From the perspective of cost-benefit Analysis of the University Human Capital Management

Abstract: cultivate high-quality colleges and universities bear the responsibility, how to improve the quality of Education is the focus of colleges and universities, and colleges run human resources as a key factor, how to capitalize and manage, it becomes particularly important. In this paper, the enterprise cost-benefit analysis, human capital, its application to school studies, so that the relevant university human capital management strategies.

Keywords: cost-benefit to the human capital management

"Man" is a variety of organizations in the most important factor in any organization to leave the "people" are not running. But "people" In the beginning, and not as a capital, but rather a variety of organizations to achieve objectives. Human capital theory was first produced in 1960, the American scholar George Shultz in the American Economic Association annual meeting on human capital theory gave a speech system. Since then, domestic and foreign businesses have begun the study of human capital.

General sense, human capital refers to the person's ability to work, including physical, intellectual, knowledge, skills, four parts, physical and mental is one of the most basic component of human capital refers to colleges and universities colleges and universities engaged in teaching, research, management and logistics services, and other aspects of the work of the staff combined.

First, the cost structure of human capital
Human resources are the core competitiveness of enterprises to obtain the source, the capitalization of corporate human resources to achieve strategic human resource management is the prerequisite and foundation, so when the measure of sector performance will be for capital treatment, and not simply as as a cost.

The cost of human capital is an organization to achieve organizational goals, to create the best Economic and social benefits, and acquisition, development, use and safeguard the human resources necessary fees incurred by the sum of specific aspects for the following main : acquisition costs, training costs, salary costs, welfare costs and incentive costs to obtain costs is in the process of recruitment and admission of workers occurred in the cost of training costs is to improve staff knowledge and skills of the costs incurred. salary costs, is to maintain the cost, is to ensure that human capital to maintain its labor cost of production and reproduction. benefit costs is to protect employees on a temporary or permanent loss of value in use, the right to life and must pay, while the cost is to encourage people to play The value of even their own costs incurred long play.

Second, human capital benefit analysis
The so-called earnings, is to engage in professional activities to pursue the effect of interest is obtained through professional activities the cost of revenue and cost comparison reflects the general or by the comparison between the two ratios show that for enterprises, most of human capital gains embodiment is the ability to direct equivalent to the enterprise's Economic benefits, in addition, there are practitioners of their employees, including satisfaction, the higher evaluation, consumer satisfaction with products and environmental gains and losses and a series of detailed indicators. measure their income, they often have to consider three elements: knowledge, skills, motivation.

Enterprise output is the product, the output is the school students, so colleges and universities to educate the human capital gains income-based so-called benefits of Education, Educational activities is to bring positive social and personal effects, usually reflected in the internal gains and spillover effects in two ways. Internal features: First, I am educated in improving the production process of goods and services productivity. The second is at a higher level of Education or further accumulation of human capital in the process, raise the educators' productivity. spillover effect, is educated through access to Education but not for the resulting benefits enjoyed himself.

Third, the university's Human Capital Management Countermeasures
University education is not simply to gain Economic benefits for the purpose, more of a social value and changes in people's overall quality. The significance of university human capital management is that for the college to create a competitive environment to adapt to modern society, human capital management system, the traditional experience-based, decentralized personnel management to encourage a unified management system for the center, through the person's knowledge, intelligence, skills and practical innovation as the core "to the management," real play value of human capital, to achieve educational benefits.

1, the introduction of innovative talents mechanism of the market with the development of education, colleges and universities in human capital also reflects the wide range of trends, university personnel needs of different positions according to the characteristics and the inherent requirements of positions for qualified personnel to determine the appropriate way to introduce people to achieve the introduction of talents to maximize the return.

2, to establish scientific and reasonable evaluation index system to manage human capital, the first thing on people's ability to carry out an objective evaluation, which requires the spirit of objectivity, justice, democracy, scientific principles, through the faculty by education, job performance, research capacity in areas such as assessment, the ability to assess staff levels.

3, the reform of university incentives past the University human resources management basically follow the planned economy system, the lack of effective personnel management incentives, often lead to staff motivation is not high, competition is weak, so only the appropriate level of personnel the ability to give the corresponding value of incentives in order to better play to their initiative, enthusiasm, to maximize the value of human capital to achieve. Links to free download http://www.hi138.com
Enterprise cost-benefit analysis for the university's human capital is a certain reference and only the human resources as capital investment and management, the value of human capital can be achieved, however, universities have their own specificity of human capital, ambiguity such as labor time, the complexity of the appraisal, the indirect value realization, etc., must give full play to the ability of human capital as the key to maximizing the value of the expression, in order to ultimately achieve the goals of education to develop high-quality personnel .


References:
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