研究生签名： 时间： 年 月 日
导师签名： 时间： 年 月 日I
摘要
广东省郁南县盛产黄皮、荔枝、龙眼、砂糖桔、芒果、番石榴等水果，因此使得郁南县的水果
农民专业合作社有了建立与发展的基础。广东省是人口大省，农村人口基数大，农村可开发利用的
人力资源潜能巨大，但是农村人口素质较低、经营农业的观念落后、科技人才与创新意识不足、没
有经验管理人才等问题，制约了农村专业合作社的发展。现阶段农民专业合作社对农民的经营管理
能力提出了全方位更新的要求，必须改变长期以来所形成面向城市的农村人才开发模式，农民专业
合作社人才的开发也必须与组织架构和新市场经济模式相匹配。以农民专业合作社为基础，真正培
养农村的后继人力资源

本文通过市场问卷调查得出郁南县水果农民专业合作社在现今体制下人才管理以及队伍建设出
现的问题，例如：缺少农业科技创新类人才、市场化运营的管理类人才不足、农业科技类人才稀缺、
培训机制不完善所导致的一系列问题，对如何破解郁南县水果农民专业合作社的人才队伍建设问题，
提理论依据。以上的研究可以从一定程度上帮助郁南县水果类农民专业合作社了解和掌握如何吸引
人才留住人才，规范其人才队伍建设。同时还可以为各种农民专业合作社的人才引进以及队伍建设
提供参考意见

本文研究的主要结论：（1）从调查问卷的结论来看，郁南县水果类农民专业合作社对人才需求
主要体现在农业科技类人才、经营管理类人才、农村致富带头人、乡村精英人才。要想吸引与留住
这些类别的人才需要两方面努力，一方面是政府层面需要加大农业基础性教育的投入，举办各类农
业专业培训班并优化好社会环境和社会条件。另一方面需要合作社自身设计好合理的人才引进机制，
加强各类合作社的人才交流与资源共享，并建立合理的薪酬体系与奖惩机制；（2）郁南县水果类农
民专业合作社可以抓住一二三产业融合发展的政策优势，着重在人才的子女教育、住房、社保等问
题得到政府的解决，从而更快地推动人才建设，将珠三角优秀的各种优秀人才吸引到农民专业合作
社来；（3）在加强人才队伍建设的同时，还需要挖掘各个农民专业合作社自身的人才培养，政府与
合作社之间都应该制定相应的培训制度以及给予相应的培训资金支持

关键词：农民专业合作社；人力资源；郁南县II
Abstract
Guangdong is a populous province with a large rural population base as well as a huge potential for
rural human resources that can be exploited. The rural population, however, faces problems like low quality,
a backward concept of management, a lack of technological talents and sense of innovation and a void of
experienced managerial personnel as well. All these problems impede the development of rural specialized
cooperatives. This article considers that specialized cooperatives at this phase propose all-round new
requests about the capability of managing to farmers. They must change the city-oriented rural talents
development pattern which has been formed for a long time. The talents development of farmers’
specialized cooperatives must be in line with both the structure of the organization and the new market
economic mode. And they need to establish famers’ specialized cooperatives as a base so as to truly
cultivate successive human resources for rural areas.
By analyzing the defects lie in the talents development of farmers’ fruit-specialized cooperatives in
Yunan County that under the backdrop against new economic mode (such as lack of innovation in terms of
mentality and ability, void of managerial personnel as well as technological talents specialized in fruits and
poor sense of cooperation caused by the imperfect training mechanism), the author puts forward some
theoretical bases for the talents development problems facing fruit farmers in Yunan County. First of all,
give a better understanding of the current situation as well as the demand of talents for cooperatives so that
government can use them as references to make policies. Secondly, provide sort of policy tools to draw on
the advantage of human resources to improve the extent that farmers being organized and facilitate the
development of rural cooperative economy. Thirdly, do good to ensure the dominant role that farmers play
in cooperative economy as well as the value and significance of human resources towards innovating rural
cooperative economic organizing systems.
The main conclusions of this research are: (1) After researching the current situation of the building of
talent teams (like quantity and structure) in farmers’ fruit-specialized cooperatives in Yunan County, we
have found some noticeable problems of relevant talents management and talents introduction mechanism;
(2) After researching the demand of talents for farmers’ fruit-specialized cooperatives in Yunan County, we
have found that at present cooperatives in Yunan needs the join-in of large-scale production households,
professionals and leading enterprises; (3) Topics such as how to improve the introduction and training
talents for farmers’ specialized cooperatives would propose a series of scientific and feasible suggestions
about the talent team building for farmers’ specialized cooperatives in Yunan County.
Key Words: Farmers’ specialized cooperatives; Human Resources; YunanCountyIII
目录
摘要 ........I
Abstract ...II
第一章引言 ..1
1.1 研究背景...........1
1.2 研究意义...........1
1.3 国内外研究成果综述.2
1.3.1 农民专业合作社定义.........2
1.3.2 人力资本理论...3
1.3.3 农民专业合作社人力资源开发理论.........3
1.3.4 农民专业合作社人才队伍建设.4
1.3.5 农民专业合作社人才队伍现状.4
1.4 研究思路及方法 ....5
1.4.1 研究内容 ......5
1.4.2 研究方法 ......6
1.4.3 技术路线图 ....7
第二章 农民专业合作社的概念界定与理论基础 .......8
2.1 农民专业合作社概念界定.........8
2.1.1 农民专业合作社定义.........8
2.1.2 农民合作社的特征与功能.....8
2.2 农民专业合作社的人才特点.......9
第三章郁南县水果农民专业合作社人才队伍建设现状与问题 .......11
3.1 郁南县水果农民专业合作社现状..11
3.1.1 郁南县农业发展现状........11
3.1.2 郁南县水果农民专业合作社的人才现状....11
3.1.3 郁南县水果农民专业合作社问卷设计思路..12
3.2 郁南县水果农民专业合作社人才队伍建设问题..13
3.2.1 农民专业合作社人才队伍现状13
3.2.2 水果农民专业合作社人才质量不高........13
3.2.3 水果农民专业合作社人才散乱，没能形成合力..........15
3.2.4 合作社忽视了社员的技能培训和素质教育..16
3.3 水果农民专业合作社缺乏人才原因分析........18
3.3.1“小农”思想严重 ..........18
3.3.2 合作社缺乏吸收人才渠道....18
3.3.3 环境待遇不满意19
3.3.4 当地经济发展水平限制......19
3.3.5 合作社人才的保障机制不成熟20
3.3.6 合作社人才的管理不规范....20
第四章郁南县水果农民专业合作社人才需求调查 .....22
4.1 种植技术人才......23
4.2 金融会计人才......23
4.3 经营管理类人才....24
4.4 科技创新类人才....24IV
4.5 市场
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