基于优势结构识别的人力资本四位一体匹配方法  

“Four-in-one”human capital matching method based on advantage structure identification

作　　者：张莉莉[1,2] 赵希男[3] 臧义勇[3] 

机构地区：[1]辽宁科技大学工商管理学院,鞍山114051 [2]大连理工大学管理学部,大连116023 [3]东北大学工商管理学院,沈阳110819

出　　处：《系统工程理论与实践》2013年第8期2047-2056,共10页Systems Engineering-Theory & Practice

基　　金：国家自然科学基金(70971016);国家博士后科学基金(2012M511153);辽宁省教育厅基金(W2012045);辽宁省规划基金(L11BRK005)

摘　　要：传统的人岗匹配方法假设人员能力具有同质性,未能充分考虑其扬长避短的需求.本文基于人力资本内质差异,尊重人员个性优势特征,构建基于人力资本优势结构的四位一体匹配方法.按照岗位综合人力资本指标体系,从刻画人力资本优劣相对度的优势结构识别模型出发,通过对国际水准、国内水平、组织状况综合分析形成岗位人力资本理想结构;通过对自识别及他识别结果的综合分析形成人员人力资本优势结构;以优势结构差异度为切入点,构建全局最优的人岗匹配决策模型;其优点是体现以人为本及发展性,充分利用优势.通过算例表明方法的可行性和有效性.Traditional personnel-job matching methods assume that personnel capacity is homogeneous, which can not reflect the needs of adopting strengths and avoiding shortcomings. Based on the differ- ence of human capital inner quality, respecting personnel individual strength characteristics, ＂four in one＂ personnel matching method based on human capital advantage structure is constructed. According to group job comprehensive indicator system, from the starting point of human capital advantage structure identification method which can describe relative comparative degree of strengths and shortcomings, job human capital ideal structure is formed according to comprehensively considering the human capital of international level, domestic level, organizational level, personnel human capital advantage structure is formed according to comprehensively analysis of self identification and others＇ identification. Taking dif- ference degree of advantage structure as point of penetration, personnel-job matching decision is made from the point of whole optimization. The advantage of the method is reflecting ＂human oriented＂ and development, maximizing personnel advantages. The calculation example shows the feasibility and validity of the method.

关 键 词：人力资本 优势结构 四位一体 匹配决策 指派问题 

分 类 号：C931.2[经济管理—管理学] TM73[电气工程—电力系统及自动化]