我国高校人力资源结构及其优化研究

发布时间：2018-04-26 17:18

本文选题：高校人力资源 + 区域布局结构　；参考：《合肥工业大学》2017年硕士论文

【摘要】：当今社会,人力资源已成为第一资源。高校间的竞争归根到底是人才的竞争,人力资源特别是师资队伍逐渐成为决定高校竞争力的重要因素,而人力资源结构是否合理又决定了人力资源水平的高低。针对当前高校人力资源结构中存在的区域布局结构不够合理,内部配置效率不高,学历、职称、年龄和学缘结构有待完善等的状况,从宏观与微观、定性与定量、理论与实证相结合的视角分析和探讨高校人力资源特别是师资队伍的结构的现状、问题及优化策略,对于合理配置高校人力资源,提高人力资源使用效率,推动区域高等教育与经济社会协调发展等,无疑都具有较重要的理论和现实意义。本学位论文以高校人力资源为研究对象,以内地31个省区为研究样本,对我国高校人力资源区域布局结构和内部配置结构进行了定量测度和实证分析,主要内容包括三部分:(1)分析了我国高校人力资源的区域分布现状和区域演变特征,并通过构建高校人力资源区位商模型测度我国各省区高校人力资源空间集聚程度;再结合各省(直辖市、自治区)近3年的面板数据,运用战略管理中的一般环境分析模型以及相关性分析和岭回归的方法进行实证研究,从宏观视角探究影响我国高校人力资源区域集聚的原因。(2)统计并计算了2004年、2014年各省区普通高校的生师比、生职比和师职比这三大反映高校人力资源利用效率的指标,并利用锡尔系数及其分解法进一步揭示我国高校人力资源配置结构的区域差异;然后从职称结构、学历结构、年龄结构、学缘结构等方面,对我国高校师资队伍结构(即人力资源中微观结构)进行了定性研究,并以H大学为案例进行了实证分析。(3)以上述理论和实证分析结果为依据,提出了优化我国高校人力资源结构的若干对策建议,在宏观区域布局结构优化方面应采取的对策措施包括:加大对中西部地区财政性高等教育经费的投资力度;加强研发经费投入,增强区域自主创新能力;将政府宏观调控与市场调节相结合,促进区域间人才的合理、有序流动;加强区域特别是城市的人文环境和社会保障制度建设;高校自身营造聚集和稳定人才的良好环境。在中微观内部结构优化方面应采取的对策措施包括:与时俱进,树立“以教师为中心”的高校办学理念;优化配置,提高高校人力资源利用效率;强化竞争,建立健全高校人才引进和使用机制;加强服务,做好人力资源开发与培训工作;有效激励,完善高校人力资源考核评价方法。
[Abstract]:Nowadays, human resources have become the first resource. In the final analysis, the competition among colleges and universities is the competition of talents. Human resources, especially the teaching staff, have gradually become an important factor in determining the competitiveness of colleges and universities, and whether the structure of human resources is reasonable or not determines the level of human resources. In view of the situation that the regional layout structure in the current human resource structure of colleges and universities is not reasonable, the internal allocation efficiency is not high, the educational background, professional title, age and the structure of academic edge need to be improved, the author analyzes the situation of the regional layout structure from the macro and micro aspects, qualitative and quantitative analysis, and so on. This paper analyzes and probes into the present situation, problems and optimization strategies of human resources in colleges and universities, especially the structure of teachers, from the perspective of combining theory and demonstration, so as to allocate human resources reasonably and improve the efficiency of human resources utilization. It is undoubtedly of great theoretical and practical significance to promote the harmonious development of regional higher education and economic society. This thesis takes the university human resources as the research object, takes the inland 31 provinces as the research sample, carries on the quantitative measurement and the empirical analysis to our country university human resources regional layout structure and the internal disposition structure. The main content includes three parts: 1) analyzing the regional distribution and evolution characteristics of human resources in colleges and universities in China, and measuring the spatial agglomeration degree of human resources in colleges and universities by constructing the location quotient model of human resources in colleges and universities. Combined with the panel data of the provinces (municipalities and autonomous regions) in the past three years, the empirical research is carried out by using the general environmental analysis model in strategic management and the methods of correlation analysis and ridge regression. From the macroscopic angle of view, this paper probes into the causes of the regional agglomeration of human resources in colleges and universities in our country, and calculates the three indicators reflecting the utilization efficiency of human resources in universities and colleges in 2004 and 2014, including the ratio of students to teachers, the ratio of students to staff and the ratio of teachers to staff. Then, using the Sier coefficient and its decomposition method to further reveal the regional differences in the human resource allocation structure of Chinese universities, and then from the professional title structure, academic structure, age structure, learning edge structure and so on. This paper makes a qualitative study on the structure of teaching staff (i.e. the microstructure of human resources) in colleges and universities in China, and takes H University as a case to carry out an empirical analysis, which is based on the above theoretical and empirical analysis results. This paper puts forward some countermeasures and suggestions for optimizing the structure of human resources in colleges and universities in China. The countermeasures should be taken in the aspect of optimizing the structure of macro-regional distribution, including: increasing the investment of financial funds for higher education in the central and western regions; Strengthen the investment of R & D funds, strengthen the ability of regional independent innovation, combine government macro-control with market regulation, promote the rational and orderly flow of talents among regions, strengthen the construction of humanistic environment and social security system in regions, especially in cities; Colleges and universities themselves create a good environment for gathering and stabilizing talents. The countermeasures should be taken to optimize the internal structure of colleges and universities, such as keeping pace with the times, setting up the idea of "teacher-centered" running a school, optimizing allocation, improving the utilization efficiency of human resources in colleges and universities, strengthening competition, and improving the efficiency of human resources utilization in colleges and universities. It is necessary to establish and perfect the mechanism of introducing and using talents in colleges and universities, to strengthen service, to develop and train human resources, to encourage and perfect the evaluation methods of human resources in colleges and universities.
【学位授予单位】：合肥工业大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：G647

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