Research On Game Behaviors And Evolutionary Model Of HRD’s Multi-subjects

As human resource has become the core element of the economic development in the era of knowledge economy, human resource development (HRD) also has got more attention of scholars, enterprises and governments. Especially, recent China put forward a series of strategies in order to achieve the economic transition and sustainable development, such as the strategy of developing strategic emerging industries. HRD is the most important way to solve the problem of talent and then obtain the endogenous competitive power. As an emerging intercrossed and applied discipline, there are many differences in the theories and practices of HRD, which provide the valuable research problems for the scholars. Enterprises, governments and universities are the three core subjects of HRD, and previous studies tended to focus on single one of them—training or educating, macro or micro. Although they are generally independent of each other, all of them become a social complex system and are interrelated and interact on each other. The multi-subjects of HRD, mainliy including governments, universities and enterprises, should be integrated, and the cooperation among HRD’s multi-subjects is the approach to achieve HRD’s win-win objects. This paper discusses the theories and practices of each HRD subject, uses agent-based modeling method to explore the game behaviors among multi subjects, then analyzes the evolutionary model of cooperation. The purposes of this research lie in trying to open the Black Box of HRD multi-subjects cooperation mechanism, then explain the realistic dilemma in HRD field and put forward the suggestions.This paper consists of6chapters, and the main contents as following:Chapter1makes a brief introduction about the whole research. Firstly introducing the background and reasons of this research, this part identifies the key concepts and objects of the research. The framework and research methods are also clarified in this part.Chapter2reviews the literatures and proposes the question. Combing through the literatures on HRD systematically, this paper discusses the objections, theoretical foundation, concept definition and previous theoretical and practical researches on this field. After considering different views of scholars at home and aboard, this paper takes human capital theory of economics, learning theory of psychology and system theory as the three pillars of HRD’s theoretical foundation. Expanding the boundary of HRD definition, this paper combines the micro and macro view of HRD to form an integrated view for this research. After that, HRD research results and practical experience on the microscopic and macroscopic level are summarized, and obviously there are many conflicts in various subjects’target and practices, which reveal the value of human resources development of multi-agent integration and coordination.Chapter3from the perspective of the philosophy of horizons fusion discusses the limitations in recent HRD field, and tries to present a "panorama" for HRD research and practice. Taken this methodology of philosophy, this paper uses the Agent-based Modeling method to study the game behaviors among HRD’s multiple agents, and draws the following results:when enterprises, universities and government as an independent body of free game behavior, both every subject and the whole system have the lower benefits; When two of the three subjects are willing to cooperation, benefits have improved on both sides, but also improve the overall benefit; and when the three party cooperation is formed, the main body and the overall level of income reached maximum. The theoretical results agree well with the real situation.Chapter4takes the "government-university-enterprise" triple helix model as the framework to build the evolutionary model and stable strategy for HRD’s multi-subjects behaviors. Exploring the limited rational subject of HRD from the dynamic perspective, evolutionary game analysis concludes the following multi-agent optimal cooperation countermeasures and suggestions:Firstly, the government has a positive incentive effect of University and enterprise cooperation in HRD, but should serve as the complement of market regulation and avoid intervening directly in various market activities; Secondly, the probability of the "University-Enterprise" cooperation of HRD decreases with their development costs, increases with their respective development strength and excess income increases. There is an optimal allocation proportion to promote cooperation between the two sides. Thirdly, the probability of "University-Enterprise" cooperation of HRD decreases with the resulting speculation against income increase, and increases with the speculation by increasing punishment. The two sides should clear the obligations and responsibilities of HRD, which will be beneficial to the development of cooperation. The intermediate organizations in the triple helix model include the bilateral organizations and the three edge tissues of two types, and they are the platform of cooperation and media of communication.Chapter5is case study and application suggestions. Taken the hi-tech service industry in Liaoning Province as an example, this part tries to test the correctness and practical application of the theoretical analysis. Combined with the actual situation in Liaoning Province, the paper analyses the current situation, problems and the strategic environment of HRD in hi-tech service industry, designs multi-subjects collaboration of HRD system for this industry, which is composed of governments, universities, enterprises and intermediate organizations. The contents include:government should transfer from the traditional public management model to the holistic governance model; university should evolve from the research university to the entrepreneurial university; enterprise should implement the strategic human resources development so as to construct the development organization; intermediate organizations should play a bigger role as the "fourth spiral".Chapter6is the conclusion. This part emphasizes the main views of this research, summarizes the research limitations and shortcomings, then puts forward suggestions for the following research studies in HRD field.There are three innovative points:(1) using the triple helix model to construct a multi-agent collaborative relationship modle of HRD’s subjections in the view of the methodology of horizons fusion;(2) using the agent-based modeling method to study the multi-subjects’game behaviors and giving a better explain to the dilemma problems in reality;(3) systematically studying the HRD problem of the hi-tech service industry and constructing the multi-subjects system of HRD, which can be used as reference for other strategic emerging industry.