【摘要】：我國普通高校不斷擴(kuò)招實(shí)現(xiàn)了跨越式發(fā)展,但其人力資源投入、利用效率卻未能及時(shí)跟上,高等教育資源的實(shí)際需求與資源稀缺性、資源利用效率之間的矛盾日趨明顯。人力資源是高等教育改革和普通高校發(fā)展的重中之重,普通高校的人力資源承擔(dān)著人才培養(yǎng)、社會(huì)服務(wù)、科學(xué)研究等功能,人力資源是高校的最重要的一種資源,其利用效率會(huì)直接影響到高校的效益,而高校的發(fā)展也直接關(guān)乎到經(jīng)濟(jì)的發(fā)展,如何合理優(yōu)化人力資源利用效率是發(fā)展高等教育的核心問題。對普通高校人力資源利用效率進(jìn)行評價(jià)可以促使高校在保證教育質(zhì)量的前提下,減少人力投入、提高產(chǎn)出效率,通過對普通高校核心資源的合理配置來進(jìn)一步提高辦學(xué)效益。本文先梳理了國內(nèi)外關(guān)于高校資源配置情況的研究成果,詳實(shí)論述了人力資本理論、高校人力資源配置理論、邊際效益原理和帕累托原理,并闡明這些理論在高校人力資源利用效率研究中的應(yīng)用,為論文的研究打下理論基礎(chǔ)。隨后,介紹了DEA評價(jià)方法、幾種測量模型和Tobit計(jì)量模型的基本模型以及在本論文中的應(yīng)用等。從經(jīng)濟(jì)學(xué)的視角,運(yùn)用DEA評價(jià)方法、基于DEA的CCR和BBC模型、構(gòu)建普通高校人力資源利用效率評價(jià)指標(biāo)體系,將全國31個(gè)省區(qū)2004年到2010年的面板數(shù)據(jù)進(jìn)行對比研究,從人才產(chǎn)出、社會(huì)服務(wù)、科學(xué)研究三個(gè)產(chǎn)出方面對普通高校人力資源利用效率進(jìn)行評價(jià),得到31個(gè)省區(qū)普通高校人力資源投入的綜合效率值、純技術(shù)效率值和規(guī)模效率值。發(fā)現(xiàn)總體上來說,我國普通高校人力資源利用效率的綜合效率呈遞增趨勢,純技術(shù)效率均值進(jìn)步明顯,但規(guī)模效率均值則無顯著提升。截止2010年,普通高校人力資源利用綜合效率值達(dá)到DEA有效的共計(jì)有12個(gè)省區(qū),占38.71%。但也有如福建省、貴州省、湖南省、吉林省、內(nèi)蒙古自治區(qū)等地區(qū)的綜合效率值在2004-2010年間綜合效率值起伏不定。接著,對福建省、貴州省、內(nèi)蒙古自治區(qū)三個(gè)省份的普通高校人力資源利用效率進(jìn)行具體分析�；谄胀ǜ咝Ｈ肆Y源的綜合效率值,提出影響普通高校人力資源利用效率的因素的五個(gè)假設(shè),運(yùn)用Tobit模型進(jìn)行回歸分析,得出：各個(gè)省區(qū)普通高校的教育事業(yè)性經(jīng)費(fèi)中工資福利支出、生均教育經(jīng)費(fèi)、專任教師占比以及RD人員全時(shí)當(dāng)量對其省區(qū)的普通高校人力資源利用效率有顯著正向影響�；谡撐牡膶�(shí)證分析結(jié)果,提出如下對策：完善更新普通高校人力資源配置機(jī)制、優(yōu)化普通高校人力資源隊(duì)伍水平、加大對普通高校的資金投入、促進(jìn)高校師資流通、盤活高校人力資源、加大在科學(xué)研究方面的人力資源投入、根據(jù)社會(huì)經(jīng)濟(jì)發(fā)展需要來合理調(diào)整專業(yè)結(jié)構(gòu)。
[Abstract]:The enrollment expansion of colleges and universities in our country has achieved leap-forward development, but its human resource input and utilization efficiency have not kept up with each other in time. The contradiction between the actual demand of higher education resources and the scarcity of resources and the efficiency of resource utilization is becoming more and more obvious. Human resources are the most important part of the reform of higher education and the development of colleges and universities. The human resources of colleges and universities assume the functions of talent training, social service, scientific research and so on. Human resources are the most important resources of colleges and universities. Its utilization efficiency will directly affect the efficiency of colleges and universities, and the development of colleges and universities is also directly related to the economic development. How to optimize the utilization efficiency of human resources is the core problem in the development of higher education. The evaluation of the utilization efficiency of human resources in colleges and universities can promote colleges and universities to reduce manpower input and improve the efficiency of output under the premise of ensuring the quality of education, and to further improve the efficiency of running schools through the rational allocation of core resources in colleges and universities. This article first combs the domestic and foreign research results about the university resources allocation situation, elaborated the human capital theory, the university human resources allocation theory, the marginal benefit principle and the Pareto principle, in detail elaborated the human capital theory, the university human resources allocation theory, The application of these theories in the study of the utilization efficiency of human resources in colleges and universities is expounded, which lays a theoretical foundation for the research of this paper. Then, the evaluation methods of DEA, the basic models of several measurement models and Tobit metrological models and their applications in this paper are introduced. From the perspective of economics, using the DEA evaluation method, based on the CCR and BBC model of DEA, this paper constructs the evaluation index system of the efficiency of human resources utilization in colleges and universities, and compares the panel data of 31 provinces and regions from 2004 to 2010. This paper evaluates the utilization efficiency of human resources in colleges and universities in three aspects of social service and scientific research, and obtains the comprehensive efficiency value, pure technical efficiency value and scale efficiency value of human resource input in 31 provinces and regions. It is found that the overall efficiency of human resources utilization in colleges and universities in China shows an increasing trend, the average of pure technical efficiency has improved obviously, but the average of scale efficiency has not improved significantly. Up to 2010, there are 12 provinces and districts in which the comprehensive efficiency of human resources utilization in colleges and universities has reached DEA efficiency, accounting for 38.71%. However, the comprehensive efficiency values of Fujian Province, Guizhou Province, Hunan Province, Jilin Province and Inner Mongolia Autonomous region fluctuate from 2004 to 2010. Then, it analyzes the efficiency of human resource utilization in three provinces of Fujian Province, Guizhou Province and Inner Mongolia Autonomous region. Based on the comprehensive efficiency of human resources in colleges and universities, this paper puts forward five hypotheses that affect the utilization efficiency of human resources in colleges and universities, and uses Tobit model to carry out regression analysis. It is concluded that the expenditure of salary and welfare, the proportion of full-time teachers, the proportion of full-time teachers and the full-time equivalent of RD have a significant positive effect on the utilization efficiency of human resources in colleges and universities in various provinces and autonomous regions. Based on the results of empirical analysis in this paper, the following countermeasures are put forward: to perfect and update the human resource allocation mechanism of colleges and universities, to optimize the level of human resources in colleges and universities, to increase the capital input to colleges and universities, and to promote the circulation of teachers in colleges and universities. Invigorate the human resources of colleges and universities, increase the input of human resources in scientific research, and adjust the professional structure reasonably according to the needs of social and economic development.
【學(xué)位授予單位】：安徽農(nóng)業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：G647.2

【相似文獻(xiàn)】

相關(guān)期刊論文 前10條

1 龔向明;論知識(shí)經(jīng)濟(jì)條件下高校人力資源的開發(fā)[J];湖南教育學(xué)院學(xué)報(bào);2001年06期

2 陳侖;淺議21世紀(jì)高校人力資源的開發(fā)與管理[J];南京廣播電視大學(xué)學(xué)報(bào);2001年03期

3 楊曉龍;淺論高校人力資源的開發(fā)與管理[J];佳木斯大學(xué)社會(huì)科學(xué)學(xué)報(bào);2002年06期

4 柳清秀;論高校人力資源的特征[J];沈陽師范學(xué)院學(xué)報(bào)(社會(huì)科學(xué)版);2002年04期

5 余慧星;世紀(jì)之初高校人力資源的開發(fā)與利用探微[J];長沙鐵道學(xué)院學(xué)報(bào)(社會(huì)科學(xué)版);2002年04期

6 蔡曉星,陳新忠;略論高校人力資源重組[J];煤炭經(jīng)濟(jì)研究;2002年02期

7 周建軍,傅錦彬;論高校人力資源流動(dòng)信息機(jī)制的建設(shè)[J];浙江統(tǒng)計(jì);2003年10期

8 賀啟印,夏青,路蘋;高校人力資源的合理配置[J];技術(shù)經(jīng)濟(jì);2004年03期

9 李先武,羅先良;高校人力資源開發(fā)淺論[J];黑龍江高教研究;2004年06期

10 徐宏波;強(qiáng)化高校人力資源管理探討[J];武漢理工大學(xué)學(xué)報(bào)(信息與管理工程版);2004年04期

相關(guān)會(huì)議論文 前6條

1 彭延嶺;;從人的全面發(fā)展看高校人力資源管理[A];高教科研2006（下冊：專題研究）[C];2006年

2 韓秀如;;科研與高校人力資源的開發(fā)[A];首屆"華星杯"新世紀(jì)人力資源開發(fā)優(yōu)秀論文評選[C];2004年

3 梁彥;陳平水;;山西省普通高校人力資源利用效率實(shí)證研究[A];2005年中國教育經(jīng)濟(jì)學(xué)年會(huì)會(huì)議論文集[C];2005年

4 孫剛成;;內(nèi)聘金 外聘銀——我國高校人力資源的招聘途徑探討[A];2006年中國教育經(jīng)濟(jì)學(xué)年會(huì)會(huì)議論文集[C];2006年

5 陳思先;;淺議高校人力資源管理中的倫理問題[A];湖北省行政管理學(xué)會(huì)2007年年會(huì)論文集[C];2007年

6 王俊豐;;知識(shí)經(jīng)濟(jì)時(shí)代高校人力資源管理機(jī)制創(chuàng)新的探索與研究[A];高教改革研究與實(shí)踐（下冊）——黑龍江省高等教育學(xué)會(huì)2003年學(xué)術(shù)年會(huì)論文集[C];2003年

相關(guān)重要報(bào)紙文章 前1條

1 黑龍江大學(xué)社會(huì)科學(xué)處 李洪波;職業(yè)自我效能感提升高校人力資源管理績效[N];中國社會(huì)科學(xué)報(bào);2014年

相關(guān)碩士學(xué)位論文 前10條

1 周清;公辦高校人力資源戰(zhàn)略管理研究[D];中南大學(xué);2007年

2 李越恒;高校人力資源的優(yōu)化配置研究[D];中南大學(xué);2004年

3 梁進(jìn);我國高校人力資源成本管理研究[D];華東師范大學(xué);2004年

4 陳小燕;高校人力資源模糊管理研究[D];福建師范大學(xué);2010年

5 杜丹丹;基于多維人性利害分析的高校人力資源調(diào)控研究[D];燕山大學(xué);2015年

6 丁文惠;基于DEA-Tobit兩步法的普通高校人力資源利用效率研究[D];安徽農(nóng)業(yè)大學(xué);2014年

7 李玉蓉;高等學(xué)校人力資源激勵(lì)機(jī)制研究[D];山東大學(xué);2008年

8 甘濤;基于薪酬激勵(lì)視角的高校人力資源價(jià)值計(jì)量模型構(gòu)建[D];武漢理工大學(xué);2008年

9 史容;我國高校人力資源配置優(yōu)化和效率評價(jià)研究[D];天津大學(xué);2008年

10 王丹丹;我國高校人力資源管理研究[D];西安建筑科技大學(xué);2009年

，

本文編號(hào)：2338959