个体人力资本向组织资本转换的机制研究
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摘要
随着知识经济和经济全球化浪潮的兴起，人力资本已经逐渐代替物质资本成为企业获取可持续竞争优势的源泉。人是知识的载体，知识只有应用到组织的实际操作中才能发挥其应有的作用。同时人才是流动的，这种趋势难以阻挡。因此，应将个体人力资本转换到组织中形成组织资本，这是企业构建核心能力、推广优秀经验、留存组织记忆和适应环境变化的重要手段。
本文从我国企业人力资源管理所面临的挑战和困境，以及人力资源管理的发展趋势出发，对个体人力资本向组织资本转换问题的四个方面进行了研究：①个体人力资本向组织资本转换的条件；②个体人力资本向组织资本转换的机理；③个体人力资本向组织资本转换的均衡；④运用系统动力学模型对个体人力资本向组织资本转换的机制进行描述和验证。通过研究本文得出如下结论：
① 人力资本与其载体是可以分离的，分离程度和个体人力资本向组织资本转换的程度有关。
② 为减少人才流失给企业带来的损失，有必要将人力资本转移到组织中来。
③ 要将个体人力资本转换为组织资本，组织需要重视文化建设、制度建设、和组织建设，为转换提供充足的条件和环境。
④ 将个体人力资本转换成组织人力资本是组织获得高绩效的保证。
With the rising of knowledge economy and economic globalization, human capital has replaced physical capital and become a main resource for enterprise to get continuous competitive advantage. Human is the carrier of knowledge. Only used into practice of organization, can knowledge play its role. But the talent flowing is also a overwhelming trend. Thereby, individual human capital should be transited into organization in order to form organizational capital, which is an important way for enterprise to establish its core ability, extend excellent experience, save organizational memory and adapt to environmental change.
Based on the challenge and dilemma in human resource management and the trend of human resource management in our country, this paper studies in four aspects about transiting individual human capital into organizational capital: (1) the conditions of transiting individual human capital into organizational capital; (2) the mechanism of transiting individual human capital into organizational capital; (3) the equilibrium of transiting individual human capital into organizational capital; (4) describing and validating the mechanism of transiting individual human capital into organizational capital with system dynamics model. By the research, this paper draws conclusions as follows:
(1) Human capital and its carrier are separate, and separate degree is related to the degree of transiting individual human capital into organizational capital.
(2) In order to reduce the loss caused by losing talented person, it is necessary to transit human capital into organization.
(3) For transiting individual human capital into organizational capital, organization should put great emphasis on culture establishment, system establishment and organization establishment, so as to provide condition and environment for the transition.
(4) Transiting individual human capital into organizational capital is a guarantee for organization to get high performance.
本文从我国企业人力资源管理所面临的挑战和困境，以及人力资源管理的发展趋势出发，对个体人力资本向组织资本转换问题的四个方面进行了研究：①个体人力资本向组织资本转换的条件；②个体人力资本向组织资本转换的机理；③个体人力资本向组织资本转换的均衡；④运用系统动力学模型对个体人力资本向组织资本转换的机制进行描述和验证。通过研究本文得出如下结论：
① 人力资本与其载体是可以分离的，分离程度和个体人力资本向组织资本转换的程度有关。
② 为减少人才流失给企业带来的损失，有必要将人力资本转移到组织中来。
③ 要将个体人力资本转换为组织资本，组织需要重视文化建设、制度建设、和组织建设，为转换提供充足的条件和环境。
④ 将个体人力资本转换成组织人力资本是组织获得高绩效的保证。
With the rising of knowledge economy and economic globalization, human capital has replaced physical capital and become a main resource for enterprise to get continuous competitive advantage. Human is the carrier of knowledge. Only used into practice of organization, can knowledge play its role. But the talent flowing is also a overwhelming trend. Thereby, individual human capital should be transited into organization in order to form organizational capital, which is an important way for enterprise to establish its core ability, extend excellent experience, save organizational memory and adapt to environmental change.
Based on the challenge and dilemma in human resource management and the trend of human resource management in our country, this paper studies in four aspects about transiting individual human capital into organizational capital: (1) the conditions of transiting individual human capital into organizational capital; (2) the mechanism of transiting individual human capital into organizational capital; (3) the equilibrium of transiting individual human capital into organizational capital; (4) describing and validating the mechanism of transiting individual human capital into organizational capital with system dynamics model. By the research, this paper draws conclusions as follows:
(1) Human capital and its carrier are separate, and separate degree is related to the degree of transiting individual human capital into organizational capital.
(2) In order to reduce the loss caused by losing talented person, it is necessary to transit human capital into organization.
(3) For transiting individual human capital into organizational capital, organization should put great emphasis on culture establishment, system establishment and organization establishment, so as to provide condition and environment for the transition.
(4) Transiting individual human capital into organizational capital is a guarantee for organization to get high performance.
引文
[1] S.A.Lengnick-Hall & J.A.Wolf. Similarities and contradictions in the core logic of three strategy research streams. strategic Management Journal, 1999, 20: 1109-1132
[2] Wiig, Karl M. Integrating Intellectual Capital and Knowledge Management. Long Range Planning,1997, Vol. 30
[3] 李麟，李骥．企业价值评估与价值增长．民主与建设出版社．2001
[4] Khalid Hafeez, Yanbing Zhang, and Naila Malak. core competence, adapted with permission from IEEE Transaction on Engineering Management, February 2002, Vol.49, No.1
[5] Roman, H.T. The Value Of Human Capital Or What The Information Age Really Means, Electro International, 1991, 372-374
[6] 亚当·斯密．国民财富的性质和原因的研究．商务印书馆，1981
[7] 李忠民．人力资本——一个理论框架及其对中国一些问题的解释，北京：经济科学出版社，1999
[8] 马歇尔．经济学原理．商务印书馆，1981
[9] 舒尔茨．论人力资本投资．北京经济学院出版社，1990．239
[10] 沈利生．人力资本与经济增长分析．北京：社会科学文献出版社，1999
[11] 朱舟．人力资本投资的成本收益分析．上海：上海财经大学出版社，1999
[12] 张维迎．企业的企业家——契约理论．上海三联出版社，1995
[13] 周其仁．市场中的企业：人力资本与非人力资本的特别结合，经济研究，1996．6
[14] 杨瑞龙，周业安．一个关于企业所有权安排的规范性分析框架及其理论含义．经济研究，1997．1
[15] 彼得·圣吉．第五项修炼——学习型组织的艺术与实务．上海三联书店，1998年
[16] 刘学峰．人力资源会计核算模式探索．财会月刊，1999．8
[17] 阎达五，徐国群．人力资本的保值增值与劳动者权益的确定．会计研究，1999．6
[18] 刘仲文．试论人力资本理论与应用的几个问题．会计研究，1999．6
[19] Rosen.S. The Theory of Equalizing Differences, in Ashenfeler, O and Layard,R. Handbook of Labour Economics, Amesterdam: North-Holland, 1985
[20] Marshall, Alfred. Principles of Economics. London: 9~# Edition, Macmillan co., 1961
[21] Prescott, Edward C.Visscher, Michael. Organization Capital. Journal of Political Economy, Vol.88,No.31. 1980
[22] Stewart, Thomas A. Intellectual Capital. The New Wealth of Organizations, Doubleday, 1997
[23] 陈劲，王毅，许庆瑞．国外核心能力研究述评．科研管理，1999．9
[24] Williamson, O.E. The Firm as a Nexus of Treaties. Sage Publications, 1990, 1-25
[25] Leibenstein, H. Beyond economic man. A new foundation for microeconomics. Cambridge: Harard University Press, 1976
[26] Leibenstein, H. Inside the firm. The inefficiencies of hierarchy, Cambridge: Harvard University Press, 1987
[27] Milgrom, P., & Roberts. J.Economics. organization and management, Englewood Cliffs, NJ: Prentice Hall, 1992
[28] Andrew Inkpen, Thunderbird. knowledge acquisition, and strategic alliances. European Management Journal, 1998, 16(2): 223-229
[29] Lank, Elizabeth. Leveraging Invisible Assets. the Human Factor, Long Range Panning, Vol.30, 1997
[30] 顾斌．知识管理：21世纪企业可持续发展的新能源．沿海经济，2000．11
[31] Hamel G. Competence based competition. USA: Addison·Wesley, 1994
[32] Tate W V. Developing corporate competence: A high performance agenda for managing organizations. England: Gowerpublishing limited, 1995
[33] Ikujiro Nonaka, H iriotaka Takeuchi. The Knowledge Creating Company, 杨子江，王美音译，台湾：远流出版公司，1993
[34] Daniel H Kim. The link between individual and organizational learning. Sloan Management Review, 1993, 37-50
[35] Boutellier, Zedwitz. Ensuring an effective R to D interface by managing knowledge transfer through R&D individuals. Hangzhou, China: ISMOT, 1998, 150-161
[36] Fred Nickols. The Knowledge in Knowledge Management. The Knowledge Management Yearbook 2000-2001, 2000
[37] 徐笑君．基于组织资本的人力资源管理：理论和实证研究：[博士学位论文]，浙江大学，2000．115-118
[38] Nelson R, winter S. An. Evolutionary Theory of Economic Change. Chmbridge Mass: Belknap Press of Harvard University Press, 1982
[39] 约翰．W．纽斯特罗姆．组织行为学．经济科学出版社，2000
[40] Kremer.M., E.Maskin. Wage Inequality and Segregation by Skill. NBER Working Paper 5718, 1996
[41] Thesmar.D., M.Thoenig. Creative Destruction and Firm Organization Choice. Quarterly Journal of Economics, 115(4), 1201-1237, 2000
[42] Kremer.M. The O-Ring Theory of Economic Development. Quarterly Journal of conomics, 108,551-575, 1993
[43] 王其藩．系统动力学．北京：清华大学出版社，1988
[44] 贾仁安，丁荣华．系统动力学．上海：高等教育出版社，2002
[45] 王其藩．高级系统动力学．北京：清华大学出版社，1995
[46] Dierickx I, Cool. K. Competitive advantages. INSEAD, working paper, No. 88/07, January 1988
[47] Prahalad C. k.&G.Hamel. The core competence of the corporation. HBR, May-June1990, pp79-91
[48] Amit.R, Schoemaker. Strategic Assets and Organizational Rent. Strategic Management Journal 14(1): 33-46, 1993
[49] Schein Edgar H. Coming to a new awareness of organizational culture. Sloan Management Review 25, 3-16
[50] Senge Peter. The fifth discipline, Doubleday Bell Publishing Group, Inc.1990
[2] Wiig, Karl M. Integrating Intellectual Capital and Knowledge Management. Long Range Planning,1997, Vol. 30
[3] 李麟，李骥．企业价值评估与价值增长．民主与建设出版社．2001
[4] Khalid Hafeez, Yanbing Zhang, and Naila Malak. core competence, adapted with permission from IEEE Transaction on Engineering Management, February 2002, Vol.49, No.1
[5] Roman, H.T. The Value Of Human Capital Or What The Information Age Really Means, Electro International, 1991, 372-374
[6] 亚当·斯密．国民财富的性质和原因的研究．商务印书馆，1981
[7] 李忠民．人力资本——一个理论框架及其对中国一些问题的解释，北京：经济科学出版社，1999
[8] 马歇尔．经济学原理．商务印书馆，1981
[9] 舒尔茨．论人力资本投资．北京经济学院出版社，1990．239
[10] 沈利生．人力资本与经济增长分析．北京：社会科学文献出版社，1999
[11] 朱舟．人力资本投资的成本收益分析．上海：上海财经大学出版社，1999
[12] 张维迎．企业的企业家——契约理论．上海三联出版社，1995
[13] 周其仁．市场中的企业：人力资本与非人力资本的特别结合，经济研究，1996．6
[14] 杨瑞龙，周业安．一个关于企业所有权安排的规范性分析框架及其理论含义．经济研究，1997．1
[15] 彼得·圣吉．第五项修炼——学习型组织的艺术与实务．上海三联书店，1998年
[16] 刘学峰．人力资源会计核算模式探索．财会月刊，1999．8
[17] 阎达五，徐国群．人力资本的保值增值与劳动者权益的确定．会计研究，1999．6
[18] 刘仲文．试论人力资本理论与应用的几个问题．会计研究，1999．6
[19] Rosen.S. The Theory of Equalizing Differences, in Ashenfeler, O and Layard,R. Handbook of Labour Economics, Amesterdam: North-Holland, 1985
[20] Marshall, Alfred. Principles of Economics. London: 9~# Edition, Macmillan co., 1961
[21] Prescott, Edward C.Visscher, Michael. Organization Capital. Journal of Political Economy, Vol.88,No.31. 1980
[22] Stewart, Thomas A. Intellectual Capital. The New Wealth of Organizations, Doubleday, 1997
[23] 陈劲，王毅，许庆瑞．国外核心能力研究述评．科研管理，1999．9
[24] Williamson, O.E. The Firm as a Nexus of Treaties. Sage Publications, 1990, 1-25
[25] Leibenstein, H. Beyond economic man. A new foundation for microeconomics. Cambridge: Harard University Press, 1976
[26] Leibenstein, H. Inside the firm. The inefficiencies of hierarchy, Cambridge: Harvard University Press, 1987
[27] Milgrom, P., & Roberts. J.Economics. organization and management, Englewood Cliffs, NJ: Prentice Hall, 1992
[28] Andrew Inkpen, Thunderbird. knowledge acquisition, and strategic alliances. European Management Journal, 1998, 16(2): 223-229
[29] Lank, Elizabeth. Leveraging Invisible Assets. the Human Factor, Long Range Panning, Vol.30, 1997
[30] 顾斌．知识管理：21世纪企业可持续发展的新能源．沿海经济，2000．11
[31] Hamel G. Competence based competition. USA: Addison·Wesley, 1994
[32] Tate W V. Developing corporate competence: A high performance agenda for managing organizations. England: Gowerpublishing limited, 1995
[33] Ikujiro Nonaka, H iriotaka Takeuchi. The Knowledge Creating Company, 杨子江，王美音译，台湾：远流出版公司，1993
[34] Daniel H Kim. The link between individual and organizational learning. Sloan Management Review, 1993, 37-50
[35] Boutellier, Zedwitz. Ensuring an effective R to D interface by managing knowledge transfer through R&D individuals. Hangzhou, China: ISMOT, 1998, 150-161
[36] Fred Nickols. The Knowledge in Knowledge Management. The Knowledge Management Yearbook 2000-2001, 2000
[37] 徐笑君．基于组织资本的人力资源管理：理论和实证研究：[博士学位论文]，浙江大学，2000．115-118
[38] Nelson R, winter S. An. Evolutionary Theory of Economic Change. Chmbridge Mass: Belknap Press of Harvard University Press, 1982
[39] 约翰．W．纽斯特罗姆．组织行为学．经济科学出版社，2000
[40] Kremer.M., E.Maskin. Wage Inequality and Segregation by Skill. NBER Working Paper 5718, 1996
[41] Thesmar.D., M.Thoenig. Creative Destruction and Firm Organization Choice. Quarterly Journal of Economics, 115(4), 1201-1237, 2000
[42] Kremer.M. The O-Ring Theory of Economic Development. Quarterly Journal of conomics, 108,551-575, 1993
[43] 王其藩．系统动力学．北京：清华大学出版社，1988
[44] 贾仁安，丁荣华．系统动力学．上海：高等教育出版社，2002
[45] 王其藩．高级系统动力学．北京：清华大学出版社，1995
[46] Dierickx I, Cool. K. Competitive advantages. INSEAD, working paper, No. 88/07, January 1988
[47] Prahalad C. k.&G.Hamel. The core competence of the corporation. HBR, May-June1990, pp79-91
[48] Amit.R, Schoemaker. Strategic Assets and Organizational Rent. Strategic Management Journal 14(1): 33-46, 1993
[49] Schein Edgar H. Coming to a new awareness of organizational culture. Sloan Management Review 25, 3-16
[50] Senge Peter. The fifth discipline, Doubleday Bell Publishing Group, Inc.1990