高技能人才隐性人力资本形成与转化研究
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摘要
高技能人才出现的供需矛盾也告诉我们必须要对高技能人才的培养和价值实现给予高度的重视。本文中的高技能人才是指掌握当代较高水平的应用技术、技能和理论知识,并具有创造性能力和独立解决关键性问题能力的高素质劳动者,包括技术技能型、复合技能型和知识技能型高素质劳动者。高技能人才隐性人力资本是指高技能人才通过教育投资、干中学等经过长期积累所掌握的难于被模仿、传授能够创造价值的隐性知识、技能、诀窍等以及由其技能关系所具备的社会关系资本和情感资本。
本文认为高技能人才隐性人力资本的形成和转化是在隐性人力资本管理中影响企业竞争优势的关键环节,因此全文围绕着上述两个环节展开。在高技能人才隐性人力资本形成机理的研究中,通过个人学习和组织学习的对比和组织学习类型的系统研究,提出探索性学习、非正式学习和“干中学”方式是高技能人才隐性人力资本形成的有效途径,并分别构建了三种学习方式促进隐性人力资本形成的路径图或机理模型。在隐性人力资本的转化研究中,本文通过博弈模型的分析提出师徒模式是高技能人才个人间隐性人力资本转移的有效路径;运用系统动力学模型给出了高技能人才隐性人力资本能否在组织中转换的阈值条件,能够帮助企业有效的控制隐性技能和知识在组织内的扩散;通过对SECI模型的分析,构建了基于学习机制和共享机制的个人、团队、组织三重SECI的高技能人才隐性人力资本转化过程模型;提出了基于需求开发的拉动机制、基于薪酬与成就激励的激励机制、基于信任与沟通的共享机制、基于组织学习的行为机制、基于嵌入原理的环境机制的高技能人才隐性人力资本转化实现机制模型。
本文运用SPSS15.0和LISREL8.70等软件对高技能人才隐性人力资本形成与转化的影响因素和路径进行了实证研究,验证了学习能力和创造能力与高技能人才隐性人力资本的形成存在正相关关系,共享机制与高技能人才隐性人力资本的转化存在正相关关系,同时实证研究得出的悖论:即高技能人才薪酬激励与隐性人力资本形成与转化存在负相关反映了高技能人才薪酬水平偏低的状况,同时也提醒企业应更加关注高技能人才的薪酬激励。本文最后根据理论研究和实证分析结果,构建了高技能人才隐性人力资本管理机制,有利于企业根据隐性人力资本的形成和转化的支持条件、实现路径进行进行科学的管理,发挥人力资本潜能,构建企业持久竞争优势。
The conflict between supply and demand on high skilled talents reminds us that we should pay extra attention on their training and the value improving. Refer to this paper, high skilled talents indicate the high making labor that have take the reins of high level technique, skill and theory knowledge, and are creative and can solve problems separately through special training. It includes three types, technique type, complex type and knowledge type. Implicit human capital of high skilled talents means that implicit knowledge, skills, know-how, etc high skilled talents grapple through investing in education and learning by doing which can not be imitated and initiated and are creative. And also it includes the social relationship capital and feeling capital.
This paper considers that the formation and transformation of high skilled talents’implicit capital are the most key paths which will influence the competitive advantage in the management of human capital. So, the paper is spread circumfusing the formation and transformation. Through the analysis of the contrast between personal study and organization study and the type of organization study, this paper bring forward the high skilled talents’implicit human capital formation and transformation mechanism and model based on explorative learning, informal learning and learning by doing. In the study on the transformation, the paper analyzed the layers and the process in the first place, and put forward the implicit human capital transfer model based on Game theory based on the case of mentor-prentice. And then analyzed the expanding model between personal and organization through the systemic dynamics model, put forward the threshold that if implicit knowledge could be transferred or not. The conclusion could help enterprise control the organizational capital effectively. Second, the paper comments the SECI model, and put forward the triple SECI model for the transformation of high skilled talents’implicit human capital based on study and communication mechanism. At last, the paper advances the transformation pattern using for reference of lifecycle theory, and put forward the realization mechanism model based on demand developing, salary promotion and accomplishment promotion, trust and communication, organization study and embedding environment.
This paper also makes empirical research on the influencing factors and path analysis through a mass of questionnaires and SPSS15.0, LISREL8.70 etc. Through the empirical research, the paper endues some conclusions, such as the positive relationship between study and creative mechanism and the formation of implicit human capital, between the communication mechanism and the transformation of implicit human capital. Also this paper found out that the relationship between compensation mechanism and the formation (transformation) are negative. This conclusion reminds enterprises that they should pay more attention on the salary of high skill talents. At last, the paper construct the implicit human capital management model of high skilled talents and put forward the support conditions and paths.
本文认为高技能人才隐性人力资本的形成和转化是在隐性人力资本管理中影响企业竞争优势的关键环节,因此全文围绕着上述两个环节展开。在高技能人才隐性人力资本形成机理的研究中,通过个人学习和组织学习的对比和组织学习类型的系统研究,提出探索性学习、非正式学习和“干中学”方式是高技能人才隐性人力资本形成的有效途径,并分别构建了三种学习方式促进隐性人力资本形成的路径图或机理模型。在隐性人力资本的转化研究中,本文通过博弈模型的分析提出师徒模式是高技能人才个人间隐性人力资本转移的有效路径;运用系统动力学模型给出了高技能人才隐性人力资本能否在组织中转换的阈值条件,能够帮助企业有效的控制隐性技能和知识在组织内的扩散;通过对SECI模型的分析,构建了基于学习机制和共享机制的个人、团队、组织三重SECI的高技能人才隐性人力资本转化过程模型;提出了基于需求开发的拉动机制、基于薪酬与成就激励的激励机制、基于信任与沟通的共享机制、基于组织学习的行为机制、基于嵌入原理的环境机制的高技能人才隐性人力资本转化实现机制模型。
本文运用SPSS15.0和LISREL8.70等软件对高技能人才隐性人力资本形成与转化的影响因素和路径进行了实证研究,验证了学习能力和创造能力与高技能人才隐性人力资本的形成存在正相关关系,共享机制与高技能人才隐性人力资本的转化存在正相关关系,同时实证研究得出的悖论:即高技能人才薪酬激励与隐性人力资本形成与转化存在负相关反映了高技能人才薪酬水平偏低的状况,同时也提醒企业应更加关注高技能人才的薪酬激励。本文最后根据理论研究和实证分析结果,构建了高技能人才隐性人力资本管理机制,有利于企业根据隐性人力资本的形成和转化的支持条件、实现路径进行进行科学的管理,发挥人力资本潜能,构建企业持久竞争优势。
The conflict between supply and demand on high skilled talents reminds us that we should pay extra attention on their training and the value improving. Refer to this paper, high skilled talents indicate the high making labor that have take the reins of high level technique, skill and theory knowledge, and are creative and can solve problems separately through special training. It includes three types, technique type, complex type and knowledge type. Implicit human capital of high skilled talents means that implicit knowledge, skills, know-how, etc high skilled talents grapple through investing in education and learning by doing which can not be imitated and initiated and are creative. And also it includes the social relationship capital and feeling capital.
This paper considers that the formation and transformation of high skilled talents’implicit capital are the most key paths which will influence the competitive advantage in the management of human capital. So, the paper is spread circumfusing the formation and transformation. Through the analysis of the contrast between personal study and organization study and the type of organization study, this paper bring forward the high skilled talents’implicit human capital formation and transformation mechanism and model based on explorative learning, informal learning and learning by doing. In the study on the transformation, the paper analyzed the layers and the process in the first place, and put forward the implicit human capital transfer model based on Game theory based on the case of mentor-prentice. And then analyzed the expanding model between personal and organization through the systemic dynamics model, put forward the threshold that if implicit knowledge could be transferred or not. The conclusion could help enterprise control the organizational capital effectively. Second, the paper comments the SECI model, and put forward the triple SECI model for the transformation of high skilled talents’implicit human capital based on study and communication mechanism. At last, the paper advances the transformation pattern using for reference of lifecycle theory, and put forward the realization mechanism model based on demand developing, salary promotion and accomplishment promotion, trust and communication, organization study and embedding environment.
This paper also makes empirical research on the influencing factors and path analysis through a mass of questionnaires and SPSS15.0, LISREL8.70 etc. Through the empirical research, the paper endues some conclusions, such as the positive relationship between study and creative mechanism and the formation of implicit human capital, between the communication mechanism and the transformation of implicit human capital. Also this paper found out that the relationship between compensation mechanism and the formation (transformation) are negative. This conclusion reminds enterprises that they should pay more attention on the salary of high skill talents. At last, the paper construct the implicit human capital management model of high skilled talents and put forward the support conditions and paths.
引文
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