人才结构、流动性与中小型企业转型升级: 以深圳龙岗为例

Talent structure, liquidity and development of transformation and upgrading small and medium-sized enterprise in Shenzhen

摘要:

基于当前珠三角地区中小型企业转型升级中人才瓶颈问题，从企业角度分析人才结构特征与不同类型人才流动性特征，根据Price-Mueller原理构建影响人才流动因素模型，使用分类Logistic计量分析模型，从概率风险比率角度分析不同类型人才流动性影响因素、人才开发模式及其与企业转型升级关系。结论显示，当前珠三角地区中小转型升级企业人才结构和不同类型人才流动性对企业转型升级影响程度不同，管理类人才最大，技术技能型人才最小。企业需根据自身人才结构特点采用不同的人才开发模式引进人才、留住人才，防止人才频繁流动，并以此提升人才结构模式从人才供应角度保证企业转型升级顺利进行。

Abstract:

Based on the current talent bottleneck problems in the transformation and upgrade of small and medium-sized enterprises in the Pearl River Delta-, in order to analyze the talent structure and the types of talent liquidity characteristics from the enterprise perspective, the research built different talent flow influence factors according to the principle of Price-Mueller employee turnover model. The liquidity factors of different types talent , the talent development modes and the relationship between modes and the enterprise transformation and upgrade of the enterprises were analyzed from the angle of risk ratio using multi-classification Logistic econometric analysis model. The results showed that the current mode of talent structure and the different types of talent liquidity had different impactions on the transformation and upgrade of small and medium-sized enterprise in the Pearl River Delta. The impaction of management talent was the largest and technical skilled talents were the smallest. The enterprises should recruit and retain talents with different talent development mode according to their own talent structure features. With the improvement of personnel structure mode, the talent liquidity is alleviated, which assurance the smoothly transform and upgrade from the perspective of talent supply.