摘要
在知识经济时代,人力资源已超越物质资源、金融资源,成为促进社会经济发展的第一要素和战略性资源,更是当代企业核心竞争力的来源。人力资源的作用关键体现在人力资源效率上,人力资源效率的高低直接影响企业绩效,决定企业的竞争能力。薪酬作为企业对人力资源进行投入的最主要的要素之一,它不仅仅像物质资源一样,是一种必要的生产性投入,同时又具有吸引、补偿和激励人力资源的特殊作用,进而可以影响人力资源效率。然而,为了使企业能够获得持续的高绩效和人力资源高效率,实现企业的长远发展,薪酬管理必需符合企业的战略目标,实行战略性薪酬。因此,本文将以战略性薪酬为视角,对我国企业的人力资源效率现状及其影响因素进行理论与实证分析,以期为我国企业提高人力资源效率提供理论参考与依据。
本文主要分为背景研究、理论研究和实证研究三大部分。论文第一部分主要阐述了选题背景与研究目的及意义,分析了国内外的研究现状,介绍本文的主要研究内容、框架及方法。
理论研究部分主要通过对战略人力资源管理相关理论、薪酬激励理论及人力资本理论的相关文献资料的整理、分析与归纳,奠定了本文研究的基础。在此基础之上,通过对战略性薪酬的功能效应分析,总结战略性薪酬对人力资源效率的影响因素,构建战略性薪酬影响人力资源效率的理论模型。然后,提出并分析了适合本文人力资源效率实证研究的数学方法及模型。
实证部分选取我国造纸业的上市公司为例,在战略性薪酬视角下选取研究人力资源效率的评价指标,先后运用数据包络分析法(DEA)和随机前沿分析法(SFA)进行人力资源效率的实证分析,然后对两种方法得出的结果进行比较分析与相关性检验,表明两种方法所得结果相关度较高。通过实证分析得出相关结论：一方面,本研究不仅达到了对企业的人力资源效率进行评价的目的,而且进一步证明了综合运用DEA和SFA方法对企业人力资源效率评价的科学性和合理性,为其他企业的人力资源效率分析提供了参考和借鉴；另一方面,证明了员工薪酬、人力资源质量(员工受教育程度等)和人力资源的培训开发与人力资源效率存在正相关关系,战略性薪酬可以通过发挥激励效应、分选效应和人力资本效应,提高员工积极性,优化人力资源质量和结构,进而促进人力资源效率的提高。
In the era of knowledge economy, human resources have transcended the material resources, financial resources to promote social and economic development as the first elements and strategic resources, but also the source of contemporary enterprise core competitiveness. The role of human resources is mainly reflected by human resource efficiency. Human resource efficiency directly influences enterprise's performance and competitive ability. Salary is one of the most important inputs of human resources. It not only is a necessary as the productive investment like the material resources, but also is of attraction, compensation and motivation to human resources. So, it can affect human resource efficiency. However, in order to make the enterprise obtain the continued high performance and human resource efficiency and achieve the long-term development, compensation management must conform to the enterprise strategic objectives and implement strategic compensation. Therefore, this paper will study human resources efficiency and influence factors of Chinese enterprise through the theory and empirical analysis based on the strategic compensation, in order to provide theoretical references for improving enterprise's human resource efficiency.
This paper is mainly divided into three sections:background research, theoretical study and empirical study. The first part of this paper mainly expounds the background and study purpose and meaning, analyzes the status of research at home and abroad, introduces the main research contents, framework and methods.
The part of theoretical research sorts, analyzes and summarizes strategic human resource management theory, salary motivation theory and human capita theory, which makes a foundation. On this basis, it analyzes the function of strategic compensation, summarizes the influence factors of human resource efficiency on strategic compensation, and constructs the theoretical model of strategic compensation influencing human resource efficiency. Then, the paper proposes and analyzes the mathematical methods and models for human resource efficiency empirical research.
Taking the Chinese paper listed companies as an example, the empirical research part selects research evaluation indexes from the perspective of strategic compensation, makes the empirical analysis of human resource efficiency with the data envelopment analysis (DEA) and the stochastic frontier analysis (SFA).Then, it makes the comparing analysis and correlation inspection between the results from the two methods, which shows that there is high correlation between the results. This paper gets the relevant conclusions through the empirical analysis:On the one hand, this study not only attains the objective to evaluate human resources efficiency, but also further proves that it is scientific and reasonable to research on human resources efficiency by comprehensive use of DEA and SFA, which provides a salutary lesson and reference for other enterprises to analyze human resources efficiency. On the other hand, it proves that the employee compensation, human resources quality (education degree of staff) and human resources training development is positive correlated with human resource efficiency. Strategic compensation can improve employees' positivity and optimize the structure of human resources through the motivation effect, separation effect and human capital effect, and promote human resource efficiency.
引文
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