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An Index To Qualify Human Resources Of An Enterprises Cluster

An Index To Qualify Human Resources Of An Enterprises Cluster. Institute of Science Studies and S&T Management. LIU Yu, DING Kun. MY PAPER ----Introduction. 1. Introduction.

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An Index To Qualify Human Resources Of An Enterprises Cluster

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  1. An Index To Qualify Human Resources Of An Enterprises Cluster Institute of Science Studies and S&T Management LIU Yu, DING Kun

  2. MY PAPER ----Introduction 1.Introduction • l-index: inspired by h-index and g-index, it can be used to simultaneously quantify and qualify human resources distribution of a set of enterprises sharing one or more identities like major industries, or enterprises’ attributions. Combining the bibliometrics’ thinking and approaches with the studies on enterprises, l-index may make traditional bibliometrics’ thinking be of more practical significance in enterprises research and contribute to the development of cross-disciplines. 2.Reference • h- and g-index: are indexes that quantify and qualify scientific indicators or outputs such as authors, patents, publications journals, institutions and groups. The former was firstly proposed by Hirsch (2005) and the latter by Egghe (2006) respectively, and both them gained development theoretically and empirically in scientometrics field.

  3. 三、MY PAPER ----Theoretically and practically definitions 1.Definition • In a set of enterprises sharing one or more identities, if at least x% ones of all meet a condition that each of them owns a certain type of staffs by x% or larger, the l-index for this type of staffs of the enterprises' set equal to x. • NOTE we focus on a set of enterprises rather than a single one. Anyone of them should be of some same identities like major industries with each other. 2. 11 l-indexes • l1-l11: corresponding to t1-t11. l1-l11 are exploited to evaluating the overall HRD in a set of enterprises rather than in individual. • t1-t11: 11 staffs types of enterprises • FOR EXAMPLE, if there are no less than 60 out of 100 software R&D enterprises, the ratio of researchers for all the 60 ones is 60% or larger, then the value of the researcher l-index of these 100 software R&D enterprises is equal to 60, i.e. l2 of these 100 software R&D enterprises is equal to 60.

  4. 三、MY PAPER ----Data 1. Original data • Types of Staffs: 11 (35657) • t1-t11sequentially represent foreign experts, researchers, managers, other function staffs, staffs with PhD degree, staffs with master degree, staffs with bachelor degree, staffs with degree below bachelor, staffs with senior professional title, staffs with medium-degree professional title, and staffs with junior professional title. • Types of enterprises: 1/7/6/9 • 1 represents all the 256 Dalian enterprises (ALL); 7 represents 7 types of enterprises classified by their attribution (A1-A7); 6 represents 6 types of enterprises classified by their certification (C1-C6); 9 represents 9 types of enterprises classified by their major industries (I1-I9). 2. Empirical data • Samples: 23 (ALL, A1-A7, C1-C6, I1-I9) • Each sample contains 11 types of staffs representing unique human resources distribution in the corresponding enterprises cluster.

  5. 三、MY PAPER ----Feasibility analysis (1) 1. 3 variables • Var 1--general proportion • the proportion that all the staffs of the type account for of whole population • Var 2--the average proportion • mean value of the proportions that the staffs of the type account for of every population • Var 3--the l-index • populations l-index for the staffs of the type

  6. 三、MY PAPER ----Feasibility analysis (2) 2. Methods, processes and results • Correlation analysis • --each one of the 3 variables was significantly related to another with values all close to 1; • --Var3 was more related to Var2. • SUPPORTING THAT (1) l-indexes can surely replace traditional evaluating indicators, and that (2) Var3 can be represented by Var2 better than by Var1, implying Var3 can precisely reflect the average level of HRD rather than roughly represent an approximate value. • Comparing variances • --variance of Var2-3 couple was generally smaller than that of Var1-3 couple for most staffs' types • SUPPORTING l-indexes are of credibility.

  7. 三、MY PAPER ----Empirical studies and conclusions (1) 1. An overview of HRD by l-indexes

  8. 三、MY PAPER ----Empirical studies and conclusions (2) 2. Testing hypothesizes • 5 hypothesizes about HRD regulations: • (1) T2 are much more than any other while T3 are to the contrary; • (2) T7 occupy the major status accompanying with smaller but stable T5 and T6 proportions; • (3) T1, T2 and T3 are generally better educated than T4; • (4) the grades of professional titles are positively related to the educational background; • (5) staffs with professional titles are not commonly distributing in any enterprises type. They were once proved by Var1 and Var2 and testified again by l-indexes. 3. Maximum independent group of l-matrix • l-matrix was consist of 23 vectors, each of which was further consist of 11 l-indexes’ values, and the matrix rank was equal to 11 • SUPPORTING that the 11 l-indexes consist of the maximum independent group of the matrix, and can totally represent HRD.

  9. Thank you for your attention!

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