| 基于专用性人力资本的人力资源管理研究 |
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| 引用本文： | 李军,胡愈.基于专用性人力资本的人力资源管理研究[J].浙江省政法管理干部学院学报,2007,83(2):71-75. |
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| 作者姓名： | 李军 胡愈 |
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| 作者单位： | 湖南师范大学商学院 湖南长沙410081(李军)，湖南商学院经济系 湖南长沙410000(胡愈) |
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| 摘 要： | 专用性人力资本是企业核心竞争力的源泉,企业为了调动员工进行专用性人力资本投资,必须实行长期雇佣和内部晋升制度;实行知识与权力的匹配,让专用性人力资本所有者拥有企业决策权和剩余索取权;实行高水平且重视长期激励和资历工资的薪酬制度。
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| 关 键 词： | 专用性人力资本 长期雇佣 薪酬 内部晋升 权力 |
| 文章编号： | 1009-1505（2007）02-0071-05 |
| 修稿时间： | 2006-12-20 |
A Research on Human Resource Management Based on Specific Human Capital |
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| LI Jun,HU Yu.A Research on Human Resource Management Based on Specific Human Capital[J].Journal of Zhejiang Gongshang University,2007,83(2):71-75. |
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| Authors: | LI Jun HU Yu |
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| Institution: | 1. Business Department, Hunan Normal University, Changsha 410081, China ; 2. Economics Department, Hunan Institute of Business, Changsha 410000, China |
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| Abstract: | Specific human capital is the headspring of the core competitiveness of the corporation.Corporations should do as follows in order to motivate the employees: the corporation should exert long-term employment and interior promotion system;the corporation should exert the matching of knowledge and power so as to make the specific human capital owners hold decision-making power and residual manipulation;and the corporation should exert a higher-level salary system with emphasis on long-term motivation and longevity. |
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| Keywords: | specific human capital long-term employment salary promotion inside power |
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