劳动价值论及博弈论在企业技术人力管理中的应用
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摘要
现代人力资源信息管理系统已成为企业研发项目管理系统的重要基础。如何更好地组织和协调技术人力之间的协作无疑是技术人力资源管理研究的重点内容之一。
本文应用劳动价值论对人力资源的价值衡量问题进行了深入研究,指出研究企业人力资源价值衡量的问题可以转化为研究商品价值衡量的问题。从劳动价值论的观点出发,在人力资源的价值衡量问题上,指出价值的本质内容是“社会性劳动”。从数学形式上阐述了劳动价值论商品价值规律,建立了价值决定的数学形式,指出一个生产部门的单位商品价值由本部门的社会平均劳动生产力决定,其它生产部门的社会需求只影响这个部门生产的商品数量,从而说明供求关系决定单位商品价格,但不决定单位商品价值,价值作为重心吸引着偏离的价格,价格围绕价值波动。
基于社会资本简单再生产条件,本文针对劳动价值论的转形理论问题应用商品价值规律提出了一种新的求证方法,证明了劳动价值论的转形理论具有普遍适用性。介绍和评论了三个具有代表性的、影响较大的转形理论问题解法,指出三个解法的正确和不足之处。
应用劳动价值论总结出3条用于指导企业人力资源管理实践的原则。从美国《财富》杂志评选的世界前100强企业中,选取部分企业的财务报表进行分析,估算出2004年至2007年世界范围内的社会平均利润率,通过现实的经济数据说明了劳动价值论转形理论的正确性,说明了包括企业人力资源在内的商品生产价格具有客观的形成基础。阐述了包括企业人力资源在内的商品生产价格如何受市场竞争影响而波动的机制。
在劳动价值论的基础上,界定了博弈论在人力资源管理中的应用范围,应用博弈论研究技术人力知识共享问题。根据本文有关技术人力价值衡量和知识共享的观点,结合企业技术人力资源的特点,应用通信博弈建立了一个考核次数少、管理成本低的技术人力绩效考核策略,应用关联矩阵法制定了适合企业技术人力资源的评价指标体系,从“德”、“智”、“技”、“勤”、“绩”、“体”6个方面将绩效考核内容分为两级量化指标;应用本文对劳动价值论和博弈论的研究成果,自主开发了一个企业技术人力管理原型系统,从技术人力管理、研发项目规划管理、知识共享管理和绩效考核管理等4个方面对原型系统的运行实例进行分析和说明。
A modern human resource information management system has become an important basis of enterprise project management system. Undoubtedly, how to organize and harmonize technical human resource better is one of main research directions on the human resource management.
This dissertation deeply studied the problem of evaluating the human resource value with the labour value theory, studing the problem of evaluating the human resource value was considered to be as studing the problem of the commodity value. On the problem of evaluating the human resource value, the essence content of the commodity value was indicated to be as the social labour from viewpoints of the labour value theory. The commodity value law was described with a mathematic style. A mathematic style of the commodity value decision was proposed, which indicates a unit commodity value of a production department is decided by the social average labour productivity of the production department, the social requirements from other production departments only affect the commodity quantities of the production department. Accordingly, the relation between demand and supply decides the commodity price, and not the commodity value. The commodity value is the center of gravity around which the commodity price fluctuates. The deviation of the commodity price from the commodity value is eliminated by the attraction of this center of gravity.
Aiming at the transformation theory problem based on the labour value theory, a new proof method was put forward to prove the labour value transformation theory under the condition of the social capital simple production by applying the commodity value law. The labour value transformation theory was proved to be of truth. There were three representative and influential proof methods of the transformation theory problem to be introduced and critiqued. The correctness and shortage of these proof methods were pointed out.
Three principles that guide the practice of the human resource management of enterprise with the labour value theory were discussed. Financial statements of some enterprises selected from the global top 100 list in the year of 2007 on the American magazine FORTUNE were analyzed, and the social average rate of profit in the world from 2004 to 2007 was estimated. By analyzing economic data of these financial statements, the labour value transformation theory was expained to be correct, and the objective formation basis of the commodity production price including the enterprise human resource production price was expained. The fluctuation mechanism of the commodity production price including the enterprise human resource production price how to be effected by the markect competition was explained.
On the basis of the labour value theory, the range of the game theory to be applied to the human resource management was specified, and the technical human knowledge share problem was studied. According viewpoints of the value evaluation and the knowledge share of the technical human resource and characteristics of the technical human resource in a enterprise, a strategy of the performance examination was put forward to reduce the number of performance examination and the cost of management by applying the communication game. An evaluation index system of the technical human resource in a enterprise was established by applying the method of relational matrix analysis. Two level of the measure index were distinguished by the evaluation index system from six aspects that are morals, intelligence, skill, industriousness, achievement and health. By applying research results of the labour theory and the game theory, a prototype system of enterprise technical human resource management was developed independently, which is oriented to the enterprise technical human resource. The prototype system was analyzed and explained from four aspects that are the technical human resource management, the research and development project planning management, the knowledge share management and the performance examination management.
本文应用劳动价值论对人力资源的价值衡量问题进行了深入研究,指出研究企业人力资源价值衡量的问题可以转化为研究商品价值衡量的问题。从劳动价值论的观点出发,在人力资源的价值衡量问题上,指出价值的本质内容是“社会性劳动”。从数学形式上阐述了劳动价值论商品价值规律,建立了价值决定的数学形式,指出一个生产部门的单位商品价值由本部门的社会平均劳动生产力决定,其它生产部门的社会需求只影响这个部门生产的商品数量,从而说明供求关系决定单位商品价格,但不决定单位商品价值,价值作为重心吸引着偏离的价格,价格围绕价值波动。
基于社会资本简单再生产条件,本文针对劳动价值论的转形理论问题应用商品价值规律提出了一种新的求证方法,证明了劳动价值论的转形理论具有普遍适用性。介绍和评论了三个具有代表性的、影响较大的转形理论问题解法,指出三个解法的正确和不足之处。
应用劳动价值论总结出3条用于指导企业人力资源管理实践的原则。从美国《财富》杂志评选的世界前100强企业中,选取部分企业的财务报表进行分析,估算出2004年至2007年世界范围内的社会平均利润率,通过现实的经济数据说明了劳动价值论转形理论的正确性,说明了包括企业人力资源在内的商品生产价格具有客观的形成基础。阐述了包括企业人力资源在内的商品生产价格如何受市场竞争影响而波动的机制。
在劳动价值论的基础上,界定了博弈论在人力资源管理中的应用范围,应用博弈论研究技术人力知识共享问题。根据本文有关技术人力价值衡量和知识共享的观点,结合企业技术人力资源的特点,应用通信博弈建立了一个考核次数少、管理成本低的技术人力绩效考核策略,应用关联矩阵法制定了适合企业技术人力资源的评价指标体系,从“德”、“智”、“技”、“勤”、“绩”、“体”6个方面将绩效考核内容分为两级量化指标;应用本文对劳动价值论和博弈论的研究成果,自主开发了一个企业技术人力管理原型系统,从技术人力管理、研发项目规划管理、知识共享管理和绩效考核管理等4个方面对原型系统的运行实例进行分析和说明。
A modern human resource information management system has become an important basis of enterprise project management system. Undoubtedly, how to organize and harmonize technical human resource better is one of main research directions on the human resource management.
This dissertation deeply studied the problem of evaluating the human resource value with the labour value theory, studing the problem of evaluating the human resource value was considered to be as studing the problem of the commodity value. On the problem of evaluating the human resource value, the essence content of the commodity value was indicated to be as the social labour from viewpoints of the labour value theory. The commodity value law was described with a mathematic style. A mathematic style of the commodity value decision was proposed, which indicates a unit commodity value of a production department is decided by the social average labour productivity of the production department, the social requirements from other production departments only affect the commodity quantities of the production department. Accordingly, the relation between demand and supply decides the commodity price, and not the commodity value. The commodity value is the center of gravity around which the commodity price fluctuates. The deviation of the commodity price from the commodity value is eliminated by the attraction of this center of gravity.
Aiming at the transformation theory problem based on the labour value theory, a new proof method was put forward to prove the labour value transformation theory under the condition of the social capital simple production by applying the commodity value law. The labour value transformation theory was proved to be of truth. There were three representative and influential proof methods of the transformation theory problem to be introduced and critiqued. The correctness and shortage of these proof methods were pointed out.
Three principles that guide the practice of the human resource management of enterprise with the labour value theory were discussed. Financial statements of some enterprises selected from the global top 100 list in the year of 2007 on the American magazine FORTUNE were analyzed, and the social average rate of profit in the world from 2004 to 2007 was estimated. By analyzing economic data of these financial statements, the labour value transformation theory was expained to be correct, and the objective formation basis of the commodity production price including the enterprise human resource production price was expained. The fluctuation mechanism of the commodity production price including the enterprise human resource production price how to be effected by the markect competition was explained.
On the basis of the labour value theory, the range of the game theory to be applied to the human resource management was specified, and the technical human knowledge share problem was studied. According viewpoints of the value evaluation and the knowledge share of the technical human resource and characteristics of the technical human resource in a enterprise, a strategy of the performance examination was put forward to reduce the number of performance examination and the cost of management by applying the communication game. An evaluation index system of the technical human resource in a enterprise was established by applying the method of relational matrix analysis. Two level of the measure index were distinguished by the evaluation index system from six aspects that are morals, intelligence, skill, industriousness, achievement and health. By applying research results of the labour theory and the game theory, a prototype system of enterprise technical human resource management was developed independently, which is oriented to the enterprise technical human resource. The prototype system was analyzed and explained from four aspects that are the technical human resource management, the research and development project planning management, the knowledge share management and the performance examination management.
引文
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