高绩效工作系统促进JZ集团人力资本增值研究
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摘要
现代企业尤其是国内企业在机遇与挑战并存的竞争环境中,如何获得可持续成长,成为了企业生存与发展的焦点话题。作为特殊能动性资源的企业人力资本,是企业生存发展的核心要素。一方面以其知识与能力的内在积累构成企业能力的主要来源,另一方面需要通过人力资本各种管理实践手段以影响员工能力、动机、态度与行为来挖掘和保持其潜在价值的活力。
基于此,本文提出以高绩效工作系统实践促进企业人力资本价值增值的研究命题,在回顾与评述人力资本及其增值与高绩效工作系统的相关理论成果基础上,展开人力资本内涵、特征、价值创造、价值增值及增值效能的层层剖析,展开高绩效工作系统的内涵、特征、内容及作用效果的梳理总结,以企业绩效为纽带,解析出高绩效工作系统促进企业人力资本增值的作用路径和企业人力资本增值效能形态。并以高成长性的JZ集团为样本,提炼出与作用路径对应的JZ集团高绩效工作系统实践内容,以验证作用路径促进企业人力资本增值的可行性。
通过理论剖析,从企业人力资本边际报酬递增或递减的动态价值增值的转化过程,以能力、成本和产权的价值观视角,构建了人力资本价值增值的运营机制,即有效的投资、适度的配置和多角度激励。从高绩效工作系统的实践内容入手,构建了以员工能力、动机和参与机会为要素的高绩效工作系统作用机制。并以企业绩效与价值为结合点,形成了高绩效工作系统促进企业人力资本增值的作用路径,即从培训与开发等投资角度积累员工能力,从甄选、引进、提升与流转等配置角度形成团队协作,从薪酬、福利与奖励、职业发展、环境匹配、组织承诺与绩效约束等激励角度促进员工自我实现价值。
通过实证分析,结合JZ集团人力资本的结构特点与实施“人才战略”所形成的“留住人、凝聚人、造就人、吸引人与约束人”的高绩效工作系统实践,从JZ集团人力资本“升、降、出、增”的动态变量和下属有代表性的4家子公司的高业绩成长的数据中,总结出了企业人力资本“能力价值积累、团队协作效应与自我实现价值”的增值效能形态,由此验证了高绩效工作系统促进企业人力资本增值的有效性。
本文通过对人力资本增值内在动因的探究与JZ集团高绩效工作系统实践的梳理,形成了“能力开发、潜能激励、团队配置”的企业人力资本增值路径,实现了人力资本价值增值与企业价值增值的有效统一。
It has become a hot topic for an enterprise’s survival and development that how the modern enterprises, especially the domestic ones, can achieve sustainable development in the environment of competition with the coexistence of opportunity and challenge. The enterprise’s human capital, as a special dynamic resource, is the key element of the survival and development for an enterprise. On one hand, the main source of the enterprise’s ability is the intrinsic accumulation of knowledge and ability. On the other, it is through various means of management and practice that an employee’s ability, motivation, attitude and conduct are influenced, and that his/her vitality of intrinsic value is explored and maintained.
Grounding on the above, this thesis puts forward the researching topic of promoting the value increase of an enterprise’s human capital by the practice of high performance work system. And layer upon layer, it dissects the meaning, feature, value-creation, value-increasing and incremental validity of the human capital, and combs and sums up the meaning, feature, substance and effect of high performance work system. Taking the enterprise’s performance as the bond, this thesis also analyzes the acting route and the pattern of human capital of the high performance work system which promotes the value-increase of an enterprise’s human capital, based upon the review and commentary of the pertaining theoretical achievements regarding the value-increasing of human capital and high performance work system. Meanwhile, taking JZ group as an example of high development, it extracts the substance of practice that corresponds with the JZ group’s high performance work system, in order to inspect and verify the acting route, promoting the value-increasing feasibility of an enterprise’s human capital.
Through the theoretical analysis, based on the dynamic transformation of value-added process in which the human capital’s marginal returns reduce or increase, from the perspective of ability, cost, and the property rights, this thesis builds the human capital’s value-added operating mechanism, that is, an effective investment, appropriate configuration and multi-angle incentive. Starting from the practice of high-performance work systems, it builds a high-performance work system with staff capacity, motivation and opportunity to participate in as elements. With the corporate performance and value as the bonding point, it forms the acting path in which the high performance work system promotes the value of human capital. It accumulates the staff capacity from the perspective of investment such as training and development, forms the team collaboration from the selection, introduction, upgrading and configuration point of view, and encourages the staff to fulfill their value from the perspective of incentives such as salaries, fringe benefits and incentives, career development, the environment match, organizational commitment and performance constraints.
Through the empirical analysis, combining the structural characteristics of the human capital of JZ Group with the practice of“keeping people, uniting people, training people, attracting people and constraining people”formed by the“talent strategy”, from the dynamic variables of“up, down, out, in”of JZ Group’s human capital and the growth of high-performance data of the four representative subsidiaries, it sums up the value-added performance patterns of the human capital“accumulation of the ability value, teamwork effect and self-fulfillment”. Thus the validity of high performance work system promoting the value-increasing of enterprise’s human capital is verified.
Exploring the intrinsic motivation of the value-added route of human capital and combing the practice of JZ Group’s high performance work system, this thesis forms the a value-increasing route of an enterprise’s human capital with“exploring and accumulating ability, encouraging and arousing potential, deploying and uniting team”and achieves the effective integration of the value-increase of human capital as well as the enterprise.
基于此,本文提出以高绩效工作系统实践促进企业人力资本价值增值的研究命题,在回顾与评述人力资本及其增值与高绩效工作系统的相关理论成果基础上,展开人力资本内涵、特征、价值创造、价值增值及增值效能的层层剖析,展开高绩效工作系统的内涵、特征、内容及作用效果的梳理总结,以企业绩效为纽带,解析出高绩效工作系统促进企业人力资本增值的作用路径和企业人力资本增值效能形态。并以高成长性的JZ集团为样本,提炼出与作用路径对应的JZ集团高绩效工作系统实践内容,以验证作用路径促进企业人力资本增值的可行性。
通过理论剖析,从企业人力资本边际报酬递增或递减的动态价值增值的转化过程,以能力、成本和产权的价值观视角,构建了人力资本价值增值的运营机制,即有效的投资、适度的配置和多角度激励。从高绩效工作系统的实践内容入手,构建了以员工能力、动机和参与机会为要素的高绩效工作系统作用机制。并以企业绩效与价值为结合点,形成了高绩效工作系统促进企业人力资本增值的作用路径,即从培训与开发等投资角度积累员工能力,从甄选、引进、提升与流转等配置角度形成团队协作,从薪酬、福利与奖励、职业发展、环境匹配、组织承诺与绩效约束等激励角度促进员工自我实现价值。
通过实证分析,结合JZ集团人力资本的结构特点与实施“人才战略”所形成的“留住人、凝聚人、造就人、吸引人与约束人”的高绩效工作系统实践,从JZ集团人力资本“升、降、出、增”的动态变量和下属有代表性的4家子公司的高业绩成长的数据中,总结出了企业人力资本“能力价值积累、团队协作效应与自我实现价值”的增值效能形态,由此验证了高绩效工作系统促进企业人力资本增值的有效性。
本文通过对人力资本增值内在动因的探究与JZ集团高绩效工作系统实践的梳理,形成了“能力开发、潜能激励、团队配置”的企业人力资本增值路径,实现了人力资本价值增值与企业价值增值的有效统一。
It has become a hot topic for an enterprise’s survival and development that how the modern enterprises, especially the domestic ones, can achieve sustainable development in the environment of competition with the coexistence of opportunity and challenge. The enterprise’s human capital, as a special dynamic resource, is the key element of the survival and development for an enterprise. On one hand, the main source of the enterprise’s ability is the intrinsic accumulation of knowledge and ability. On the other, it is through various means of management and practice that an employee’s ability, motivation, attitude and conduct are influenced, and that his/her vitality of intrinsic value is explored and maintained.
Grounding on the above, this thesis puts forward the researching topic of promoting the value increase of an enterprise’s human capital by the practice of high performance work system. And layer upon layer, it dissects the meaning, feature, value-creation, value-increasing and incremental validity of the human capital, and combs and sums up the meaning, feature, substance and effect of high performance work system. Taking the enterprise’s performance as the bond, this thesis also analyzes the acting route and the pattern of human capital of the high performance work system which promotes the value-increase of an enterprise’s human capital, based upon the review and commentary of the pertaining theoretical achievements regarding the value-increasing of human capital and high performance work system. Meanwhile, taking JZ group as an example of high development, it extracts the substance of practice that corresponds with the JZ group’s high performance work system, in order to inspect and verify the acting route, promoting the value-increasing feasibility of an enterprise’s human capital.
Through the theoretical analysis, based on the dynamic transformation of value-added process in which the human capital’s marginal returns reduce or increase, from the perspective of ability, cost, and the property rights, this thesis builds the human capital’s value-added operating mechanism, that is, an effective investment, appropriate configuration and multi-angle incentive. Starting from the practice of high-performance work systems, it builds a high-performance work system with staff capacity, motivation and opportunity to participate in as elements. With the corporate performance and value as the bonding point, it forms the acting path in which the high performance work system promotes the value of human capital. It accumulates the staff capacity from the perspective of investment such as training and development, forms the team collaboration from the selection, introduction, upgrading and configuration point of view, and encourages the staff to fulfill their value from the perspective of incentives such as salaries, fringe benefits and incentives, career development, the environment match, organizational commitment and performance constraints.
Through the empirical analysis, combining the structural characteristics of the human capital of JZ Group with the practice of“keeping people, uniting people, training people, attracting people and constraining people”formed by the“talent strategy”, from the dynamic variables of“up, down, out, in”of JZ Group’s human capital and the growth of high-performance data of the four representative subsidiaries, it sums up the value-added performance patterns of the human capital“accumulation of the ability value, teamwork effect and self-fulfillment”. Thus the validity of high performance work system promoting the value-increasing of enterprise’s human capital is verified.
Exploring the intrinsic motivation of the value-added route of human capital and combing the practice of JZ Group’s high performance work system, this thesis forms the a value-increasing route of an enterprise’s human capital with“exploring and accumulating ability, encouraging and arousing potential, deploying and uniting team”and achieves the effective integration of the value-increase of human capital as well as the enterprise.
引文
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