人力资本的性质与企业的剩余分配

马克思和现代人力资本理论在人力资本分享企业剩余的理论上是暗合的。人力资产一旦进入企业就带上了资本属性 ,人力资本的存在并不完全取决于其是否获得了剩余索取权和企业控制权。由于人力资本的形成及其产权归属具有多元性 ,因此它可以获取但又不能占有全部企业剩余。本文为企业经营者和劳动者合理有效地参与剩余分配提供了一定的理论参考和依据     

The Impact of Labour Markets on Specialist Manpower

ABSTRACT A major problem to be faced in the coming decade is ensuring an adequate supply of trained staff to innovate and exploit new technologies. Historically this has often been defined as a macroeconomic supply-demand issue, to do with generating people from the educational sector with the appropriate mix of expertise in the numbers required to meet demand in the industrial sector. In this paper the author makes the case that the concept of 'expertise' is not as simple as a supply-demand view assumes. The definition of what is appropriate expertise for given jobs—technical and managerial—seems to be heavily influenced by who is trying to gain control over whom, a phenomenon that can also be seen at work in situations as diverse as shopfloor demarcations and the behaviour of professional bodies. If this is the case, the solution to the supply-demand problem may well lie in the hands of the individual firm and its manpower policies, rather than in the overhaul of national systems of education.     

预期与国际油价

随着美国次贷危机演化为金融危机进而波及实体经济,石油价格大幅波动.预期的变化在投机因素的推动下加剧了油价的波动.对美元汇率波动、次贷危机恶化、美国政治转向以及中国题材淡化的预期,都影响着国际油价.在当前国际油价较低的情况下,中国应抓住机遇,建立完善的石油储备体系,利用充足的外汇储备,通过参股、合作、收购等方式,扩大对世界石油市场的影响力,与此同时,降低国内石油市场的准入门槛,加快国内国际油价的接轨,以税制改革推动节能减排.     

Manpower and Technological Change in Czechoslovakia

In spite of a continuing manpower shortage since World War II, the pace of technological progress and the introduction of labor-saving technology in Czechoslovakia has been disappointingly slow. The blame for this state of affairs has been ascribed by Czech economists to the system of directive central planning used in Czechoslovakia and other East European countries. Because of the emphasis on meeting and surpassing output targets without regard to quality or need for the end products, the system gave enterprises no incentive to introduce new technology, reduce manpower requirements, or turn out a better grade     

The future labour market for R&D Manpower in The Netherlands

An adequate supply of qualified research and development (R&D) personnel is an important precondition for a government policy that aims for a strongly knowledge-intensive economic growth. As in many other OECD countries, there is great concern in The Netherlands about meeting this crucial condition in the next decades. This article tries to show to what extent this current concern is justified. For that purpose, forecasts of future supply and demand for research manpower in the science and engineering fields (including agriculture and health) have been produced, extending to the year 2010. Sensitivity analyses show that the fore-casts are not very sensitive to alternative assumptions on economic growth, investments, replacement demand and labour supply.
From a methodological point of view the forecasting approach differs from the more traditional manpower forecasting. Firstly, the demand for R&D personnel is split up into an increase in total employment for R&D manpower ( expansion demand ) on the one hand, and, on the other hand, the need for replacements for researchers who retire, die or switch to other occupations ( replacement demand ). Expansion and replacement demand are considered in three sectors of R&D work: universities, research institutes and private enterprises. Expansion demand and replacement demand together determine the job openings for newcomers. These job openings are confronted with the supply of new R&D manpower, which is largely determined by the output of the educational system. The confrontation of demand and supply forecasts shows that, in general, severe shortages of R & D manpower will result if there are not adequate manpower policy adjustment. The article closes with a discussion of the policy implications of the expected disequilibria in the market for R & D manpower.     

浅论人力资源管理与开发

本文从人力资源的基本概念和特征、人力资源管理的基本概念、内容,及传统人事管理与现代人力资源管理的区别入手,通过分析现代企业人力资源管理中存在的问题,阐述企业人力资源管理开发战略的几点建议。     

Markov-Chain Analysis of Internal Manpower Supply

The separation of manpower forecasting into a demand forecast and a supply forecast emphasizes that each depends on quite different sources of information. The demand forecast is based primarily on an estimate of sales, which is then transformed into the number and type of personnel needed to produce and sell the company's products. The information for forecasting internal supply can often be treated as if it were independent of the external environment and is often available within the firm. If a matrix representing the probability of transition from one job classification to another can be prepared for the relevant classifications, Markov-chain theory can be used to generate a forecast of internal manpower supply.     

人力资本投资理论研究

人力资本思想起源于对人的经济价值的研究,人力资本概念被正式纳入主流经济学,标志着人力资本理论的形成。随着知识经济时代的来临,人力资本将成为未来经济发展的发动机。     

论民生的经济学性质

经济活动归根结底是为了改善民生,非民生的经济活动是人类行为的异化。物质财富的创造和增长是一切民生成就和民生改善的基础和前提。而如果承认分配均等的民生价值,那么,在社会总收入或总产出一定的条件下,分配越平均社会总效用就越大。在国力所及的条件下,优先满足最基本的民生需要和权利,是一国民生成就和民生改善的重要标志之一。各经济体主要采用企业、非营利组织和政府等三类组织形式进行民生产品的生产,这三类组织各有所长所短,不同功能互补,各自扬长避短,满足多种要求。无论由哪类组织提供民生产品,都没有免费的午餐。而在怎样的条件下,民众需要的选择必须由政府决策(选择)来替代,以及政府决策替代民众自由选择会付出怎样的成本,是一个重要的选择问题,在这一问题上同样遵循没有免费的午餐的基本原理。当一国建立了基本的民生物质基础后,民生需要的满足将在越来越大的程度上具有精神因素参与决定的特征。也就是说,幸福或民生效率(成本—效用关系)不仅是一个物质关系,更是一个社会心理关系和社会价值观现象。因此,民生的价值是演化的,民生产品的供需关系以及民生满足(幸福感)的物质成本是显著变化的。真正伟大的民生改善不只是办一些眼前的惠民好事,而是建立和健全能够...     

Economics of Supply of Canada's Military Manpower

Three key generalizations emerge from this study:

• 1 Economic factors can, in certain cases, be important in attracting applicants to other ranks of the Canadian armed forces. Sensitivity to the state of the civilian economy would appear to be greatest for the air force, where the average quality level of applicants in the labor force is highest. The impact of relative wages, as measured here, is substantially larger than that of unemployment.
• 2 Traditional and cultural considerations are also relevant. Previous historical and sociological research is supported regarding Quebec's negative attitudes towards the navy. Attitudes towards the army are less clear, as data shortcomings prevent precise interpretation of the regional dummy variables. There are also distinct seasonal patterns in application rates to each service.
• 3 Important differences in attitudes and quality of applicants were found among army, navy, and air force recruits. With the operational unification of Canada's three services into a single armed force in 1968, implications for recruitment remain an open question.

     

人力资源资本化的若干问题

资源之所以成为资本，是由于两种不同的资源定价方式决定的。一种是对资源直接定价，一种是对资源间接定价，间接定价的资源就是资本。人力资源也是一种有价资源，人力资源的间接定价就是人力资源的资本化。在人力资源资本化的过程中，应该注意动态性、虚拟性、交易性三个问题。人力资源的资本化，就是一个得到收益权的过程。     

The Context-Specific Nature of Competence and Corporate Development

Based on an analysis of knowledge-intensive innovations, this paper argues that much of the knowledge that provides distinctive competence for sustained competitive advantage is context specific. The development of this competence is a path-dependent process of numerous learning events in particular situations and practices. Because competence is embedded in the specific context in which it was created, it is very difficult to imitate and can become the basis for sustained competitive advantage. This represents an important opportunity for firms who have grown up in a developing country and learned how to compete successfully there. Firms from developing countries who run in packs to build and expand on their context-specific competencies can be more successful in expanding into other developing countries with similar national political institutional contexts than firms from developed countries who have not acquired this tacit knowledge of local practices.     

人力资本产权的定价及其交易

作者认为，货币资本与人力资本的结合形成了公司的法人财产，并实现了货币资本的保值增值，把产权清晰到自然人，不仅仅是要通过资产出售或转让的方式把实物资产产权清晰到拥有货币资本的自然人，而且还要通过依法量化人力资本，把人力资本产权清晰到拥有人力资本的自然人，深化企业产权制度改革，要重视人力资产产权问题，强化人力资本产权的量化及其交易，创造人力资本产权清晰到自然人的外部条件。     

集值函数及向量值函数的两类线性算子逼近

本文得到了利用插值型线性算子列及积分型算子列逼近连续集值函数及连续向量值函数的收敛逼近阶。