基于人力资本优势结构的人员选拔方法  

Personnel Selection Method Based on Human Capital Advantage Structure

作　　者：张莉莉[1] 赵希男[2] 乐琦[3] 

机构地区：[1]大连理工大学商学院,辽宁大连116024 [2]东北大学工商管理学院,辽宁沈阳110819 [3]江西财经大学信息管理学院,江西南昌330013

出　　处：《运筹与管理》2014年第1期218-225,共8页Operations Research and Management Science

基　　金：中国博士后基金<钢铁企业基于人力资本竞优结构的人员匹配决策方法研究>(2012M511153);国家自然科学基金<面向价值目标导引的企业战略决策方法研究>(71271048);"面向层次结构的竞优分析方法研究"(70971016);辽宁省教育厅项目<钢铁企业人-岗-设备的竞优匹配方法研究>(W2012045);辽宁科技大学人才项目<流程生产系统运行团队人力资本竞优匹配理论与方法研究>(2012RC02)

摘　　要：针对人员选拔主要依据职称、学历等人力资本外在因素确定评判标准,导致"名本"倾向,并且在方法上忽视不同人员个体内质优势结构差异,提出人员选拔方法。从重能力、重实绩、重民主、重优势出发,以实证研究为依托,构建包含能力与业绩两个维度的评价指标体系;给出人力资本优势结构的概念,构建优势结构群识别模型,提出基于优势结构的民主综合评价法。站在每位候选人的角度,兼顾每位候选人的优势,有助于提高人员选拔的公平性和科学性,体现人本理念。通过算例证明了方法的可行性和有效性。A personnel selection method is proposed to solve the name tendency： human capital evaluation and judgment criterion is with professional title and education background. The evaluation method ignores the differ- ences in advantage structure. From the employment thoughts of ＂focusing on competency＂, ＂focusing on per- formance＂, ＂ focusing on democracy＂, ＂ focusing on advantages＂, ＂ respecting individuality＂, according to empirical research, the evaluation indicator system is constructed containing competency and performance, the concept of human capital advantage structure is given, and the advantage group identification method is construc- ted. From the perspective of each candidate, each one＇ s advantage is considered. It is helpful for improving the fairness and scientific personnel selection, and the humanistic thought is reflected. The effectiveness and feasi- bility of the proposed method are illustrated by an example.

关 键 词：人力资本 内质优势结构 能绩 民主综合评价 优势与劣势 

分 类 号：F273[经济管理—企业管理]