中国西部人力资源评价与比较研究

发布时间：2018-05-08 22:08

本文选题：宏观人力资源 + 评价指标体系　；参考：《浙江大学》2015年硕士论文

【摘要】：我国西部地区由12个省级行政区组成,面积约681万平方公里,占全国71%；人口约3.67亿,占全国26.9%；地区生产总值12.6万亿,占全国20.0%(2013)。西部地区幅员辽阔,人口分布不均,经济欠发达,是我国需要重点开发的地区。人力资源是21世纪知识经济时代与经济全球化背景下最重要的资源之一,西部地区人力资源的吸收与引进、开发与利用是西部地区未来经济社会发展核心的内在趋动力。但是由于历史、社会、政治、经济、文化等方面沿革路径的不同,使得西部地区与东部地区、中部地区、东北地区人力资源在数量、质量、价值、支撑等维度上存在显著差异,西部地区人力资源在数量上存在一定优势,但在质量、价值和支撑上处于劣势,人力资源水平整体仍处于较低。同时,自实施“西部大开发”战略以来,西部地区社会经济获得了长足发展,但多依靠国家的财政扶持,内力显不足,人力资本对地区GDP的贡献率远远低于物质资本的贡献率,大力开发人力资源是西部推进未来经济发展的必然选择路径。另一方面,西部12省、市、区并非一个均匀的整体,自然环境、资源分布、交通区位、人口特征、历史文化、产业结构等方面存在很大差异,致使西部地区人力资源在内部亦存在显著不同,因此对西部地区人力资源水平、要素进行内部再识别,对西部经济社会发展有重大意义。论文首先依据人口学、经济学、人才学和社会保障学多学科理论和技术,遵行指标构建原则,建立了包括数量、质量、价值、支撑四大维度、九个层级、18个评价指标的宏观人力资源水平综合评价指标体系;然后,基于宏观人力资源水平评价指标体系,通过对全国、四大区域(东部、中部、西部、东北地区)人力资源水平从数量、质量、价值和支撑四个维度进行时间(自“西部大开发”以来2000一2010年的时间纵向)、空间(2010年区域空间截面横向)变动的分析、评价和比较,剖析西部地区人力资源的优势与劣势,运用主成分因子分析法和聚类分析法,识别西部地区人力资源在全国、四大区域中的地位和作用；最后,将研究视角聚焦于西部内部,运用人力资源水平评价指标体系、因素分析法、聚类分析法,对西部地区12个省、市、区在2000、2005、2010年三个时点上的人力资源水平进行评价、排序和分类,深入分析西部地区内部人力资源水平区域差异特征和空间演变格局,并对西部未来人力资源发展方向、发展空间、发展趋势进行简单预测。研究认为,当前我国西部地区人力资源开发面临要素复杂性、层次多样性和开发迫切性等多重问题的挑战,有效合理开发区域人力资源,需要进行多方的协调和统筹。
[Abstract]:The western region of China is composed of 12 provincial administrative regions, covering an area of about 6.81 million square kilometers, accounting for 71 percent of the whole country; a population of about 367 million, accounting for 26.9 percent of the whole country; and a regional gross domestic product of 12.6 trillion, accounting for 20.0 percent of the country's 20.0 percent of the country's economy. The western region has a vast territory, uneven population distribution and underdeveloped economy. Human resource is one of the most important resources in the era of knowledge economy and economic globalization in the 21st century. The absorption, introduction, development and utilization of human resources in the western region are the inner driving force of the core of the future economic and social development in the western region. However, due to the differences in historical, social, political, economic and cultural evolution paths, there are significant differences in the dimensions of quantity, quality, value and support between the western region and the eastern region, the central region and the northeast region. There are some advantages in the quantity of human resources in the western region, but they are inferior in quality, value and support, and the level of human resources is still low as a whole. At the same time, since the implementation of the strategy of "the Great Development of the West", the social economy of the western region has made great progress, but the contribution rate of the human capital to the regional GDP is far lower than the contribution rate of the material capital. Vigorously developing human resources is the inevitable choice path to promote the future economic development in the west. On the other hand, the 12 provinces, municipalities and districts in the west are not an even whole. There are great differences in natural environment, distribution of resources, transportation location, demographic characteristics, history and culture, industrial structure, etc. As a result, the human resources in the western region are also significantly different from each other, so it is of great significance to recognize the human resources level and the elements in the western region for the economic and social development of the western region. Firstly, according to the multi-disciplinary theory and technology of demography, economics, talent science and social security, and following the principle of index construction, the paper establishes four dimensions, including quantity, quality, value and support. The comprehensive evaluation index system of macro human resource level in nine levels and 18 evaluation indexes, and then, based on the evaluation index system of macro human resource level, through the analysis of the four major regions (east, middle, west, etc.) of the whole country, The level of human resources in Northeast China is analyzed, evaluated and compared in terms of quantity, quality, value and support (from 2000 to 2010). This paper analyzes the advantages and disadvantages of the human resources in the western region, uses principal component factor analysis and cluster analysis to identify the position and role of the human resources in the western region in the whole country and in the four regions. Finally, the research perspective is focused on the interior of the western region. Using the human resource level evaluation index system, factor analysis method and cluster analysis method, this paper evaluates, sorts and classifies the human resources level of 12 provinces, cities and districts in the western region at three points in 20002005 and 2010. This paper deeply analyzes the regional difference characteristics and spatial evolution pattern of the human resource level in the western region, and makes a simple prediction of the future development direction, development space and development trend of the human resources in the western region. It is believed that the development of human resources in the western region of China is facing the challenges of complexity of elements, diversity of levels and urgency of development, and the effective and rational development of regional human resources needs to be coordinated and coordinated in many ways.
【学位授予单位】：浙江大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F249.27

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