【作者】 陈井安；

【导师】 郭耀煌；

【作者基本信息】 西南交通大学 ， 管理科学与工程， 2015， 博士

【摘要】 近年来,我国采取了一系列措施促进区域协调发展,如东北振兴、中部崛起、西部大开发等。这些措施和政策起到了一定的效果,但并未达到设计者的初衷。在经济、社会发展的一些关键指标上,特别是人力资源能力问题上,区域间仍旧表现出较大差距。人力资源能力建设是一个复杂的过程。人的能力发挥不仅与个体能力有关,还与能力发挥所依赖的社会条件有关,而社会条件主要体现在“市场”和“政府”对人的能力发挥所能提供的支撑上。因此,提升区域人力资源能力有三项基本的工作要做,即人力资源队伍能力,人力资源市场能力和人力资源政府能力建设。现在的问题是,人力资源部门把工作重心放在“人力资源队伍能力”上,无视其他两种能力的重要性,也忽视三种能力彼此之间的作用。这种现象必然导致区域人力资源能力建设滞后经济社会发展,阻碍我国区域协调发展战略的有效实施。此外,与实践界做法相吻合的是,理论界对“区域人力资源能力”的思考也相对狭窄,对三种能力的系统讨论较为罕见。针对这些问题,本论文以系统理论为基础,运用系统分析方法,对区域人力资源能力建设展开较为深入的讨论。首先,运用解释结构模型法(ISM)构建“区域人力资源能力解释结构模型”。该模型形象地演示了区域人力资源能力培养主体如何在系统要素作用下,经过人力资源开发、阻碍因素化解、市场资源配置,影响区域人力资源能力的全过程,并且帮助区域人力资源管理者明晰开发路径,扩宽改进思维,发掘问题所在。其次,基于解释结构模型,提出了“区域人力资源能力三力模型”。区域人力资源能力不仅仅是指“人”的能力,还应该包括人的能力现实运用的区域外部环境。因此,人力资源能力必须系统地考察两大方面三个维度的活动,第一个方面是该区域里人的自身能力；第二个方面是人的能力得以充分有效发挥的区域社会条件,这里的社会条件主要考察“市场”和“政府”两个维度,从而构建以人力资源队伍能力、人力资源市场能力和人力资源政府能力为核心的区域人力资源能力概念模型。第三,以“区域人力资源能力解释结构模型”为基础,构建“区域人力资源能力评价指标体系”,并运用熵权法对该评价指标体系的指标权重进行了确定。我们得出队伍能力的权重值最高,其次是政府能力和市场能力。这反映了目前区域人力资源能力的差异性仍主要体现在人的能力,即人力资源队伍能力,但人力资源政府能力和人力资源市场能力两者也有着举足轻重的作用,缺一不可。第四,对我国30个地区2012年人力资源能力进行了评价,较为精准的把握了我国区域人力资源能力发展状况；对东、中、西部有代表性的八个省市2003-2012年的人力资源能力水平进行了评价,摸清我国区域人力资源能力的变化趋势。最后,针对我国人力资源能力发展的现实,提出我国人力资源能力建设的对策建议以及差异化实施路径。具体措施就是发挥市场作用,促进能力结构合理；健全政策体系,提高公共服务水平；优化区域布局,契合产业结构调整；保持供需平衡,满足区域发展需求；增加区域合作,促进人力资源流动；强化保障措施,打造良好培养环境。更多还原

【Abstract】 In recent years, China has taken a series of measures to promote the balanced development between different regions, such as the rejuvenation of the Northeast China, the rising of the Central China and the Go-West Campaign, etc. These measures and policies have achieved certain effects, but they have not been able to serve the original purposes of the designers. In terms of some key indicators of economic and social development, especially in the aspect of workforce capability, there are still remarkable interregional disparities.Workforce capability construction is a complex process. Except for individual capability, the exerting of human’s capability is also influenced by the social conditions. The influence of the social conditions on the exerting of human’s capability is mainly manifested in the supporting role that the "market" and "government" play in exerting the human’s capability. Therefore, to enhance regional workforce capability, the work to be done consists of three aspects, namely, the construction of human resource team capability, human resource market capability and human resource government capability. The problem now is that the HR departments focus on "human resource team capability", ignoring the importance of the other two kinds of abilities as well as the interaction between these three kinds of capabilities. This phenomenon will inevitably lead to the result that the regional workforce capability construction lags behind the economic and social development and will hinder the effective implementation of the regional coordinated development strategy. In addition, consistent with the way of doing in practice, the theoretical circle also thinks about "regional human resource capability " from a relatively narrow point of view and the systematic discussion of these three kinds of capabilities are relatively rare. Directed against these problems, based on the system theory and using the system analysis method, this research has the in-depth discussion about the regional workforce capability construction.Firstly, employing the interpretative structural modeling (ISM), it builds a "regional workforce capability ISM", which vividly demonstrates how main bodies, in the cultivation of the regional workforce capability, under the influence of all elements of the system, through human resource development, impediments elimination, and market resource allocation, affect the full process of regional workforce capability. This model can help the regional workforce capability managers to know the development path clearly, to widen and improve thinking and to explore the problems.Secondly, based on the interpretative structural modeling, this research puts forward the" three-capability model of the regional workforce capability". This paper believes that regional workforce capability does not only refers to "human" capability, but also include the regional external environment in which the "human" capability is applied realistically. Therefore, in respect of workforce capability, two aspects and three dimensions must be systematically examined. The first aspect is the capability of human per se in the region; the second aspect is the regional social conditions that give effective and full play to the human capability. Here as regards social conditions, this paper mainly examine two dimensions, that is, the "market" and the "government" whereby the regional workforce capability conceptual model with the human resource team capability, human resource market capability and human resource government capability as the core is constructed.Thirdly, based on the " regional workforce capability interpretive structural model", this research builds a "regional workforce capability evaluation indicator system" and determines the weight of the indicators with Entropy Weight Method. We get that the weight value of team ability is the highest, followed by the government and market ability. This reflects that the difference of regional workforce capability is still mainly embodied in the human ability, namely human resource team capability, but human resource government capability and human resource market capability are also play important role and can’t lack of any one.Fourthly, this research evaluate the 2012 workforce capabilities of 30 regions of our country, which results in the rather accurate understanding of the development situation of the regional workforce capability construction of our country; moreover, this research also evaluate the workforce capability levels from 2003 to 2012 of 8 representative provinces and municipalities in the eastern, central and western China to make clear of the variation tendency of the regional workforce capability of our country.Finally, against the backdrop of the realistic development situation of our country’s workforce capability, this research puts forward suggestions and countermeasures to promote the regional workforce capability construction of our country as well as the differentiated implementation path. Specific measures is to play the role of market and promote the ability structure to be reasonable;Improve the policy system and the level of public services; optimize the regional layout to fit the industrial structure adjustment; keep the balance of supply and demand and meet the demand of regional development; increase regional cooperation and promote human resource flow; strengthen security measures and make good training environment.更多还原