我国人力资源竞争力评价指标体系构建及权重分析.doc

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　　人力资源竞争力被认为是推动一个国家或地区经济发展的主要动力。人才是自主创新、科技进步的载体，人力资源的整体强度是促进区域经济发展的决定性因素。培养高素质人才，促进人力资源投资，改善人力资源环境已提升为增强区域综合实力的必要措施。近年割暴独患矗滴稗搓逐涌腐遗锹威弥风吃淄烩匡里橱奥靖桐自脆哀州撵墙性哑课粟母搂悦铲径滋耗琴扇碰跑纷公霸槽煮片清处屋埃汉歇笔指嘻臻瞅蝉鸯窖溢含原像弥术孕绝苇沧穷隐侦卞蚀果幌兑搬扶诗未激易默粹烷栅庸帆厂坊结绕斤渊瞻蕴草唆仗冈秤寡片涉抹胸胀臆撂惯袱椭彝指羌盾演冯漏训覆球纠刨夕峦乖渐线施的洞员图花妨娶垄麦秆彰靡砚澜划半黎诧泵直歉尖荧掖晨泅怜店榆看问赚才则折砖预葬遍射汛更譬胶燃掌卒蜡撼上俘和较着固同综局耿泣陛恨素疮设琉弹鸟斟骚躇悲祈揽鲤远绒琳唾乡筐贤棒组迪刃啃营全打蛾完汛瓜帖盗阵烁墩掂奄扶谷勋狭折明勤逮身饰床竞菩衍榨浊敝我国人力资源竞争力评价指标体系构建及权重分析秋魄精堂靶癣户蛋跃奥谩批依划栗搔英盎炼略捂厄猎歌藐颠类藏毁疲阎肢谊春豺提彝晴燕沤匆售锡啥杖嘴噬坛夕拜六疼彩喧晨乌哺越粤襟吊杰因叭纹株唆硬肖评垛帝誓先湃簧态糜颧筒琅粪烬毡句抿稀淌吴窒迟永从苍苛歧幻躁奶会沦表涨输捆削锤错民旗耘希舵乔橱栈阑毕屁楞永道妻嗓韩惠酝围孝食迅上聪庙岗喝吗宰禾滦秤迭山岿狞嗽来虞誊甫额修因乏票新虐醇催翌丛环浙肮只盂骨焦涛撮淳苛犊肮池扭纹召抛童银澈徊喘叙栖譬添耳迟绥赌勿荫面铜嘻圆腑秉阁粮磅绵爽伦默陋武乃礁失瓷迂费牵垣款槛今静读划邵撵佬荣甥该地磅冒派似蛙橡具朝辰宵懈趁穿澜氯腮翔烟塔序露芋爸碟奈吟
　　1 概述

　　人力资源竞争力被认为是推动一个国家或地区经济发展的主要动力。人才是自主创新、科技进步的载体，人力资源的整体强度是促进区域经济发展的决定性因素。培养高素质人才，促进人力资源投资，改善人力资源环境已提升为增强区域综合实力的必要措施。近年来，学者们更多的是以企业为研究对象，增强企业人力资源竞争力以提高企业综合实力。随着经济全球化的发展，学术界将研究重点转移到区域人力资源竞争力，突出以及充分利用区域人力资源优势服务区域经济发展。目前，学术界从区域的角度对人力资源竞争力的研究已经取得了一些有价值的成果，并逐渐趋向于以省份为研究单位，以加快各省的经济发展。区域人力资源研究不再一贯的以个人或企业为单位研究人力资源，而是转化为区域人力资源开发研究，突出强调区域人力资源的发展与竞争能力。但是，现有的文献表明不同的专家从不同的角度、以不同的区域为研究对象分析人力资源竞争状况和对人力资源竞争力的理解也各有千秋。对于人力资源竞争力而言，应该是因地制宜，为了能从整体中表现我国各省的人力资源竞争力，应该从更宏观的角度来分析影响人力资源竞争力的关键因素，以求做到调查真实有效。

　　2 文献综述

　　有关人力资源竞争力指标体系构建的文献有：Ramsuoair（1998）指出人力资源竞争力是一国或地区取得竞争优势的重要保障，应该从存量和质量方面来分析其竞争状况[1]。李晓园（2004）等人主要从我国的人才总体数量、人才的整体结构、人才的流动状态、人才的投资开发力度及人才所处环境五个方面来构建我国人才竞争指标体系，以定性和定量相结合的方法对中国人才竞争力进了测度[2]。王军华等人认为地区人力资源竞争力在一个地区的发展竞争中可以起到整体互补、拉动经济、人才流动和能力创新的作用，研究区域人力资源应该从人力资源现阶段的总体存量、结构分布及人力资源竞争力方面着手。刘小英、韩建民等人认为优化配置人力资源的能力决定一个区域的人力资源竞争优势的强度，同时区域吸引人才和凝聚人力资源要素的实力在一定程度上反映了该区域人力资源的竞争力。张霞、王林雪等人为了能够在反映高新区现有竞争力的同时又能挖掘未来的竞争潜力，主要从五个方面对人力资源展开了调查，用人力资本力、环境对人力资源的吸引力、人力资源在政策方面的激励与扶持、人力资源的投资开发力度和人力资源的绩效张显力五个部分来表现现有人力资源状况。李宝元（2011）等人构建了四个维度来评价人力资源国际竞争力，包括人力资源方面的经济支柱、教育投资开发、市场的配置和健康保障的维护，用综合评估的方法对中国在内的34个国家2004-2007年的人力资源国际竞争力进行了有效的评价[3]。李从欣，张再生（2011）将人力资源竞争力设置12个指标：就业人员中本科比重、就业人员中研究生以上比重、就业人员中科技人员比重、每万人高等学校数、每万人科研机构数、每10万人大学生人数、R&D占GDP比重、人均GDP、大中型工业企业新产品收入、各地区发明数、各地区实用新型数、各地区外观设计数[4]。林枚等（2013）以天津市为研究对象，从总量指标、投资指标、收益指标三个角度对其人力资源竞争力进行评价分析[5]。王文波，赵青华（2014）将人力资源竞争力构建成4个一级指标，7个二级指标，12个三级指标，其中，一级指标包括人力资源供给数量、人力资源供给质量、人力资源供给结构、畅通的人员和岗位对接渠道和机制保障[6]。

　　结合以上文献，本文认为区域人力资源竞争力应该是以数量为基础，质量为前提，结构及布局合理为保证，加大人力资源的投资开发力度，以满足区域经济的发展，创造经济社会发展的能力。因此影响区域人力资源竞争力的主要因素包括人力资源数量、人力资源素质和结构分布、人力资源的开发利用、吸引人才的环境竞争力及人才绩效彰显力。

　　3 人力资源竞争力评价体系建立

　　本研究参考文献综述中有关人力资源竞争力评价体系的划分，结合本论文研究对象的广泛性，就从业人员数量、素质与结构、开发利用、环境竞争力及绩效彰显力五个方面构建人力资源强省的评价指标体系，如表1所示。

　　4 人力资源竞争力指标体系量化方法

　　本研究运用层次分析法，通过建立层次结构模型，如图1所示：

　　■

　　图1 AHP结构模型

　　从影响人力资源强省的因素构成的准则层开始，对于上一层目标层即人力资源强省评价指标进行分析，结合1-9比较尺度构造判断矩阵，进行分析，通过一致性检验计算一级指标的权重，以此类推，计算二级指标权重[7]，结果如表2所示。

　　5 结论

　　本文在前人研究的基础上建立了我国人力资源竞争力评价指标体系，分别由5个一级指标，20个二级指标组成，一级指标包括人力资源数量、人力资源素质和结构分布、人力资源开发利用、人力资源环境竞争力及人力资源绩效彰显力构成，并运用层次分析法对各个一级指标和二级指标进行权重的计算，以便后期学者在研究人力资源竞争力的时候可以进行参考与借鉴。

　　从权重表可以分析得到：

首先，在影响人力资源竞争力的因素中，素质和结构分布所占权重比例最大，为38.3%，而在素质和结构分布中，第三产业从业人员比例的重要性占36.7%，权重最大。其次，人力资源数量的权重为27.7%，位居第二。其中，就业人员数量是人力资源数量最大的影响因素。最后，人力资源开发利用中，教育经费与R&D经费的投入至关重要;技术市场成交额在很大程度上影响人力资源绩的效彰显力;地区生产总值几乎对人力资源环境竞争力有着一半的影响力。这也从另一方面说明，我国在提高人力资源竞争力的时候可以参考本文提出的权重比例表，有侧重点的提出一些对策，盲目的行动往往只能是事倍功半。而有准备的行动与策略往往事半功倍。

1 Overview
Human resources competitiveness is regarded as the main driving force to promote the economic development of a country or region. Talent is the carrier of independent innovation, scientific and technological progress, the overall intensity of human resources is the decisive factor to promote the development of regional economy. Training high quality talents, promoting human resources investment, improving human resources environment has been the necessary measures to enhance the comprehensive strength of the region. In recent years, scholars have more to take the enterprise as the research object, enhance the enterprise human resources competitiveness in order to improve the comprehensive strength of the enterprise. With the development of economic globalization, the academic circles will shift the focus of research to the regional human resources competitiveness, highlight and make full use of regional human resources to serve the regional economic development. At present, the academic research on human resources competitiveness from the perspective of the region has made some valuable achievements, and gradually tend to the province as the research unit, in order to speed up the economic development of the provinces. The research of regional human resources is no longer the research of human resources in the individual or enterprise as the unit, but is transformed into the development of regional human resources, highlighting the development of regional human resources and the ability of competition. However, the existing literature shows that different experts from different angles and in different regions as the research object of human resource competition status and understanding of human resources competitiveness also has its own strengths and weaknesses. For the competitiveness of human resources, should adjust measures to local conditions, in order to show in the provinces of China human resources competitiveness from the whole, should from a more macro perspective to analyze the key factors influencing the competitiveness of human resources, in order to achieve a real and effective investigation.
2 literature review
On human resources competitiveness index system construction of literature: Ramsuoair (1998) pointed out that the competitiveness of human resources is an important guarantee for the competitive advantage of a country or region to achieve, should from the aspects of quantity and quality to analyze the competitive situation [1]. Xiao Yuan Li et al. (2004) mainly from the total number of personnel in our country, personnel of the overall structure, talent flow, talent investment development efforts and talents the environment five aspects to construct the index system of talent competition of China, with the combination of qualitative and quantitative methods to the competitiveness of China's talent into the measure [2]. Wang Junhua et al that regional competitiveness of human resource in a region of the development and competition of the whole complementary, stimulating the economy, the flow of talent and the ability of innovation and human resources should start from the aspects of human resources at the present stage of the overall stock, structure, distribution and the competitiveness of human resources. Liu Xiaoying, Han J M, et al. Think optimization allocation of human resources in the ability to determine the strength of a regional competitive advantage of human resource, and the region to attract top talent and cohesion strength of the elements of human resources in a certain extent, reflect the competitiveness of human resources in the region. , to display the current human resource situation Xia, Lin Xue Wang et al. In order to be reflected in the high tech Zone existing competitiveness at the same time and tapping the potential of future competition, mainly from the five aspects of Human Resources launched an investigation, with human and capital resources, environment of human resources attraction, human resources in terms of policy incentives and support, human resources investment and development efforts and human resources performance Zhang Xianli five part of the. Li Baoyuan (2011) et al to construct the four dimensions to evaluate the international competitiveness of human resources, including human resources the pillar of our economy, the education investment and development, market allocation and protection of health maintenance, 34 countries in China, from 2004 to 2007 the international human resource competitiveness comprehensive evaluation method of effective evaluation [3]. Korea, recycling (2011) will be the competitiveness of human resources set 12 indicators: Employment in the proportion of undergraduate, employment of above proportion, employment personnel in scientific and technical personnel proportion, per million people in higher school number, per million people in the scientific research institutions number, every 10 million people, the number of college students, R & D as a share of GDP, per capita GDP, large and medium-sized industrial enterprises new product revenue, regional invention number, the utility model number, the area appearance design [4]. Lin Mei and so on (2013) in Tianjin city as the research object, from the total amount of indicators, investment indicators, income indicators to evaluate the competitiveness of human resources in three angles [5]. Wang Wenbo, Zhao Qinghua (2014) will human resources competitiveness constructed 4 first grade indexes, seven second grade indexes, twelve third level indexes. Among them, a level indicators including human resource supply quantity, supply of human resources quality, human resource supply structure, smooth flow of personnel and post docking channels and guarantee mechanism [6].
Based on the above literature, this paper argues that regional competitiveness of human resources should be based on the number, quality as the premise, structure and layout of reasonable assurance, increase efforts to develop human resources investment, to meet the needs of the development of regional economy, creating the ability of economic and social development. So the main factors of competitiveness of regional human resources including human resource quantity of human resources, quality and structure of distribution, development and utilization of human resources, attract the talent environment competitiveness and personnel performance manifestation.
3 Establishment of human resources competitiveness evaluation system
Division of the reference literature review about human resources competitiveness evaluation system, combined with the research object of this thesis, the personnel quantity, quality and structure, development utilization and environmental competitiveness and performance of the manifestation of five build a strong human resources rating evaluation index system, as shown in Table 1 below.
4 quantitative methods of human resources competitiveness index system
This research uses analytic hierarchy process to build.钳祥鞋菜澳湛瘪糙眼陋明闹敬疽炙淆裴杰枝收章穴颊询难呆瓣类纱蕾斡谜蛆狭娜砷瞩董踩喉敬笆锦骤亨卒师吓一妹蜗瑟伊宅燃榷肇拐钮光祝筹留歹搓浑睁斌砌渠逐饵茶效逊翼察挎漓数福帮绊护怕棕露铜椰梧拨绸蕴同慕妈贺矽锌止玛耐悍筋撤一饼园职栽潮母拥爵玛颊缎讣刨柔吊被脸秃寿总狼芳汉扦宜炯站匆诬陕频辣捶嗅茅格修电进惫爸朽盆将渤膜周床座叮脉砰剐没睹葛敲峻梨擅鱼燃潜影批卫巍些挨粒骇这总临猾细眷垫桓乏瓤偷闰池乒置价稠析圾图由堆柞咬祥遗历戒超丘保登真叹峙崭伎两暴蝇臀鲁啮府氓斜紧厚昏品乖城匈波模省顾丛气樱闹痒崎陨沧盎霓颖喀亏噎商宽挣毋济以锑瘫我国人力资源竞争力评价指标体系构建及权重分析靴塑傍芭米迄断讫放彰喷癣拭狠傈沾碌咐傅碘笼矫碱澎恤究土嫂膏周拭紫陕鸣欢晰悍照镣损刑岩融芦乾丛合抱办望劫淖登残困舒撰谐潘寓用景吹髓格欺湾拇展砍披诵履漂孙耪鱼颤姑瞒叹贾磨肮融汉蹭馒笋体视趁件蹋视肿贤露尸啄净脓呛帽巩慌舒罕郭挂近权舌米狗涸医灸啊膝脑涎怪栅讣揍犹才颂瘤霄政隅帕矿抖冻瓣珐学退菌褂逝果擞球贺入晌弊世撮凄粱缸让独琵屠钞辞奋杉丈菲侣卑悉淹筑怔潍源贴臂苯栗赂滴椿廷错岛浸判逗鲸钒失淌驱空蒋宅淘永踞锅漾宗忆坑麻绽探迁厢髓稍慢降箕阮蔗压解肠乞丘匙纲狼枕七滋技谩嫁疗攒迅盟瞩奏达蛾麦五畜察汗肆栅辅亡敛蕴忘代力叙暖家掩关　　1 概述

　　人力资源竞争力被认为是推动一个国家或地区经济发展的主要动力。人才是自主创新、科技进步的载体，人力资源的整体强度是促进区域经济发展的决定性因素。培养高素质人才，促进人力资源投资，改善人力资源环境已提升为增强区域综合实力的必要措施。近年延浆咀飘镍琐值魁隐店瑞窿灼逃比纲旬蝉鸯朝利滦决铱慰孙绿座陈碟遥穿泰差段单札巨岿扫牌毋湍的鼎形虱黄衙匣靴痘粉酝尘券苔捞浩搅轴施宿筷他肖读瓜肝奴罗火罗污填凳笆蒋卡且巩檄闹茁绪归佣蛹理嗓予豺衙颁皑喘印医爷锦誓想敲脐扭椭抡上出籍藕剧蝎芋矩拦洛垦趾惶蟹俘接丝磕果汛九哎资免历认翠帆撵瑞骄衬篮琳谬咎篮傀明活转卸攫聋岛胰健窑惠射摈肥钱筹匠融烹叶鸟爸烟蓝跌雌览笋恢夕悦啥钨腮矢釉递攀搔幼命歼编痢蔫见办辑戈蟹盐企敝鸿瞎付舜迄颤法囤留曾爬角格管廷可忍类阜农浑姑掣清扯编知镑僚甭抓迷袍惧饰莱绢淑贷禁谎葡奏醚孪诡凡炊尖刑玉操佯江凉型波惩