我国高校人力资源配置过程的博弈分析

【作者】 应飚；

【导师】 陈劲；

【作者基本信息】 浙江大学 ， 管理科学与工程， 2003， 硕士

【摘要】 本文从知识经济的客观规律、中国教育与人力资源发展的现状以及中国高校奔世界一流大学的目标入手，分析了师资在建设一流大学目标中的重要作用和意义，同时分析了我国在师资建设上与世界一流大学的差距以及造成差距的主要原因，并在此基础上提出了高校建设一流师资队伍的突破口是引入先进的人力资源管理理念和体系来改造我国高校传统的人事管理体制。 本文认为高校人力资源管理制度的形成是一个渐进的演进博弈过程，为了建立一种能使学校、学科和教师之间形成互动的、有利于均衡达成的体制，本文设想提出两种互动机制：基于目标管理的全员参与岗位设置机制和基于岗位设置参与过程的职业生涯设计机制。同时提出岗位聘任制实施过程中的三种互动模式：采取有效目标管理机制、科学互动设岗、实施动态职业生涯设计。 本文引入博弈论的思想和模型，初步分析了高校人力资源配置过程的若干方面问题，建立了高校人力资源配置过程中的几个博弈模型：高校人力资源管理制度变迁的演进博弈模型、高校人才招聘策略的博弈模型、高校师资劳动力产权化过程的演进博弈模型、高校教师个体利益和组织利益博弈模型、高校引进人才和培养人才投资效益的博弈模型。 本文以浙江大学人事管理体制为实例，运用所建模型，分析了浙江大学以岗位聘任制为核心的人力资源管理体制建立的原理和存在的缺陷，并提出构建更加科学合理的筛选机制的一些改进措施：制定清晰明确的、在学科团队和教师个人业绩之间具有不同侧重点的岗位职责；实行“弹性任期”制；实行科学的严格合理的、团队考核与个人考核相结合的、任期中考核与任期满考核相结合的考核制度。更多还原

【Abstract】 From angles of the objective principle about the economy based on knowledge, the present situation of Chinese Education and Human Resource Development, and the goal of Chinese universities pursuing the first-class ones in the world, the thesis analyses the importance of the faculty to establish world top-ranking university, compares the gap of faculty between Chinese universities and the first-class universities in the world, also analyses the main reason for the gap. Above those, the author proposes that the key to build highly qualified faculties is to introduce advanced concept and system of Human Resource Management (HRM), so that to reform the traditional Personnel Management system in universities of China.It is argued in this thesis that the formation of university HRM systems is an evolving game process. In order to establish a equilibrium system conducive to interaction between university, school and faculties, the thesis plans to provide two interactive mechanisms, Position-Setting-Mechanism management by objectives (MBO) based on all staff participation and Career-Planning-Mechanism based on position setting process participation. Meanwhile, to provide three interactive models including the implementation process of position appointment system, adoption of effective MBO system, scientific job design by interaction, implementation of dynamic career design.By introducing the game concept and model, this thesis gives a preliminary analysis on several problems of the human resource allocation process in colleges, establishes several game models of the allocation process, such as the Game-Model of the human resource system change evolution in colleges, Game-Model of the college talents recruitment strategy, Game-Model of the process on staffs’ property rights of human capital, Game-Model of interests between the individual faculty and the organizations, Game-Model of the investment return of introducing talents and developing talents.Putting Zhejiang University personnel management system as an example and using the above models, the thesis analyses the principles and limitations of the establishment of the human resource management system in Zhejiang University which is based on the position appointment system, and put forward improvement measures to build more scientific and sound selection mechanism: establishing clear post duties with different emphasis on discipline team performance and the faculties’ individual performance; implementing flexible tenure system; undertaking scientific and strict appraisal system which puts team appraisal together with individual appraisal, appraisal during the tenure together with appraisal by the tenure.更多还原