The Research In Human Capital Development Of Xi'an Hi-tech R & D Personnel

R & D human capital can be considered as the most important capital of high-tech enterprises. Before effectively developing this special capital and maximizing the benefits, its internal and external factors must be found out. In this paper, there is empirical study on the internal factors, external factors of the human capital of high-tech R & D personnel as well as the relationships between them, providing a scientific basis for the human capital development of Xi'an high-tech R & D personnel.Based on a comprehensive study of the literatures regarding human capital theories, this paper sorts out the main factors that affect the human capital of R&D personnel through extensive interviews with high-tech enterprises and deep analysis of the characteristics of R&D personnel, put forward the hypothesis and establish a structural equation model. On the above basis, we conducted empirical research and established the validation model with actual data obtained from questionnaire surveys. Through the empirical analysis we get the conclusions: Among the external factors, Development Space and Business Achievement have the direct influence on Work Attitude, one of the internal factors, and they also influent each other. While Salary Incentive will influence Development Space and Business Achievement. In the study, there is no evidence that Work Environment has any influence on other factors. Among the internal factors, Work Attitude is the most important because it is not only directly influenced by Development Space and Business Achievement, but also has the direct influence on Skills and Abilities, one of the internal factors. So Work Attitude is critical to the influence on internal factors by external factors. In addition, Knowledge and Experience, which influences Skills and Abilities, is also a key factor. But it is not proved that Knowledge and Experience has any relationship with other four external factors in the study.Finally, based on the scientific conclusions drew from the empirical model we propose the countermeasures to maximum the efficiency of human capital of R&D personnel in high-tech enterprises. In the micro level, the first priority for enterprises and government is to improve the salaries and incentives for R & D personnel, the second is to broaden the development space for them, the third is to improve their work environment and the fourth is to boost their sense of achievements. While from the macro level, government and society have two important jobs: one is to establish and improve the corresponding systems and environment, the other is to improve the related supporting public services.