人力资源指数的发布、分类与计量  

The Promulgation,Classification and Computation of Human Resource Index

作　　者：蔡宁伟[1] 张丽华[2] 

机构地区：[1]中国人民大学劳动人事学院,北京100082 [2]中国工商银行总行运行管理部,北京100140

出　　处：《上海市经济管理干部学院学报》2013年第3期9-18,共10页Journal of Shanghai Economic Management College

基　　金：国家自然科学基金"新形势下中国战略整合与动态竞争研究"的阶段性研究成果(项目号:70832003)

摘　　要：人力资源指数从研究范围上,可分为宏观和微观人力资源指数;从研究对象上,可分为总体和特定群体人力资源指数。宏观人力资源指数通常也称为劳动力市场指数,反映特定地区在一定时间范围内的劳动力供需以及工资价格的变动趋势;微观人力资源指数则是测定企业人力资源实际状况的量化指标或体系。从发布频率上,宏观人力资源指数一般多由政府或机构定期发布,微观人力资源指数一般多由公司或个人不定期发布。从研究方法上,人力资源指数也可视为衡量企业人力资源管理状况的一种工具。从计量方法上,宏观人力资源指数一般采取货币计量、模型计量的模式,如柯布一道格拉斯函数等;微观人力资源指数一般采取非货币计量、综合计量的模式,如人力资源会计的折现方法等。From the scope of study, HRI can be divided into Macro-HRI and Micro-HRI. From the objects of study, the index can be divided into general and specific groups HRI. Macro-HRI often referred to HR labor market indicators, which reflects the labor supply and demand, and the wages and prices＇ movements in specific area within a certain time; Micro-HRI is used to measure the actual state of corporate HRs＇ quantitative indicators or system. From the publising frequency, Macro-HRI is usually issued by government or research centers regularly; Micro-HRI is usually issued by companies or individuals irregularly. From a methodological view, HRI can also be used as a tool to measure a corporate HRM status. From the measurement methods, Macro-HRI often use monetary measures and measurement model ways, such as Cobb- Douglas function etc.; Micro-HRI often use non-monetary measures and comprehensive measurement model ways, such as HR accounting methods etc..

关 键 词：人力资源指数 人力资源贡献率 宏观与微观 柯布-道格拉斯函数 

分 类 号：F240[经济管理—劳动经济]