双一流背景下人力资源开发与大学竞争力提升的模式分析
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摘要
人才和智力的开发及国际竞争力的提高是"双一流"建设相辅相成的技术路线。人力资源开发的战略意义在于为提升一国的综合国力和大学竞争力提供有效阶梯。依据人才开发驱动系统的差异性对人力资源开发战略论的四类模式即资源驱动模式、数据驱动模式、综合驱动模式、人力资本驱动模式进行理论分析。进而参照著名的世界大学排名系统,对一流大学的临界质量进行理论上的探索,对大学竞争力提升的两类模式——资源驱动模式及综合驱动模式进行重点归纳和分析。
The cultivation of talents and their intelligence, as well as the promotion of international competitiveness, is the supportive technical complementation to the "Double First-rate Construction". The strategic value of HR (human resource) development lies in its function in promoting a nation's comprehensive strength and the competitiveness of its universities. In accordance to the diversity of drive system of talent cultivation, four patterns of HR development strategy, namely the driving patterns of resource, data, comprehensiveness and HR capital, are theoretically analyzed in this paper. Besides, the quality of the first-class universities is studied in theory with the reference to the well-known ranking system for world universities. On this basis, two patterns of promoting the competitiveness of universities, to be specific, the pattern of resource drive and that of comprehensiveness, are focused in the analysis.
The cultivation of talents and their intelligence, as well as the promotion of international competitiveness, is the supportive technical complementation to the "Double First-rate Construction". The strategic value of HR (human resource) development lies in its function in promoting a nation's comprehensive strength and the competitiveness of its universities. In accordance to the diversity of drive system of talent cultivation, four patterns of HR development strategy, namely the driving patterns of resource, data, comprehensiveness and HR capital, are theoretically analyzed in this paper. Besides, the quality of the first-class universities is studied in theory with the reference to the well-known ranking system for world universities. On this basis, two patterns of promoting the competitiveness of universities, to be specific, the pattern of resource drive and that of comprehensiveness, are focused in the analysis.
引文
[1]赵春燕,等.世界R&D人力资源动态发展研究[J].科技管理研究,2007,(8):221.
[2]朱华,等.智力资本理论——人力资本在知识经济时代的新发展[J].武汉大学学报(哲学社科版),2009,(5):673.
[3](美)杰克·爱德华兹,等.人力资源项目评估手册[M].刘云龙,译.北京:中央编译出版社,2007:3.
[4]张丽.科教兴国视域中人力资源强市发展研究[M].天津:天津教育出版社,2015:62.
[5]世界银行.政府治理、投资环境与和谐社会:中国120个城市竞争力的提升[M].北京:中国财政经济出版社,2007.
[6]李雪飞.美国研究型大学竞争力发展策略研究[M].北京:科学出版社,2016:32.
(1)人力资源开发模式这一部分的研究是笔者在广泛参阅相关文献的基础上,对相关流派和思想进行概括和整合而成,进而提供了一个相关人力资源开发的研究成果的连续系列,其呈现的信息和数据主要来源参阅了如下的文献:(美)斯旺森,(美)霍尔顿.人力资源开发[M].北京:清华大学出版社,2008.另,赵曙明.人力资源管理研究[M].北京:中国人民大学出版社,2001.
(2)数据来源:刘瑞儒,等.统筹推进世界一流学科实施路线图——基于世界一流学科评价指标[J].教育发展研究,2016,(21):2-3.另,邱均平,等.2015-2016世界一流大学及学科竞争力评价报告[R].北京:科学出版社,2015:4-6.
(3)数据详见表1:全球最具影响力的世界大学排名指标体系及权重.
[2]朱华,等.智力资本理论——人力资本在知识经济时代的新发展[J].武汉大学学报(哲学社科版),2009,(5):673.
[3](美)杰克·爱德华兹,等.人力资源项目评估手册[M].刘云龙,译.北京:中央编译出版社,2007:3.
[4]张丽.科教兴国视域中人力资源强市发展研究[M].天津:天津教育出版社,2015:62.
[5]世界银行.政府治理、投资环境与和谐社会:中国120个城市竞争力的提升[M].北京:中国财政经济出版社,2007.
[6]李雪飞.美国研究型大学竞争力发展策略研究[M].北京:科学出版社,2016:32.
(1)人力资源开发模式这一部分的研究是笔者在广泛参阅相关文献的基础上,对相关流派和思想进行概括和整合而成,进而提供了一个相关人力资源开发的研究成果的连续系列,其呈现的信息和数据主要来源参阅了如下的文献:(美)斯旺森,(美)霍尔顿.人力资源开发[M].北京:清华大学出版社,2008.另,赵曙明.人力资源管理研究[M].北京:中国人民大学出版社,2001.
(2)数据来源:刘瑞儒,等.统筹推进世界一流学科实施路线图——基于世界一流学科评价指标[J].教育发展研究,2016,(21):2-3.另,邱均平,等.2015-2016世界一流大学及学科竞争力评价报告[R].北京:科学出版社,2015:4-6.
(3)数据详见表1:全球最具影响力的世界大学排名指标体系及权重.