论人力资本股权化

随着生产力的迅猛发展和经济时代的变迁 ,人力资本要素将逐步成为经济发展的根本动力。如何激励企业人力资本所有者长期而有效的创新行为成为现代企业制度安排所要解决的主要问题 ,而其最佳的制度安排就是让人力资本所有者与物质资本所有者共同拥有企业的所有权 ,参与企业的收益分配。为此 ,本文提出人力资本股权化思路 ,并对其理论依据、政策依据、现实可行性以及具体的实施构想进行详细的论述。     

Endogenous fluctuations in the demand for education

Abstract. Enrollment rates to higher education reveal a quite large variation over time which cannot be explained by productivity shocks alone. We develop a human capital investment model in an overlapping generations framework that features endogenous fluctuations in the demand for education. Agents are heterogeneous in their beliefs about future wage differentials. An evolutionary competition between the heterogeneous beliefs determines the fraction of the newborn generation having a certain belief. Costly access to information on the returns to education induces agents to use potentially destabilizing backward looking prediction rules. Only if previous generations experience regret about their human capital investment decisions, will agents choose a more sophisticated prediction rule that dampens the cycle. Access to information becomes key for stable flows to higher education. RID="*" ID="*"We would like to thank Cars Hommes, Florian Wagener, seminar participants at the University of Amsterdam, participants of the workshop on ‘Skill Needs and Labor Market Dynamics’ at the Wissenschaftszentrum Berlin für Sozialforschung (WZB) for helpful discussions, and an editor of this Journal and three anonymous referees for their comments. Tuinstra's research is supported by the Netherlands Organisation for Scientific Research (NWO) under a MaG-Pionier grant. Neugart acknowledges financial support from the German Ministry of Education. Parts of the research were done while Tuinstra was visiting the WZB and when Neugart was visiting CeNDEF. Correspondence to: The research for this paper was done while the first author was affiliated with the Wissenschaftszentrum Berlin für Sozialforschung.     

浅谈职业生涯设计在上海一建安装公司的应用

中国加入WTO后建筑企业正面临着激烈的人才竞争。以上海市第一建筑有限公司安装公司的人才培养新思路为背景，通过对实例的分析，深入探讨了拓展人才培养新举措——职业生涯设计的应用，以使企业获得长足的人力资本和顺利实现企业目标。     

改进我国银行业人力资本投资与使用的思路设计

我国银行业人力资本投资及使用状况不甚理想,当前应从投资意识、投资方式、个人投资激励机制、人力资本使用等几方面进行改进。     

The future employment impacts of industrial robots : An input-output approach

An input-output framework is employed to estimate the indirect as well as direct effects of industrial robots on employment by industry sector and occupation. Net employment impacts are defined as the combined effects of the production and the use of industrial robots under the assumption that the demand for goods produced with this new technology is unaffected. These employment effects are estimated as the difference between a base economy (1977) and the same economy with an additional robot-producing sector and given (1990) stocks of robots installed in manufacturing industries. Six scenarios are defined by alternative levels of Robotics sector output and installed robots. The results show that job displacement is 4.5 to 6.2 times greater than job creation, that under the most extreme scenario the aggregate net job loss is 718,000, about 0.7 percent of total 1984 employment, and that the growth occupations (engineers) are highly skilled and white-collar while the declining occupations (welders, painters, machine operators, laborers) are relatively low skilled and blue-collar.     

Human Rights and Business Ethics: Fashioning a New Social Contract

This paper argues that widely accepted understanding of the respective responsibilities of business and government in the post war industrialized world can be traced back to a tacit social contract that emerged following the second world war. The effect of this contract was to assign responsibility for generating wealth to business and responsibility for ensuring the equitable sharing of wealth to governments. Without question, this arrangement has resulted in substantial improvements in the quality of life in the industrialized world in the intervening period. I argue that with advance of economic globalization and the growing power and influence of multi national corporations, this division of responsibilities is not longer viable or defensible. What is needed, fifty years after the United Nations Declaration of Human Rights, is a new social contract that shares responsibilities for human rights and related ethical responsibilities in a manner more in keeping with the vision captured by the post war Declaration. I conclude by suggesting some reasons for thinking that a new social contract may be emerging.     

Toward a naturalistic foundation of the social contract

This paper delivers a step toward a naturalistic foundation of the social contract. While mainstream social contract theory is based on an original position model that is defined in an aprioristic way, we endogenize its key elements, i.e., develop them out of the individuals’ moral common sense. Therefore, the biological and social bases of moral intuitions are explored. In this context, a key adaptation during evolution was the one that enabled humans to understand conspecifics as intentional agents. Since these behavioral aspects are considered to be an exaptation, they are not amenable to direct genetic explanations or to rationality-based approaches.

Fair Trade Coffee and Human Rights in Guatemala

This paper explores how the fair trade coffee market translates consumer action and shopping habits into the promotion of human rights in distant locales. This process does not occur through direct producer–consumer contact. Instead, it is channeled through two interrelated avenues. First, the fair trade certification system which requires producer groups to be democratic, transparent, and accountable and second, the relationships between producers and coffee roasters and importers, who, in this specific commodity chain, act as conduits for consumer actions and intentions. These two facets of the fair trade consumer market promote and protect the secure organizational space that is necessary for producer initiated community development. This freedom to identify and fulfill economic and social development goals through cooperation also reaffirms existing cultural traditions of service and mutual aid among producers. These key components of human rights compliance are critically important in countries such as Guatemala with its history of violent repression, structural inequality, and cultural discrimination against indigenous populations and community organizers. The analysis emerges from ongoing ethnographic research on a group of indigenous, fair trade coffee producers in Guatemala and their relationships with outside buyers and certifiers.

基于北部湾(广西)经济区战略下的人力资源开发策略

环北部湾地区作为中国与东盟跨海联结的纽带,越来越引起人们的关注。北部湾(广西)经济区地处环北部湾经济圈的中心位置,该地区由于基于中国与东盟“十加一”的合作在迅速发展、中国和越南现在进行的次区域经济合作以及取得明显成效的中国西部大开发战略,所以将很可能成为继中国的环渤海、珠三角、长三角之后第四个区域经济的增长极。作为第一资源的人力资源是保证战略目标得以实现的基础,而人力资源的有效开发和整合才能够把北部湾(广西)经济区建设成为中国-东盟自由贸易区的区域性加工制造中心、物流中心、商贸中心、信息中心和文化交流中心。     

基于动态博弈下的区域间人才合作分析

区域经济发展中,人才资源是最重要的生产要素之一。文章以微观角度,从企业的经营决策出发,利用黑箱原理和博弈工具,建立了采用完全信息下企业间的人才合作的动态博弈模型,通过对模型的三个博弈阶段进行逆向归纳分析,讨论相同或不同区域内两个企业间的人才资源合作时在各种情况下的净得益和阻碍成本,从而最终认为合适的人才合作费用和可信的人才合作共享机制都会影响到该区域的企业合作和人才交流。为此,建议地方政府不仅要制定出鼓励拥有人才企业多采用合作,减少阻碍的策略,而且对人才需求企业,也要降低和规范使用人才合作共享时的费用,促进区域经济的繁荣和交流,使人才在不同区域合作也能促进区域间经济获得均衡发展,为消除区域经济发展过程中遇到的人才瓶颈提供了策略参考。