企业人力资本定价理论与方法研究
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摘要
当今社会,人才竞争日趋激烈,人才发展战略引起了国家的高度重视,加快建立科学合理的选人、用人机制,积极引进、培育高层次人才,助推经济社会全面发展,在各界已形成共识。人力资本定价理论自上世纪中叶提出以来,虽发展较快,但尚未在实际中得到全面应用。当前的人力资本定价理论和方法还存有诸多不足,制约了人力资本定价理论和方法的实践应用能力。本文正是在前人工作的基础上,针对人力资本定价这一核心问题进行了较深入的研究,取得了一定的研究成果。论文的主要工作和创新如下:
(1)针对传统的人力资本定价现金流折现(DCF)法的对人力资本价值估计过低和忽略人力资本投资项目的灵活性增值机会的不足,基于实物期权的基本理论和方法,利用Black-Scholes模型和欧式看涨期权定价方法,构建了人力资本定价模型,并进行了实证研究。研究结果表明,构建的人力资本定价方法综合考虑了未来所有的投资机会,更为精确地确定企业员工的人力资本价值,企业员工人力资本价值与市场价格波动率和市场无风险利率基本都是呈现线性关系。
(2)传统人力资本定价指标体系单一,仅仅依据财务指标来进行,很少考虑与人力资本价值相关的非财务数据,导致人力资本定价结果客观性不足。本文构建了财务数据和非财务数据相补充的人力资本定价指标体系,并应用灰色系统理论构建了企业员工人力资本评价模型。研究结果表明,构建的人力资本评价模型不但能够对企业员工的人力资本价值作出总体的评价,而且能够对企业员工的每个人力资本指标进行计算,企业可以根据员工的人力资本定价结果,分别制定相应的政策,促进实现员工的人力资本价值。
(3)针对人力资本定价环节当中评审专家主观性太强的不足,基于模糊偏好关系矩阵的基本理论,将双一致性导出有序加权平均算子(DC-IOWA)引入到人力资本的定价环节之中,提出了人力资本定价的方法和流程。研究结果表明,新的人力资本定价方法克服了当前人力资本定价方法中存在的主观性大等不足,较好地解决了人力资本定价专家的信息在集结过程中的丢失问题,能够客观地反映人力资本的实际价值,提高了人力资本定价的科学性和客观性。
(4)针对以往学者主要是应用完全信息静态博弈来研究企业人力资本定价的不足,构建了不完全信息即信息不对称条件下的人力资本定价模型。研究结果表明,在不完全信息条件下,当员工是高人力资本的概率超过一定界限后,企业和员工的贝叶斯纳什均衡才存在,均衡策略是企业选择聘用,员工选择策略,否则贝叶斯纳什均衡不存在。
Nowadays, society is facing the keen competition on the talents, every country pays more attention on the development strategy of the talents, Common Reognization is formed that scientific talent-selection and talent-employment mechanism should be constructed quickly, and high-level talents should be introduced actively, so as to promote the development of economy and society. Since the theory of human capital pricing is proposed, it develops quickly, but is used less in practice. Theory of human capital pricing currently is not perfect, which restricts the application of the theory of human capital pricing. Based on the past research results, the dissertation focuses on the core content of the human capital pricing, and some research results is made as follows:
(1) To overcome the defect of traditional method of human capital pricing, such as discounted cash flow pricing (DCF), the pricing of which generally is low, and neglects the latent increased chance, the human capital pricing model is formulated based on theory and method of real option, Black-Scholes model, and pricing method of European call option, and case study is made. Research results have shown new human capital pricing model concerns all the latent investment chance, so as to make human capital pricing more accurately, moreover, relationship among market price movement rate, market non-risk interest rate, and human capital value is linear.
(2) Index system of traditional method of human capital pricing is single, mainly including financial indicators, and other factors concerned are neglected, and result of human capital pricing is not objective. In the dissertation, index system of human capital pricing including financial indicators and non-financial ones is proposed, and human capital pricing model is proposed based on the theory of grey system. The research results have shown the new model not only comprehensively evaluates human capital value, but also calculate each human capital indicator, and the company can make corresponding policy for employee according to the result of human capital pricing, so as to actualize human capital value.
(3) To overcome strong subjectivity of the expert in the process of human capital pricing, based on theory of fuzzy preference relations, and dual consistency induced average weighted operator is introduced into the process of human capital pricing, and new method and procedure of it is proposed. Results have shown the new method of human capital method overcomes the problem of information loss in the process of aggregation, and human capital value made by the new method is more accurate, so as to make human capital pricing more scientific and objective.
(4) The method of human capital pricing researcher in the past based on static game model with complete information is defective in some degree, and new human capital pricing model is formulated. Results have shown Bayesian Nash Equilibrium is existed only if the probability that the employee belongs to high human capital exceeds certain limit under the condition of incomplete information, and equilibrium strategy is company selects employment, and employee select the strategy, or the Bayesian Nash Equilibrium is not existed.
(1)针对传统的人力资本定价现金流折现(DCF)法的对人力资本价值估计过低和忽略人力资本投资项目的灵活性增值机会的不足,基于实物期权的基本理论和方法,利用Black-Scholes模型和欧式看涨期权定价方法,构建了人力资本定价模型,并进行了实证研究。研究结果表明,构建的人力资本定价方法综合考虑了未来所有的投资机会,更为精确地确定企业员工的人力资本价值,企业员工人力资本价值与市场价格波动率和市场无风险利率基本都是呈现线性关系。
(2)传统人力资本定价指标体系单一,仅仅依据财务指标来进行,很少考虑与人力资本价值相关的非财务数据,导致人力资本定价结果客观性不足。本文构建了财务数据和非财务数据相补充的人力资本定价指标体系,并应用灰色系统理论构建了企业员工人力资本评价模型。研究结果表明,构建的人力资本评价模型不但能够对企业员工的人力资本价值作出总体的评价,而且能够对企业员工的每个人力资本指标进行计算,企业可以根据员工的人力资本定价结果,分别制定相应的政策,促进实现员工的人力资本价值。
(3)针对人力资本定价环节当中评审专家主观性太强的不足,基于模糊偏好关系矩阵的基本理论,将双一致性导出有序加权平均算子(DC-IOWA)引入到人力资本的定价环节之中,提出了人力资本定价的方法和流程。研究结果表明,新的人力资本定价方法克服了当前人力资本定价方法中存在的主观性大等不足,较好地解决了人力资本定价专家的信息在集结过程中的丢失问题,能够客观地反映人力资本的实际价值,提高了人力资本定价的科学性和客观性。
(4)针对以往学者主要是应用完全信息静态博弈来研究企业人力资本定价的不足,构建了不完全信息即信息不对称条件下的人力资本定价模型。研究结果表明,在不完全信息条件下,当员工是高人力资本的概率超过一定界限后,企业和员工的贝叶斯纳什均衡才存在,均衡策略是企业选择聘用,员工选择策略,否则贝叶斯纳什均衡不存在。
Nowadays, society is facing the keen competition on the talents, every country pays more attention on the development strategy of the talents, Common Reognization is formed that scientific talent-selection and talent-employment mechanism should be constructed quickly, and high-level talents should be introduced actively, so as to promote the development of economy and society. Since the theory of human capital pricing is proposed, it develops quickly, but is used less in practice. Theory of human capital pricing currently is not perfect, which restricts the application of the theory of human capital pricing. Based on the past research results, the dissertation focuses on the core content of the human capital pricing, and some research results is made as follows:
(1) To overcome the defect of traditional method of human capital pricing, such as discounted cash flow pricing (DCF), the pricing of which generally is low, and neglects the latent increased chance, the human capital pricing model is formulated based on theory and method of real option, Black-Scholes model, and pricing method of European call option, and case study is made. Research results have shown new human capital pricing model concerns all the latent investment chance, so as to make human capital pricing more accurately, moreover, relationship among market price movement rate, market non-risk interest rate, and human capital value is linear.
(2) Index system of traditional method of human capital pricing is single, mainly including financial indicators, and other factors concerned are neglected, and result of human capital pricing is not objective. In the dissertation, index system of human capital pricing including financial indicators and non-financial ones is proposed, and human capital pricing model is proposed based on the theory of grey system. The research results have shown the new model not only comprehensively evaluates human capital value, but also calculate each human capital indicator, and the company can make corresponding policy for employee according to the result of human capital pricing, so as to actualize human capital value.
(3) To overcome strong subjectivity of the expert in the process of human capital pricing, based on theory of fuzzy preference relations, and dual consistency induced average weighted operator is introduced into the process of human capital pricing, and new method and procedure of it is proposed. Results have shown the new method of human capital method overcomes the problem of information loss in the process of aggregation, and human capital value made by the new method is more accurate, so as to make human capital pricing more scientific and objective.
(4) The method of human capital pricing researcher in the past based on static game model with complete information is defective in some degree, and new human capital pricing model is formulated. Results have shown Bayesian Nash Equilibrium is existed only if the probability that the employee belongs to high human capital exceeds certain limit under the condition of incomplete information, and equilibrium strategy is company selects employment, and employee select the strategy, or the Bayesian Nash Equilibrium is not existed.
引文
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