The Research On Human Resources Development In Farmer Professional Cooperative

Farmer professional cooperative is the popularization and application of the world's co-operative system in agricultural production and management,which has become an effective organization response to the fierce market competition,improve economic status,to develop the rural democracy,promote solidarity and neighborhood friendliness by the peasants,and has been valued by governments as a very important industrial organization in modern agricultural construction. farmer professional cooperative in China started late,but had the high starting point,has played an important role in the innovation of agricultural management systems and mechanisms,building modern agriculture,increasing farmers income. At the same time,we should also see that People understand it not impressive enough because it appears not a long time. There are also a lot of problems in the development process,of which the key factors constraining the development of cooperatives is human resources development and management of co-operative.According to "Farmers Professional Cooperatives Act," provides 80% of cooperative members are the farmers,20% can be enterprises,institutions,natural persons and so on. Therefore,how to develop and manage the farmers,and also give full play to advantages and enthusiasm of the others,became a major problem after farmer professional cooperative get the legal status.Through human capital theory,human resource development theory,team theory and other theories,this paper classified the right human resources in farmer professional cooperative,analyzed the total characteristics and structural features of current human resources in farmers cooperatives. Human resource development in farmers cooperatives is farmer's investment in human capital development in essence. The development subject is the government and cooperatives. The Government's development ways include basic education,vocational education and training,as well as health and health care.By summing up the successful experiences in developed countries,we found that the development of human resources of the farmers has government failure. Based on game theory , co-operatives through the establishment interests linking mechanism with entrepreneurs,leading enterprises,scientific and technological personnel,introduce them in the co-operatives.In this way,eventually building a farmers cooperative team of human capital which entrepreneurs is the core,all kinds of management and technical personnel as the backbone,practical people as basement in human capital team,train and incentive the human capital team of farmers cooperative, to achieve sustained and rapid development and growth of farmers professional cooperative. Therefore,this paper may have the three innovations as follows: First,the establishment of a interests linking mechanism could resolve talents introduction in the human resource development of farmers professional cooperatives; Second,be the first to propose the structure model of human capital team in farmers professional cooperatives; third , propose firstly to set up "cooperative economy" of teach-oneself exam,lay professional talent pipeline for cooperatives.Full-text is divided into eight chapters,content and basic ideas of each chapter research are briefly described below:The first chapter is introduction. This chapter describes the background,the study purpose and meaning,domestic and foreign research of the topics. We also elaborated ideas and methods of this research,formed the basic framework and the possible innovation.Chapter II is the theoretical basis. This chapter mainly studies human capital theory,human resource development theory,team theory which are the three basic theories for human resources development of the farmers professional cooperative. The revelation of human capital theory and human resource development theory is to increase investment efforts in human capital development in rural areas,focusing on the use of human capital,and teamwork; the development process of human capital theory and human resource development theory also is the development process of the theory of rural human resources development in fact; team theory that should be set up and create real,efficient team,and effectively improve organizational performance and to promote the development of organization members.Chapter III is to empirical research of Shaanxi Province. First described the development of cooperatives,then is empirical research on the needs and wishes of farmers in cooperatives,and pointed out the effectiveness and faced problems in cooperatives. Secondly,based on data of Shaanxi Province,analyzed the total and structure characteristics of rural human resources. Finally found the one important factor which restricting development farmers professional cooperative.The fourth is the successful experience of the major developed countries in the rural human resource development,as well as variety of human capital teams of foreign farmers professional cooperative. This chapter concludes rural human resource development experience and practice of Japan,Germany and the United States,focusing on their operation and summarizes the experiences of its success,as take examples by the country's rural human resources development and cooperative team.Chapter V is human resources development of Government-led farmers professional cooperative. This chapter analyzed three main ways of rural human resource development by the government,including rural basic education,rural vocational and technical education and training,and health care,we found many problems of rural human resource development,especially the government failure. China's rural human capital accumulation is in a state of backwardness. Therefore,we must regulate government action to increase government investment in rural human resources development,and distribution of professional quality human resources for farmers cooperatives.Chapter VI is the interest linkage mechanism of human resource development of farmers professional cooperatives. The interest of linkage mechanism is actually the farmers cooperatives and related subjects,such as farmers entrepreneurs,leading enterprises and scientific and technological talents linked the game network. Were analyzed benefits,risks and significance of linkage between cooperatives and entrepreneurs,leading business and technology professionals , and the establishment the corresponding interests bonding mechanisms,in order to achieve external quality human resources within the introduction cooperatives,optimize the cooperative structure of human resources,strengthen cooperative. Chapter VII is building and management of farmers cooperatives human capital team. This chapter divided rural human resources into professional farmers and industry farmers,which laid the foundation for rural human resource classification training,skills for identification and other activities,but also made the farmers professional cooperatives as part of organizational system,in accordance with corporate human resources management model. Through nurture and encourage of cooperatives entrepreneurs, all kinds of business management and technical personnel and practical talents,the ultimately build cooperative human capital model. This is the ultimate end result of farmers cooperative human resources development,but also brings the advantages of team strength,to achieve the ultimate goal of development and growth of cooperatives.Chapter VIII is conclusions and prospects. By studying we draw some conclusions and recommendations for the future trends in the development of cooperatives and further research directions.