我國人力資源競(jìng)爭(zhēng)力評(píng)價(jià)指標(biāo)體系構(gòu)建及權(quán)重分析

1概述人力資源競(jìng)爭(zhēng)力被認(rèn)為是推動(dòng)一個(gè)國家或地區(qū)經(jīng)濟(jì)發(fā)展的主要?jiǎng)恿?。人才是自主?chuàng)新、科技進(jìn)步的載體，人力資源的整體強(qiáng)度是促進(jìn)區(qū)域經(jīng)濟(jì)發(fā)展的決定性因素。培養(yǎng)高素質(zhì)人才，促進(jìn)人力資源投資，改善人力資源環(huán)境已提升為增強(qiáng)區(qū)域綜合實(shí)力的必要措施。近年來，學(xué)者們更多的是以企業(yè)為研究對(duì)象，增強(qiáng)企業(yè)人力資源競(jìng)爭(zhēng)力以提高企業(yè)綜合實(shí)力。隨著經(jīng)濟(jì)全球化的發(fā)展，學(xué)術(shù)界將研究重點(diǎn)轉(zhuǎn)移到區(qū)域人力資源競(jìng)爭(zhēng)力，突出以及充分利用區(qū)域人力資源優(yōu)勢(shì)服務(wù)區(qū)域經(jīng)濟(jì)發(fā)展。目前，學(xué)術(shù)界從區(qū)域的角度對(duì)人力資源競(jìng)爭(zhēng)力的研究已經(jīng)取得了一些有價(jià)值的成果，并逐漸趨向于以省份為研究單位，以加快各省的經(jīng)濟(jì)發(fā)展。區(qū)域人力資源研究不再一貫的以個(gè)人或企業(yè)為單位研究人力資源，而是轉(zhuǎn)化為區(qū)域人力資源開發(fā)研究，突出強(qiáng)調(diào)區(qū)域人力資源的發(fā)展與競(jìng)爭(zhēng)能力。但是，現(xiàn)有的文獻(xiàn)表明不同的專家從不同的角度、以不同的區(qū)域?yàn)檠芯繉?duì)象分析人力資源競(jìng)爭(zhēng)狀況和對(duì)人力資源競(jìng)爭(zhēng)力的理解也各有千秋。對(duì)于人力資源競(jìng)爭(zhēng)力而言，應(yīng)該是因地制宜，為了能從整體中表現(xiàn)我國各省的人力資源競(jìng)爭(zhēng)力，應(yīng)該從更宏觀的角度來分析影響人力資源競(jìng)爭(zhēng)力的關(guān)鍵因素，以求做到調(diào)查真實(shí)有效。2文獻(xiàn)綜述有關(guān)人力資源競(jìng)爭(zhēng)力指標(biāo)體系構(gòu)建的文獻(xiàn)有：Ramsuoair（1998）指出人力資源競(jìng)爭(zhēng)力是一國或地區(qū)取得競(jìng)爭(zhēng)優(yōu)勢(shì)的重要保障，應(yīng)該從存量和質(zhì)量方面來分析其競(jìng)爭(zhēng)狀況[1]。李曉園（2004）等人主要從我國的人才總體數(shù)量、人才的整體結(jié)構(gòu)、人才的流動(dòng)狀態(tài)、人才的投資開發(fā)力度及人才所處環(huán)境五個(gè)方面來構(gòu)建我國人才競(jìng)爭(zhēng)指標(biāo)體系，以定性和定量相結(jié)合的方法對(duì)中國人才競(jìng)爭(zhēng)力進(jìn)了測(cè)度[2]。王軍華等人認(rèn)為地區(qū)人力資源競(jìng)爭(zhēng)力在一個(gè)地區(qū)的發(fā)展競(jìng)爭(zhēng)中可以起到整體互補(bǔ)、拉動(dòng)經(jīng)濟(jì)、人才流動(dòng)和能力創(chuàng)新的作用，研究區(qū)域人力資源應(yīng)該從人力資源現(xiàn)階段的總體存量、結(jié)構(gòu)分布及人力資源競(jìng)爭(zhēng)力方面著手。劉小英、韓建民等人認(rèn)為優(yōu)化配置人力資源的能力決定一個(gè)區(qū)域的人力資源競(jìng)爭(zhēng)優(yōu)勢(shì)的強(qiáng)度，同時(shí)區(qū)域吸引人才和凝聚人力資源要素的實(shí)力在一定程度上反映了該區(qū)域人力資源的競(jìng)爭(zhēng)力。張霞、王林雪等人為了能夠在反映高新區(qū)現(xiàn)有競(jìng)爭(zhēng)力的同時(shí)又能挖掘未來的競(jìng)爭(zhēng)潛力，主要從五個(gè)方面對(duì)人力資源展開了調(diào)查，用人力資本力、環(huán)境對(duì)人力資源的吸引力、人力資源在政策方面的激勵(lì)與扶持、人力資源的投資開發(fā)力度和人力資源的績效張顯力五個(gè)部分來表現(xiàn)現(xiàn)有人力資源狀況。李寶元（2011）等人構(gòu)建了四個(gè)維度來評(píng)價(jià)人力資源國際競(jìng)爭(zhēng)力，包括人力資源方面的經(jīng)濟(jì)支柱、教育投資開發(fā)、市場(chǎng)的配置和健康保障的維護(hù)，用綜合評(píng)估的方法對(duì)中國在內(nèi)的34個(gè)國家2004-2007年的人力資源國際競(jìng)爭(zhēng)力進(jìn)行了有效的評(píng)價(jià)[3]。李從欣，張?jiān)偕?011）將人力資源競(jìng)爭(zhēng)力設(shè)置12個(gè)指標(biāo)：就業(yè)人員中本科比重、就業(yè)人員中研究生以上比重、就業(yè)人員中科技人員比重、每萬人高等學(xué)校數(shù)、每萬人科研機(jī)構(gòu)數(shù)、每10萬人大學(xué)生人數(shù)、R&D占GDP比重、人均GDP、大中型工業(yè)企業(yè)新產(chǎn)品收入、各地區(qū)發(fā)明數(shù)、各地區(qū)實(shí)用新型數(shù)、各地區(qū)外觀設(shè)計(jì)數(shù)[4]。林枚等（2013）以天津市為研究對(duì)象，從總量指標(biāo)、投資指標(biāo)、收益指標(biāo)三個(gè)角度對(duì)其人力資源競(jìng)爭(zhēng)力進(jìn)行評(píng)價(jià)分析[5]。王文波，趙青華（2014）將人力資源競(jìng)爭(zhēng)力構(gòu)建成4個(gè)一級(jí)指標(biāo)，7個(gè)二級(jí)指標(biāo)，12個(gè)三級(jí)指標(biāo)，其中，一級(jí)指標(biāo)包括人力資源供給數(shù)量、人力資源供給質(zhì)量、人力資源供給結(jié)構(gòu)、暢通的人員和崗位對(duì)接渠道和機(jī)制保障[6]。結(jié)合以上文獻(xiàn)，本文認(rèn)為區(qū)域人力資源競(jìng)爭(zhēng)力應(yīng)該是以數(shù)量為基礎(chǔ)，質(zhì)量為前提，結(jié)構(gòu)及布局合理為保證，加大人力資源的投資開發(fā)力度，以滿足區(qū)域經(jīng)濟(jì)的發(fā)展，創(chuàng)造經(jīng)濟(jì)社會(huì)發(fā)展的能力。因此影響區(qū)域人力資源競(jìng)爭(zhēng)力的主要因素包括人力資源數(shù)量、人力資源素質(zhì)和結(jié)構(gòu)分布、人力資源的開發(fā)利用、吸引人才的環(huán)境競(jìng)爭(zhēng)力及人才績效彰顯力。3人力資源競(jìng)爭(zhēng)力評(píng)價(jià)體系建立本研究參考文獻(xiàn)綜述中有關(guān)人力資源競(jìng)爭(zhēng)力評(píng)價(jià)體系的劃分，結(jié)合本論文研究對(duì)象的廣泛性，就從業(yè)人員數(shù)量、素質(zhì)與結(jié)構(gòu)、開發(fā)利用、環(huán)境競(jìng)爭(zhēng)力及績效彰顯力五個(gè)方面構(gòu)建人力資源強(qiáng)省的評(píng)價(jià)指標(biāo)體系，如表1所示。4人力資源競(jìng)爭(zhēng)力指標(biāo)體系量化方法本研究運(yùn)用層次分析法，通過建立層次結(jié)構(gòu)模型，如圖1所示：■圖1AHP結(jié)構(gòu)模型從影響人力資源強(qiáng)省的因素構(gòu)成的準(zhǔn)則層開始，對(duì)于上一層目標(biāo)層即人力資源強(qiáng)省評(píng)價(jià)指標(biāo)進(jìn)行分析，結(jié)合1-9比較尺度構(gòu)造判斷矩陣，進(jìn)行分析，通過一致性檢驗(yàn)計(jì)算一級(jí)指標(biāo)的權(quán)重，以此類推，計(jì)算二級(jí)指標(biāo)權(quán)重[7]，結(jié)果如表2所示。5結(jié)論本文在前人研究的基礎(chǔ)上建立了我國人力資源競(jìng)爭(zhēng)力評(píng)價(jià)指標(biāo)體系，分別由5個(gè)一級(jí)指標(biāo)，20個(gè)二級(jí)指標(biāo)組成，一級(jí)指標(biāo)包括人力資源數(shù)量、人力資源素質(zhì)和結(jié)構(gòu)分布、人力資源開發(fā)利用、人力資源環(huán)境競(jìng)爭(zhēng)力及人力資源績效彰顯力構(gòu)成，并運(yùn)用層次分析法對(duì)各個(gè)一級(jí)指標(biāo)和二級(jí)指標(biāo)進(jìn)行權(quán)重的計(jì)算，以便后期學(xué)者在研究人力資源競(jìng)爭(zhēng)力的時(shí)候可以進(jìn)行參考與借鑒。從權(quán)重表可以分析得到：首先，在影響人力資源競(jìng)爭(zhēng)力的因素中，素質(zhì)和結(jié)構(gòu)分布所占權(quán)重比例最大，為38.3%，而在素質(zhì)和結(jié)構(gòu)分布中，第三產(chǎn)業(yè)從業(yè)人員比例的重要性占36.7%，權(quán)重最大。其次，人力資源數(shù)量的權(quán)重為27.7%，位居第二。其中，就業(yè)人員數(shù)量是人力資源數(shù)量最大的影響因素。最后，人力資源開發(fā)利用中，教育經(jīng)費(fèi)與R&D經(jīng)費(fèi)的投入至關(guān)重要;技術(shù)市場(chǎng)成交額在很大程度上影響人力資源績的效彰顯力;地區(qū)生產(chǎn)總值幾乎對(duì)人力資源環(huán)境競(jìng)爭(zhēng)力有著一半的影響力。這也從另一方面說明，我國在提高人力資源競(jìng)爭(zhēng)力的時(shí)候可以參考本文提出的權(quán)重比例表，有側(cè)重點(diǎn)的提出一些對(duì)策，盲目的行動(dòng)往往只能是事倍功半。而有準(zhǔn)備的行動(dòng)與策略往往事半功倍。1OverviewHumanresourcescompetitivenessisregardedasthemaindrivingforcetopromotetheeconomicdevelopmentofacountryorregion.Talentisthecarrierofindependentinnovation,scientificandtechnologicalprogress,theoverallintensityofhumanresourcesisthedecisivefactortopromotethedevelopmentofregionaleconomy.Traininghighqualitytalents,promotinghumanresourcesinvestment,improvinghumanresourcesenvironmenthasbeenthenecessarymeasurestoenhancethecomprehensivestrengthoftheregion.Inrecentyears,scholarshavemoretotaketheenterpriseastheresearchobject,enhancetheenterprisehumanresourcescompetitivenessinordertoimprovethecomprehensivestrengthoftheenterprise.Withthedevelopmentofeconomicglobalization,theacademiccircleswillshiftthefocusofresearchtotheregionalhumanresourcescompetitiveness,highlightandmakefulluseofregionalhumanresourcestoservetheregionaleconomicdevelopment.Atpresent,theacademicresearchonhumanresourcescompetitivenessfromtheperspectiveoftheregionhasmadesomevaluableachievements,andgraduallytendtotheprovinceastheresearchunit,inordertospeeduptheeconomicdevelopmentoftheprovinces.Theresearchofregionalhumanresourcesisnolongertheresearchofhumanresourcesintheindividualorenterpriseastheunit,butistransformedintothedevelopmentofregionalhumanresources,highlightingthedevelopmentofregionalhumanresourcesandtheabilityofcompetition.However,theexistingliteratureshowsthatdifferentexpertsfromdifferentanglesandindifferentregionsastheresearchobjectofhumanresourcecompetitionstatusandunderstandingofhumanresourcescompetitivenessalsohasitsownstrengthsandweaknesses.Forthecompetitivenessofhumanresources,shouldadjustmeasurestolocalconditions,inordertoshowintheprovincesofChinahumanresourcescompetitivenessfromthewhole,shouldfromamoremacroperspectivetoanalyzethekeyfactorsinfluencingthecompetitivenessofhumanresources,inordertoachievearealandeffectiveinvestigation.2literaturereviewOnhumanresourcescompetitivenessindexsystemconstructionofliterature:Ramsuoair(1998)pointedoutthatthecompetitivenessofhumanresourcesisanimportantguaranteeforthecompetitiveadvantageofacountryorregiontoachieve,shouldfromtheaspectsofquantityandqualitytoanalyzethecompetitivesituation[1].XiaoYuanLietal.(2004)mainlyfromthetotalnumberofpersonnelinourcountry,personneloftheoverallstructure,talentflow,talentinvestmentdevelopmenteffortsandtalentstheenvironmentfiveaspectstoconstructtheindexsystemoftalentcompetitionofChina,withthecombinationofqualitativeandquantitativemethodstothecompetitivenessofChina'stalentintothemeasure[2].WangJunhuaetalthatregionalcompetitivenessofhumanresourceinaregionofthedevelopmentandcompetitionofthewholecomplementary,stimulatingtheeconomy,theflowoftalentandtheabilityofinnovationandhumanresourcesshouldstartfromtheaspectsofhumanresourcesatthepresentstageoftheoverallstock,structure,distributionandthecompetitivenessofhumanresources.LiuXiaoying,HanJM,etal.Thinkoptimizationallocationofhumanresourcesintheabilitytodeterminethestrengthofaregionalcompetitiveadvantageofhumanresource,andtheregiontoattracttoptalentandcohesionstrengthoftheelementsofhumanresourcesinacertainextent,reflectthecompetitivenessofhumanresourcesintheregion.,todisplaythecurrenthumanresourcesituationXia,LinXueWangetal.InordertobereflectedinthehightechZoneexistingcompetitivenessatthesametimeandtappingthepotentialoffuturecompetition,mainlyfromthefiveaspectsofHumanResourceslaunchedaninvestigation,withhumanandcapitalresources,environmentofhumanresourcesattraction,humanresourcesintermsofpolicyincentivesandsupport,humanresourcesinvestmentanddevelopmenteffortsandhumanresourcesperformanceZhangXianlifivepartofthe.LiBaoyuan(2011)etaltoconstructthefourdimensionstoevaluatetheinternationalcompetitivenessofhumanresources,includinghumanresourcesthepillarofoureconomy,theeducationinvestmentanddevelopment,marketallocationandprotectionofhealthmaintenance,34countriesinChina,from2004to2007theinternationalhumanresourcecompetitivenesscomprehensiveevaluationmethodofeffectiveevaluation[3].Korea,recycling(2011)willbethecompetitivenessofhumanresourcesset12indicators:Employmentintheproportionofundergraduate,employmentofaboveproportion,employmentpersonnelinscientificandtechnicalpersonnelproportion,permillionpeopleinhigherschoolnumber,permillionpeopleinthescientificresearchinstitutionsnumber,every10millionpeople,thenumberofcollegestudents,R&DasashareofGDP,percapitaGDP,largeandmedium-sizedindustrialenterprisesnewproductrevenue,regionalinventionnumber,theutilitymodelnumber,theareaappearancedesign[4].LinMeiandsoon(2013)inTianjincityastheresearchobject,fromthetotalamountofindicators,investmentindicators,incomeindicatorstoevaluatethecompetitivenessofhumanresourcesinthreeangles[5].WangWenbo,ZhaoQinghua(2014)willhumanresourcescompetitivenessconstructed4firstgradeindexes,sevensecondgradeindexes,twelvethirdlevelindexes.Amongthem,alevelindicatorsincludinghumanresourcesupplyquantity,supplyofhumanresourcesquality,humanresourcesupplystructure,smoothflowofpersonnelandpostdockingchannelsandguaranteemechanism[6].Basedontheaboveliterature,thispaperarguesthatregionalcompetitivenessofhumanresourcesshouldbebasedonthenumber,qualityasthepremise,structureandlayoutofreasonableassurance,increaseeffortstodevelophumanresourcesinvestment,tomeettheneedsofthedevelopmentofregionalecon