【摘要】：知識經(jīng)濟(jì)時(shí)代的到來，生產(chǎn)要素不僅僅只是資本、勞動力、機(jī)器、廠房，還包括知識。知識經(jīng)濟(jì)時(shí)代的社會，誰擁有了大批高素質(zhì)的科技，教育人才，誰就掌握了競爭中的優(yōu)勢和主動權(quán)。高校作為知識分子的聚集地，肩負(fù)著科技創(chuàng)新，提高生產(chǎn)力，，培養(yǎng)國家建設(shè)人才，增加社會財(cái)富的使命。因此，高校必須提升自己的核心競爭力，提高教學(xué)質(zhì)量，加強(qiáng)師資隊(duì)伍建設(shè)和學(xué)科建設(shè)，增強(qiáng)科學(xué)研究能力，向國際一流大學(xué)看齊。而這一切都離不開高層次創(chuàng)新型的人才，高校實(shí)施人才戰(zhàn)略，一方面要著力內(nèi)部培養(yǎng)，另一方面，必須重視人才引進(jìn)。高校人才引進(jìn)工作已經(jīng)成為高校的一個(gè)重要課題。一旦投資決策失誤，就意味著高校除了損失投資的直接或間接成本之外，還有人力資本投資的隱形成本即高校人力資本投資的機(jī)會成本。這不僅意味著高校階段性人才引進(jìn)工作的失敗，更對高校的長期發(fā)展戰(zhàn)略和高校核心競爭力產(chǎn)生重要影響，將使高校在激烈的人才競爭中處于劣勢。 由于我國高校大部分是屬于非營利性質(zhì)的事業(yè)單位，其存在的基本職能是為社會提供公共服務(wù)。高校的教育經(jīng)費(fèi)來源主要是中央財(cái)政撥款，地方財(cái)政撥款和小部分自主創(chuàng)收。人員聘用方面也是以國家制定的編制為指導(dǎo)。長期以來相較于企業(yè)高校缺乏外在壓力，高校管理者經(jīng)營意識不強(qiáng)，不利于人力資源的優(yōu)化配置，人力資源利用率不高。 因此，高校必須樹立人力資本成本—收益分析的理念，以人力資本投資風(fēng)險(xiǎn)理論為基礎(chǔ)，從經(jīng)濟(jì)學(xué)和管理學(xué)的視角重視高校人才引進(jìn)工作。本文綜合運(yùn)用文獻(xiàn)法、比較分析法和訪談法，通過查閱高校人才引進(jìn)工作的研究文獻(xiàn)，走訪高校人事部門負(fù)責(zé)人、教師，訪問高校人事處網(wǎng)站等對我國高校人才引進(jìn)工作進(jìn)行了研究，分析高校人才引進(jìn)工作中主要存在選擇風(fēng)險(xiǎn)、結(jié)構(gòu)風(fēng)險(xiǎn)、流失風(fēng)險(xiǎn)和道德風(fēng)險(xiǎn)，為了防范高校人力投資風(fēng)險(xiǎn)，本文提出首先樹立現(xiàn)代人力資源管理觀念，要從建立教師甄選機(jī)制、實(shí)行教師聘任制、實(shí)施教師培訓(xùn)與再教育、加強(qiáng)環(huán)境建設(shè)等方面創(chuàng)新人才引進(jìn)機(jī)制，構(gòu)建高校人力資本風(fēng)險(xiǎn)防范體系。
[Abstract]:In the era of knowledge economy, factors of production are not only capital, labor, machinery, factory building, but also knowledge. In the era of knowledge economy, who has a large number of high-quality science and technology, education talent, who will grasp the advantages and initiative in the competition. As a gathering place for intellectuals, colleges and universities shoulder the mission of scientific and technological innovation, improving productivity, cultivating talents for national construction and increasing social wealth. Therefore, colleges and universities must enhance their core competitiveness, improve the quality of teaching, strengthen the construction of teachers and disciplines, strengthen the ability of scientific research, and be in line with the international first-class universities. All of this can not be separated from high-level innovative talents. In implementing the talent strategy, colleges and universities should focus on the internal training, on the other hand, we must attach importance to the introduction of talents. The introduction of talents in colleges and universities has become an important subject in colleges and universities. Once the investment decision is wrong, it means that colleges and universities not only lose the direct or indirect cost of investment, but also the hidden cost of human capital investment, that is, the opportunity cost of university human capital investment. This not only means the failure of the stage talent introduction in universities, but also has an important impact on the long-term development strategy and the core competitiveness of colleges and universities, which will make colleges and universities in a disadvantage in the fierce talent competition. As most colleges and universities in China are non-profit institutions, their basic function is to provide public services for the society. The educational funds of colleges and universities are mainly from the central financial allocation, the local financial allocation and a small part of independent income-generating. Personnel recruitment is also guided by the establishment of the state. Compared with the lack of external pressure in enterprise colleges and universities for a long time, the management consciousness of university managers is not strong, which is not conducive to the optimal allocation of human resources, and the utilization rate of human resources is not high. Therefore, colleges and universities must set up the concept of cost-benefit analysis of human capital, based on the theory of human capital investment risk, from the perspective of economics and management, attach importance to the introduction of talents in colleges and universities. This article synthetically uses the literature method, the comparative analysis method and the interview method, through consulting the university talented person introduction work research literature, visits the university personnel department leader, the teacher, By visiting the website of the personnel Department of Colleges and Universities, this paper makes a study on the introduction of talents in colleges and universities in China, and analyzes that there are mainly the risk of selection, structural risk, loss risk and moral hazard in the work of talent introduction in colleges and universities, in order to guard against the risk of human investment in colleges and universities. In this paper, the author puts forward the idea of modern human resource management, including establishing teacher selection mechanism, implementing teacher appointment system, implementing teacher training and re-education, strengthening environmental construction, and so on. Constructing the risk prevention system of human capital in colleges and universities.
【學(xué)位授予單位】：中南民族大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：G647

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