事变革时代背景下,以信息技术为核心的高科技主宰未来社会的趋势十分明显,对人的依赖性更强了。随着我国市场经济改革的迅速发展,军队后勤社会化改革进程的加快,人力资源特别是人才资源竞争日益加剧,未来信息化战争的较量也将主要是人才的较量。在新的历史时期,对军队后勤人力资源配置进行研究,对于开拓军队后勤人力资源配置的新思路以及军队后勤人力资源管理政策的制定等方面具有一定的理论和实践价值。
本文首先是在分析国内外相关文献的基础上,分析了我军后勤人力资源配置的现状,总结了军队后勤人力资源配置取得的成就,同时也引出了在配置体制、机制上的不足;接着对人力资源、人力资源配置及其相关概念进行界定,提出了军队后勤人力资源的概念、种类,人力资源配置内容和原则,作为整个论文研究的理论基础;然后运用经济学理论原理具体分析了影响我军后勤人力资源配置的成因,宏观层面上的观念、体制上不适应新的后勤内外部环境变化的成因,微观层面上的军队后勤人力资源配置管理自身机制、结构等影响优化配置的尚不完善之处;最后提出了我军后勤人力资源优化配置的设想和思考。
本文对军队后勤人力资源配置的立论、对军队后勤人力资源配置定义的界定,配置的内容与原则,优化资源配置、提高保障效益的设想等均有一定的创意。
The army rear service human resources are the army logistics support main body, which are in the logistics support most have activity and decisive factor. Under the time background which to the informationization time acceleration transforms the new military transforms which by the mechanized time, society's tendency extremely will be future obvious take the information technology as the core high tech control, was stronger to human's dependence. Along with our country market economy reform rapid development, army rear service socialization reform advancement quickening, the human resources are specially the human resources competition intensify day by day, future the informationization war contest also mainly will be talented person's contest. In the new historical period, conducts the research to the army rear service human resources disposition, has certain theory and the practice value regarding the development army rear service human resources disposition new mentality as well as the army rear service human resources regulatory policy system grade aspect.
This article first is in analyzes the domestic and foreign correlation literature in the foundation, to the human resources, the human resources disposition and the correlation concept carries on the limits, proposed the army rear service human resources concept, the type, the human resources disposition content and the principle, take the entire paper research rationale ; then has analyzed our army rear service human resources disposition present situation, summarized the achievement which the army rear service human resources disposition obtains, simultaneously has also drawn out in the disposition system, mechanism insufficient ;then analyzed specifically using the economic theory principle has affected our army rear service human resources disposition the factor, in the macroscopic stratification plane idea, the system did not adapt the new rear service internal and external environment change factor, in the microscopic stratification plane army rear service human resources disposition managed own influence optimization dispositions and so on the mechanism, structure still imperfect place ;finally proposed our army rear service human resources optimization disposition tentative plan, and aimed at the present army rear service human resources disposition management the main question to put forward the proposal and countermeasure .
This article army rear service human resources disposition argument, regarding the army rear service human resources disposition definition limits, analyzes its disposition the content with certain principles, the optimized resources disposition, the enhancement safeguard benefit tentative plan and so on has certain creativity.
本文首先是在分析国内外相关文献的基础上,分析了我军后勤人力资源配置的现状,总结了军队后勤人力资源配置取得的成就,同时也引出了在配置体制、机制上的不足;接着对人力资源、人力资源配置及其相关概念进行界定,提出了军队后勤人力资源的概念、种类,人力资源配置内容和原则,作为整个论文研究的理论基础;然后运用经济学理论原理具体分析了影响我军后勤人力资源配置的成因,宏观层面上的观念、体制上不适应新的后勤内外部环境变化的成因,微观层面上的军队后勤人力资源配置管理自身机制、结构等影响优化配置的尚不完善之处;最后提出了我军后勤人力资源优化配置的设想和思考。
本文对军队后勤人力资源配置的立论、对军队后勤人力资源配置定义的界定,配置的内容与原则,优化资源配置、提高保障效益的设想等均有一定的创意。
The army rear service human resources are the army logistics support main body, which are in the logistics support most have activity and decisive factor. Under the time background which to the informationization time acceleration transforms the new military transforms which by the mechanized time, society's tendency extremely will be future obvious take the information technology as the core high tech control, was stronger to human's dependence. Along with our country market economy reform rapid development, army rear service socialization reform advancement quickening, the human resources are specially the human resources competition intensify day by day, future the informationization war contest also mainly will be talented person's contest. In the new historical period, conducts the research to the army rear service human resources disposition, has certain theory and the practice value regarding the development army rear service human resources disposition new mentality as well as the army rear service human resources regulatory policy system grade aspect.
This article first is in analyzes the domestic and foreign correlation literature in the foundation, to the human resources, the human resources disposition and the correlation concept carries on the limits, proposed the army rear service human resources concept, the type, the human resources disposition content and the principle, take the entire paper research rationale ; then has analyzed our army rear service human resources disposition present situation, summarized the achievement which the army rear service human resources disposition obtains, simultaneously has also drawn out in the disposition system, mechanism insufficient ;then analyzed specifically using the economic theory principle has affected our army rear service human resources disposition the factor, in the macroscopic stratification plane idea, the system did not adapt the new rear service internal and external environment change factor, in the microscopic stratification plane army rear service human resources disposition managed own influence optimization dispositions and so on the mechanism, structure still imperfect place ;finally proposed our army rear service human resources optimization disposition tentative plan, and aimed at the present army rear service human resources disposition management the main question to put forward the proposal and countermeasure .
This article army rear service human resources disposition argument, regarding the army rear service human resources disposition definition limits, analyzes its disposition the content with certain principles, the optimized resources disposition, the enhancement safeguard benefit tentative plan and so on has certain creativity.
引文
【1】库桂生,黄成林.军队后勤新变革.解放军出版社,2004.
【2】[美]西奥多·W·舒尔茨:人力资本投资(M)商务印书馆 1990年
【3】刘玉廷.关于我国现阶段人力资源及人力资源会计的思考.北京:中国财政经济出版社,1999.
【4】吴希来、黄成林.军队后勤宏观管理概论.北京:国防大学出版社,1999.131-135
【5】肖鸣政.论述人力资源配置及其作用与模式.中国地质大学学报,2001(1):26-27
【6】张连松、农清华.战争后勤六十年的历史婵变——兼论战争后勤的发展趋势.后勤指挥学院学报,2005(1):29-32
【7】朱建新.军队规模结构研究.高等教育出版社,2004.99-104
【8】催春来.锻造高素质复合型军事指挥人才.北京:国防大学出版社,2002.94-110
【9】李顺发.军事人口学概论.国防大学出版社,2004.
【10】[英] 约翰·唐尼.军队管理——军事职业剖析.北京:解放军出版社,1987.
【11】高建国.时代交汇点上的思考.北京:国防大学出版社,1999.217
【12】李玲.人力资本运动与中国经济增长.北京: 中国计划出版社,2003.132-136
【13】马书铭等.新时期军事后勤理论文库.北京:金盾出版社,2001.354-359
【14】顾建一.军事后勤效益研究.北京:金盾出版社,1996.36-38
【15】彭学君、李志祥.混合经济体制下的军队后勤保障的社会化探讨.先驱论坛,2006(12):10-13
【16】谭清美.人才配置与 WTO 冲击.科学管理研究,2001(2):16-19
【17】黄飞.借鉴 X 效率理论加强国防人力资源管理.理论探讨,2006(11):9-11
【18】刘文江、周桂荣.人才需求与供给的战略选择.北京:中国经济出版社,2004.
【19】[美]乔治.波兰德、斯科特.斯内尔.人力资源管理.大连:东北财经大学出版社,2003:285-411
【20】高鸿业.西方经济学(宏观部分).北京:中国人民大学出版社,2001 年 8 月第 2 版
【21】王萍萍、田成.国防人力资源发展战略背景分析及构想设计.国防技术基础,2006(8):44-47
【22】王明礼,王通信.外军后勤理论与实践.北京:军事科学出版社,2001:127-129
【23】吴东莞.新型军事人才成长动力开发研究.国防大学出版社.2002:237-243
【24】王明礼、刁望钦.台湾军队后勤.北京:军事科学出版社,1999:85-93
【25】刘雷波.信息化战争与高素质参谋人才.北京:国防大学出版社,2005:145-166
【26】赵曙明.人力资源战略与规划.北京:新华出版社,2000:127-131
【27】罗刚寿.选才用人—适用才是硬道理.[J].中国人力资源开发.2004.(5):68
【28】顾建一、张瑞震.军队后勤社会化的经济学分析.经济研究参考,2004(40):34-36
【2】[美]西奥多·W·舒尔茨:人力资本投资(M)商务印书馆 1990年
【3】刘玉廷.关于我国现阶段人力资源及人力资源会计的思考.北京:中国财政经济出版社,1999.
【4】吴希来、黄成林.军队后勤宏观管理概论.北京:国防大学出版社,1999.131-135
【5】肖鸣政.论述人力资源配置及其作用与模式.中国地质大学学报,2001(1):26-27
【6】张连松、农清华.战争后勤六十年的历史婵变——兼论战争后勤的发展趋势.后勤指挥学院学报,2005(1):29-32
【7】朱建新.军队规模结构研究.高等教育出版社,2004.99-104
【8】催春来.锻造高素质复合型军事指挥人才.北京:国防大学出版社,2002.94-110
【9】李顺发.军事人口学概论.国防大学出版社,2004.
【10】[英] 约翰·唐尼.军队管理——军事职业剖析.北京:解放军出版社,1987.
【11】高建国.时代交汇点上的思考.北京:国防大学出版社,1999.217
【12】李玲.人力资本运动与中国经济增长.北京: 中国计划出版社,2003.132-136
【13】马书铭等.新时期军事后勤理论文库.北京:金盾出版社,2001.354-359
【14】顾建一.军事后勤效益研究.北京:金盾出版社,1996.36-38
【15】彭学君、李志祥.混合经济体制下的军队后勤保障的社会化探讨.先驱论坛,2006(12):10-13
【16】谭清美.人才配置与 WTO 冲击.科学管理研究,2001(2):16-19
【17】黄飞.借鉴 X 效率理论加强国防人力资源管理.理论探讨,2006(11):9-11
【18】刘文江、周桂荣.人才需求与供给的战略选择.北京:中国经济出版社,2004.
【19】[美]乔治.波兰德、斯科特.斯内尔.人力资源管理.大连:东北财经大学出版社,2003:285-411
【20】高鸿业.西方经济学(宏观部分).北京:中国人民大学出版社,2001 年 8 月第 2 版
【21】王萍萍、田成.国防人力资源发展战略背景分析及构想设计.国防技术基础,2006(8):44-47
【22】王明礼,王通信.外军后勤理论与实践.北京:军事科学出版社,2001:127-129
【23】吴东莞.新型军事人才成长动力开发研究.国防大学出版社.2002:237-243
【24】王明礼、刁望钦.台湾军队后勤.北京:军事科学出版社,1999:85-93
【25】刘雷波.信息化战争与高素质参谋人才.北京:国防大学出版社,2005:145-166
【26】赵曙明.人力资源战略与规划.北京:新华出版社,2000:127-131
【27】罗刚寿.选才用人—适用才是硬道理.[J].中国人力资源开发.2004.(5):68
【28】顾建一、张瑞震.军队后勤社会化的经济学分析.经济研究参考,2004(40):34-36