交易成本的资本化——人际资本

交易成本到哪里去了？一些“无形资本”是如何形成的？本文将经济学界尚未解决的这两个难题联系在一起，提出了与“物质资本”、“人力资本”相对应的第三种形式的资本，即人际资本的概念，并将其定义为：存在于人际之间，表现为人际关系，对未来生产或交换有所助益的价值存量。人际资本是资本化了的交易成本，或者说，交易成本资本化，便形成了人际资本。人际资本的基本功能是促进交易的达成和实现，节约交易成本。文中讨论了人际资本的内涵和性质。

China's Industrial Upgrade and Human Capital Improvement

Based on statistics, this paper reviews China＇s economic growth and industrial upgrade since the reform and opening up in 1978 and estimates the contribution of industrial restructuring to economic growth. With the years of schooling as the proxy variable of human capital, this paper describes changes in China＇s labor competence during the industrial restructuring process. Then, this paper estimates China＇s future human capital demand and shortage based on economic and demographic forecast. Lastly, this paper proposes recommendations for improving human capital in China with skills development and education.

Employability Skills Needed by Higher Vocational Education Graduates to Be Successful in the Workplace

The current issues in workforce development are on high competence not only in technical skills, but also in non-technical skills. The term of non-technical skills is also called as employability skills. The research with topic analysis and development ofemployability skills of polytechnic students aims to： describe supervisors＇ perceptions of the importance of the employability skills needed in the workplace; describe supervisors＇ perceptions of the students＇ level of competence at performing the employability skills; and find the attributes of employability skills that are need to prioritize for development. Research sample has been selected by using a stratified random sampling from the supervisor of last year students when they are on the job training in industry. Total 146 supervisors participated in this research. The Employability Skills Questionnaire with a five-point Liken scale was used to assess perceptions level of importance of identified employability skills and students＇ level of competence. Data were analyzed by descriptive statistics, means and standard deviations, and priority development analysis. Three main groups of the employability skills with highest important level are： workplace health and safety, self-management, and team working. Students have a high level of competence in occupational health and safety, self-management and learning skills. There are three attributes of employability skills in high priority category for developed： knowing the benefits of computer application programs are needed in the work, taking the initiative in organizing activities, and participating in learning activities to gain new experience.

Research on the Human Resource Management Mode based on Competency Model

In this paper, we conduct in-depth research on the human resource management mode based on competency model. Treatment of competency is defined based on the previous scholars, this paper defines enterprise top management competency as can change the performance is outstanding person in senior management positions in companies and generally do distinguish individual potential. Corporate culture has a strong and lasting soft binding, plays an important role in modem enterprise management. The numerical analysis supports the effectiveness and feasibility of the model. In the future, we will conduct more related work to optimize the current theory.

Intellectual Capital and Business Performance in Professional Football Clubs： Evidence From a Longitudinal Analysis

This paper aims to explore the impact of intellectual capital efficiency （ICE） on firm performance in the context of professional football clubs. In particular, our aim is twofold： （1） to provide measures of ICE specifically tailored to professional football businesses; and （2） to empirically investigate whether some dimensions of ICE, namely, human capital and relational capital efficiency, are positively associated with sporting performance, here used as a proxy for business performance. This paper develops a quantitative analysis of club-level panel data using the statistical technique known as mixed-effects linear regression for longitudinal analysis. The research spans a time period of five years and specifically the sporting seasons from 2007/2008 up to 2011/2012. The empirical findings of this study provide tentative evidence that ICE, especially as far as relational capital is concerned, is positively associated with on-pitch performance of professional football businesses. On the counterpart, results for the impact of human capital efficiency （HCE） do not consistently come out with the （positive） expected signs. More specifically, our findings suggest that relational capital efficiency, meaning the ability to develop and nurture positive business relationship with relevant external stakeholders, is a significant consideration for football club managers; on the other, they might shed light on the actual business model of professional football clubs that, in our analysis, does not appear consistent with the long-held hypothesis of winning maximization. The main limitation of this study lies in the fact that our indicators do not fully capture all relevant dimensions of the intellectual capital （IC） construct.

Pay-based Screening Mechanism: Personnel Selection in the View of Economics Theory

Based on economic theories, the paper studies the personnel selection at the asymmetric job market using signaling and screening model. The authors hold the opinion that an organization can screen the candidates' signaling based on the self-selection principle by providing an appropriate compensation choice. A pay-based screening mechanism is proposed to help the organization drive away the nonqualified applicants and retain the excellent applicants.

Recruitment and selection of Human Resources --Alibaba business, for example

Human resources is one of the important aspects of an enterprise survival and development.The competition of an enterprise is ultimately a competition of human resources. It is no exaggeration to say that human resources are the core strength of an enterprise survival and development. If there is no good human resources, then the business may be just a shell, no pillars and core development, then it can not go on long-term development. With the development of international, multinational companies continue to grow, the demand for human resources is placed in a prominent position. Human resources management including human resource planning, human resources recruitment and selection, training and development of human resources, human resources performance management, compensation of human resources, labor relations. This paper studies the recruitment and selection of human resources, and Alibaba, for example, described in detail the meaning of the recruitment and selection methods and the role in order to provide a theoretical reference for future research and business recruitment.

Research on the Applications of Case Studies and Role Playing Methods on the Enterprise Strategic Management Course Teaching

In this paper, we conduct research on the applications of case studies and role playing methods on the enterprise strategic management course teaching. Training is an important part of the enterprise human resources management. For enterprises is a kind of novel important human capital investment, as well as other capital investments, both benefits. Also be risky, because of the risks and benefits is coexistence, indivisible. To deal with the mentioned challenge, we combine the novel and state-of-the-art training methodology to maximize the effectiveness of the training process. In the article, we cast our new opinion together with the prospect for the future.

An Immense, All-Encompassing Institution： Turkish Army

In Turkish, the phrase ＂armed forces＂ is usually interchangeable with the word ＂army＂, the land forces constituting the crushing majority of the whole military population. Turkish military serves as a nation-builder, absorbing and unifying all young males in the compulsory service with no discrimination whatsoever. Most of the other neighboring countries have all-professional-armed-forces, which consolidate a different and distinct class or even a sort of cast within the bosom of that very nation, thereby effectively working toward a disintegration, let alone unification. The incorporating and integrating function of the Turkish military can be understood better when this valuable comparison is taken into consideration. All valuable potentials attain recognition, there being no place for waste, as far as human resources go. The we-feeling there extends to each and every one of the soldiers. The military organization not only prepares the young man-power for a prospective armed conflict, but also imparts many good qualities and virtuous values into their characters like discipline, perseverance, comradeship, and self-esteem. The military, in a sense, serves as a process of initiation or a rite de passage, the end-result of which upon the honorable discharge at the end of the service term, is only a more mature and dignified young person than before.

Development and research of Human Resource Management under the background of information era

In the context of economic globalization, the knowledge economy, information networking background, the worldwide human resource management are facing the challenge of change, it shows a series of trends and they are summarized in this article of the worldwide enterprise human resource management six trends, namely strategy, information technology, professional, people management, and human resources outsourcing and comprehensive human resource management, in order to change the direction of the future, it is still in its infancy inspire and should learn from the human resource management of Chinese enterprises.

Research on Human Resource Accounting Based on Value Chain

The requirements of management practice make the research of human resource accounting popular. But the difficulty of calculation hinders the implementation of human resource accounting. The paper selects observes the crossing field of management and economics, human resource accounting based on value chain. The paper explains that the present human resource accounting measurement should be innovated, and proposes that the human capital can be divided into general human capital and critical human capital according to the role on value chain, and makes color measurement.

Merit and Evaluation Models for Managers in the National Health System： An Empirical Study

The national health system （NHS） complexity increase requires a review of the managerial human resources evaluation and recruiting methods, considering that nowadays doctors need to improve not just their clinical capabilities, but also managerial competences. At this end it is important to develop performances control models and to identify appropriate results indicators, with the aim of introducing an effective doctors selection system for managerial roles. The paper considers the Italian situation and tests the current evaluation and selection methods, by analysing the literature and the existing legislation and by interviewing experts. Moreover, in order to reach an innovative model, complex organizations have been taken into account as benchmarks. Three different categories of experts have been interviewed and texted： national health care organizations managers, companies managers, and business consultants. The 137 interviewed experts have been asked about four main questions concerning the evaluation for hiring managers as chief medical director, department director, and head of complex units. The conducted research suggests four different options in order to evaluate and to select heads of complex unit for the most strategic roles. By consequence, the analysis shows that required characteristics must be managerial attitudes as well as clinical capabilities.

How to Effectively Retain Knowledge Workers in Organizations

Under the background of knowledge-based economy, it is widely believed that the completion among enterprises is actually the competition of talents. Therefore, 21 century has seen a fierce competing for talents all over the world. However, the high turnover rate of knowledge workers becomes a prominent issue for HR managers since it could be the loss of the organizations if the employees who master the core skills and customers leave. Under this circumstance, this paper will focus on answering the question of how to effectively retain knowledge workers, in order to help organizations to keep the core competitiveness. Through literature review of knowledge workers＇ characteristics and needs, this paper highlights the importance of retention and analyzes the reason for knowledge workers leaving and finds that it is important to improve a sense of loyalty and employees＇ organizational commitment to retain knowledge workers. It is also important for the organization to adopt motivation strategies and methods to retain knowledge workers, in order to avoid the drain of core knowledge capital, thus maintaining core competence of organizations.

Developing an Organization Competencies Framework for SME（s） in Thailand

Employee competency is one of the important factors contributing to corporate performance. It is increasingly important and became a major focus on human resources department. Competency within the firms can be either buy or build. Current practice, multinational companies prefer to buy in competency through either buy talents from competitors or merge and/or acquisition with the aim of getting required competency in place. Buy in option might be quick option however SME（s） do not afford to follow this option therefore building competency internally is a favorable choice of option. This paper shows the results of the surveys to 770 SME（s） across three business types： manufacturing, trading and services. The results showed that SME（s） give priority and importance to planning, cultural awareness and decision-making/problem-solving competencies while stakeholder management and leadership competencies are least importance

Analysis on Human Resource Outsourcing in Chinese Government

Social and economic development, the deepening of the reform of our government have higher requirements, then the Government is an important step in the implementation of human resources outsourcing, is now the phenomenon of corporate human resources outsourcing has been very common, the Government also needs further enterprise, This paper studies the cost-benefit analysis of government human resource outsourcing by deepening the understanding of human resource management and the comparative analysis of government and enterprise human resource management to verify whether it is feasible and the way to outsource human resource management. The content has made the detailed analysis, to study our country government＇s human resources outsourcing question has the vital significance.

Discussion on Present Situation and Countermeasures about the development of nursing human resources

Nursing Human Resource Management is part of the human resources is nursing human resources by organizing nurses study, planning, training, and ultimately serve the medical career management stated objectives. Nursing human resource development of our human resources there are insufficient care, nurses configuration structure is irrational, the management system is not perfect, nurses are not high quality is the current status of nursing human resource mauagemenL and problems. This paper proposes a ＂human resource is the first resource＂ human resources management concept, has taken to develop a reasonable management mechanism, improve relevant laws and regulations of nursing human resources development, increase investment in education, strengthen education and training for nurses, the rational allocation of nursing human resources and other measures. In this paper, the connotation of Human Resources Management in the current situation as the starting point of care, from the current situation of nursing human resource development and the problems of the current situation of nursing human resource management and problems of nursing human resources management to discuss and propose appropriate for the development of human resource management solutions.

A Comparative Study of two Different Types of Enterprise Salary Mode

Human resource is the core of organizational development resources, the organization＇s competition more embodied in the talent competition. Pay as one of the important means of incentive talents, plays an important role in talent organization plan. Compensation management has become the core content of enterprise human resources management, compensation mode is about employee compensation management to study and the trend of the style, it provides reference for compensation managers implement compensation management activity basic paradigm or frame type style. Different modes of compensation, conveys the organization of different development direction, in determining job satisfaction, stimulate staff＇s work motivation, plays an important role in the enhancement enterprise cohesion, etc. This article through to the state-owned enterprise and private enterprise specific comparison on the differences of two compensation modes, to explore the adaptability of different mode of enterprise, for other enterprises to provide reference for reasonable and effective compensation system.

Organizational dynamics of an information system: case study from the forestry sector

The Forest Department in the State of Uttar Pradesh, India developed Forest Management Information System (FMIS) for achieving organizational goals of improved financial and human resource management, improvement in the management of forests and wildlife, and for achieving responsive administration. This paper, based on field research, presents an assessment of the dynamics of FMIS in organizational context for a better understanding of such systems in forestry organizations. The paper also investigates the success of FMIS in assisting decision makers in achieving organizational goals. Based on the knowledge developed during the course of the study, key learning elements have been highlighted for the benefit of the stakeholders in information systems in forest sector.

The Human Capital Return and Social Integration of Migrants in China

From the perspective of migrants ＇self-selection and skill transferability theories, this paper compares human capital return rates of different migrant groups in urban China and discuss the possibility of economic status identified by migrants as local labors. Results suggest that positive self-selection works for all types of migrant labors. Migrant workers with non-agricultural household registration or feinong hukou have no trouble to be integrated into the labor market of destination. They even have higher income and human capital return rates than local urban workers. Newly-arrived migrant peasants earn less than local labors. However, after a certain period, the skilled migrant workers catch up with local labors and are economically integrated into the local labor market while the low-skilled migrant group still earns less. Therefore the integration of migrant labors in urban labor market is yet a kind of segregated integration.

Discussion of MOTOROLA＇s Performance Management

With the deepening development of economic globalization, the competition between enterprises is increasingly fierce. In order to be able to survive in the fierce competition and achieve better profits, more and more enterprises begin to pay close attention to the performance management, and performance management gradually become the core content of human resource management. This paper expatiates the concept of performance management and related performance management contents and some existing problems in performance management. Through the discussing of the MOTOROLA＇s company performance management practice, it proposes how to improve the performance management. At last, to improve the efficiency of human resource management, it should make a systematic, standard, scientific performance management, enhance the enterprise the competitive ability and profitability.