大數據技術在人力資源開發服務中的應用研究

在我國“十三五”規劃綱要中，明確提到提高服務行業的專業性技術含量，將發展速度、價值提升，提高經濟和社會運行效率，納入管理發展要求，人力資源服務行業作為服務業的重要部分，獲得了國家及相關部門的重點政策支持和引導。根據人社部最新統計顯示，截至2020年底，人力資源服務企業在我國共計有4.58萬家，產業整體營收規模逾2萬億元，當年內共有2.9億人次勞動者、4,983萬家次企業或單位，通過人力資源服務行業得到相應的人力資源開發及管理的支援及發展。人力資源開發作為人力資源服務中重要部分，指導及支援著企業的人力資源管理落地，有越來越多的企業通過人力資源開發服務獲益。在分析我國人力資源開發服務的發展現狀及問題時，我們發現由於現有人力資源開發服務產品無法準確理解企業的人力資源開發需求，導致相比我國的企業總數來看，獲得人力資源開發服務的企業數仍然占比很小。我國人力資源開發服務企業受限於較高的服務成本，故服務定價較高，導致中小微企業無法承擔人力資源開發服務的成本。由於建立完善人力資源開發體系提對企業過往經驗、成熟實踐理論的要求較高，企業在人力資源開發方面的需求朝著綜合化的方向發展，這也給現有人力資源開發服務提出了更嚴格的要求。這就給新興技術，如大數據技術在人力資源開發服務中應用提供了巨大的空間。筆者作為人力資源服務行業從業者，目睹並親身參與了大數據技術在人力資源開發領域的應用，通過走訪行業內部分人力資源開發服務企業，訪談部分大數據技術結合人力資源開發產品的專案負責人等，看到了大數據技術通過對企業人力資源開發需求的精準理解，説明人力資源開發服務企業更深入理解企業在人力資源開發方面的需求，並通過大數據技術增強了服務能力，降低服務成本，能覆蓋中小微企業的需求，同時大數據技術能夠為企業提供綜合化人力資源開發產品。在研究大數據技術提升人力資源開發服務能力的同時，我們也發現目前人力資源開發服務面臨著行業資訊壁壘，資料量及資料維度不足以滿足人力資源開發產品需求的問題。同時目前存在的個人資訊保護措施不完善等現實問題，也制約著大數據技術在人力資源開發服務中的應用。為研究這些問題，本文通過走訪討論研究，分析通過引入大數據技術，建立跨區域、跨城市、跨行業的智慧人力資源開發大數據平臺，在解決大數據技術在人力資源開發服務應用中的問題同時，幫助政府有關部門完成對貧困地區的人力資源開發，從而完成精準化扶貧的時間價值。並研究通過對人力資源開發的長期運作，增加智慧人力大數據平臺在更廣闊範圍內的應用的實踐案例，以指導人力資源開發服務的進一步發展。

關鍵字

人力資源；人力資源開發服務；大數據；創新；解決方案；大數據平臺；扶貧

並列摘要

In the outline of China's 13th five-year plan, it is clearly mentioned to improve the professional and technical content of the service industry, improve the development speed and value, and improve the economic and social operation efficiency into the management and development requirements. As an important part of the service industry, the human resources service industry has won the key policy support and guidance of the state and relevant departments. According to the latest statistics of the Ministry of human resources and social security, by the end of 2020, there were 45800 human resources service enterprises in China, and the overall revenue of the industry exceeded 2 trillion yuan. In that year, there were 290 million workers and 49.83 million sub enterprises or units, which received the corresponding support and development of human resources development and management through the human resources service industry. As an important part of human resource services, human resource development guides and supports the implementation of enterprise human resource management. More and more enterprises benefit from human resource development services. When analyzing the development status and problems of human resource development services in China, we find that the number of enterprises receiving human resource development services is still very small compared with the total number of enterprises in China because the existing human resource development service products can not accurately understand the human resource development needs of enterprises. China's small and medium-sized enterprises are unable to bear the high service cost due to the high service cost of human resources development. Since the establishment and improvement of the human resource development system requires higher requirements for the experience and mature practical theory of enterprises, the demand of enterprises in human resource development is developing in the direction of integration, which also puts forward stricter requirements for the existing human resource development services. This provides a huge space for the application of emerging technologies, such as big data technology, in human resources development services. As a practitioner in the human resources service industry, the author witnessed and personally participated in the application of big data technology in the field of human resources development. By visiting sub human resources development service enterprises in the industry and interviewing some project leaders of big data technology combined with human resources development products, the author saw that big data technology can accurately understand the human resources development needs of enterprises, Help human resources development service enterprises have a deeper understanding of the needs of enterprises in human resources development, enhance the service capacity and reduce the service cost through big data technology, which can cover the needs of small, medium-sized and micro enterprises. At the same time, big data technology can provide enterprises with comprehensive human resources development products. While studying big data technology to improve the ability of human resource development services, we also found that at present, human resource development services are facing industry information barriers, and the amount and dimension of data are insufficient to meet the needs of human resource development products. At the same time, the current practical problems such as imperfect personal information protection measures also restrict the application of big data technology in human resource development services. In order to study these problems, through visits, discussion and research, this paper analyzes the time value of introducing big data technology to establish a smart human resources development big data platform across regions, cities, and industries. While solving the problems of the application of big data technology in human resources development services, it also helps relevant government departments to complete the human resources development in poor areas, to complete the targeted poverty alleviation. Through the long-term operation of human resources development, it also studies the practical cases of increasing the application of smart human big data platform in a wider range, to guide the further development of human resources development services.