人力资本投资风险视域下的高校人才引进工作问题的研究

发布时间：2018-10-20 11:58

【摘要】：知识经济时代的到来，生产要素不仅仅只是资本、劳动力、机器、厂房，还包括知识。知识经济时代的社会，谁拥有了大批高素质的科技，教育人才，谁就掌握了竞争中的优势和主动权。高校作为知识分子的聚集地，肩负着科技创新，提高生产力，，培养国家建设人才，增加社会财富的使命。因此，高校必须提升自己的核心竞争力，提高教学质量，加强师资队伍建设和学科建设，增强科学研究能力，向国际一流大学看齐。而这一切都离不开高层次创新型的人才，高校实施人才战略，一方面要着力内部培养，另一方面，必须重视人才引进。高校人才引进工作已经成为高校的一个重要课题。一旦投资决策失误，就意味着高校除了损失投资的直接或间接成本之外，还有人力资本投资的隐形成本即高校人力资本投资的机会成本。这不仅意味着高校阶段性人才引进工作的失败，更对高校的长期发展战略和高校核心竞争力产生重要影响，将使高校在激烈的人才竞争中处于劣势。由于我国高校大部分是属于非营利性质的事业单位，其存在的基本职能是为社会提供公共服务。高校的教育经费来源主要是中央财政拨款，地方财政拨款和小部分自主创收。人员聘用方面也是以国家制定的编制为指导。长期以来相较于企业高校缺乏外在压力，高校管理者经营意识不强，不利于人力资源的优化配置，人力资源利用率不高。因此，高校必须树立人力资本成本—收益分析的理念，以人力资本投资风险理论为基础，从经济学和管理学的视角重视高校人才引进工作。本文综合运用文献法、比较分析法和访谈法，通过查阅高校人才引进工作的研究文献，走访高校人事部门负责人、教师，访问高校人事处网站等对我国高校人才引进工作进行了研究，分析高校人才引进工作中主要存在选择风险、结构风险、流失风险和道德风险，为了防范高校人力投资风险，本文提出首先树立现代人力资源管理观念，要从建立教师甄选机制、实行教师聘任制、实施教师培训与再教育、加强环境建设等方面创新人才引进机制，构建高校人力资本风险防范体系。
[Abstract]:In the era of knowledge economy, factors of production are not only capital, labor, machinery, factory building, but also knowledge. In the era of knowledge economy, who has a large number of high-quality science and technology, education talent, who will grasp the advantages and initiative in the competition. As a gathering place for intellectuals, colleges and universities shoulder the mission of scientific and technological innovation, improving productivity, cultivating talents for national construction and increasing social wealth. Therefore, colleges and universities must enhance their core competitiveness, improve the quality of teaching, strengthen the construction of teachers and disciplines, strengthen the ability of scientific research, and be in line with the international first-class universities. All of this can not be separated from high-level innovative talents. In implementing the talent strategy, colleges and universities should focus on the internal training, on the other hand, we must attach importance to the introduction of talents. The introduction of talents in colleges and universities has become an important subject in colleges and universities. Once the investment decision is wrong, it means that colleges and universities not only lose the direct or indirect cost of investment, but also the hidden cost of human capital investment, that is, the opportunity cost of university human capital investment. This not only means the failure of the stage talent introduction in universities, but also has an important impact on the long-term development strategy and the core competitiveness of colleges and universities, which will make colleges and universities in a disadvantage in the fierce talent competition. As most colleges and universities in China are non-profit institutions, their basic function is to provide public services for the society. The educational funds of colleges and universities are mainly from the central financial allocation, the local financial allocation and a small part of independent income-generating. Personnel recruitment is also guided by the establishment of the state. Compared with the lack of external pressure in enterprise colleges and universities for a long time, the management consciousness of university managers is not strong, which is not conducive to the optimal allocation of human resources, and the utilization rate of human resources is not high. Therefore, colleges and universities must set up the concept of cost-benefit analysis of human capital, based on the theory of human capital investment risk, from the perspective of economics and management, attach importance to the introduction of talents in colleges and universities. This article synthetically uses the literature method, the comparative analysis method and the interview method, through consulting the university talented person introduction work research literature, visits the university personnel department leader, the teacher, By visiting the website of the personnel Department of Colleges and Universities, this paper makes a study on the introduction of talents in colleges and universities in China, and analyzes that there are mainly the risk of selection, structural risk, loss risk and moral hazard in the work of talent introduction in colleges and universities, in order to guard against the risk of human investment in colleges and universities. In this paper, the author puts forward the idea of modern human resource management, including establishing teacher selection mechanism, implementing teacher appointment system, implementing teacher training and re-education, strengthening environmental construction, and so on. Constructing the risk prevention system of human capital in colleges and universities.
【学位授予单位】：中南民族大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G647

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