文档介绍：摘要
在人类发展的历史长河中,人力资源在很长一段时间里都被当作是物质资源的附属品,其价值始终未受到重视。但随着知识经济时代的到来,人力资源对经济增长的推动作用日益显现,人力资源成为了核心的生产要素。越来越多的学者和企业管理者开始从理论和实践中寻找方法计量人力资源的价值。计量人力资源价值的方法有两种,一种是货币性计量,另一种是非货币性计量。但是,人作为一种有思想、有感情的高级生物,用货币性计量无法全面,准确地体现人力资源的价值,所以,本文认为人力资源价值的计量应当以非货币性计量为主,并且应当将评估人力资源价值与企业战略的制定和实施结合在一起,
这样不仅可以使企业战略分解到每一个群体直至个体人力资源,还在企业内形成一套长
期、动态的人力资源管理体系,激发人力资源的潜力,为企业创造增值。
正是基于此,本文引入平衡计分卡的思想,分析实施的可行性和意义,以建立一套群体和个体人力资源价值非货币性计量的模型。本文首先分析群体入力资源和个体人力资源价值形成的因素,再运用平衡计分卡的理论,以企业战略和重点目标为基础,寻找群体人力资源的使命、愿景和价值观,并确定群体获得成功的关键因素、可实现的阶段目标、绩效测量指标和改进措施,这些方面都是通过财务、客户、内部和学****与成长四个角度来衡量。然后依托群体人力资源的长期和短期目标,建立个体人力资源的长短期目标,同样是通过财务、外部、内部和学****与成长角度衡量。随后,.本文附以构建评估模型的例证和实施建议。最后根据建立的模型,运用模糊计量方法为群体和个体人力资源打分。最终形***力资源报告。
关键词:人力资源价值非货币性计量群体人力资源个体人力资源平衡计分卡人力资源报告
ABSTRACT
In the long history of human development,human resources have always been regarded as a possession of material resources,a few people tllink much of the value of human with the advent of the knowledge-based economy,human resources e more and more important in promoting economic has already been a core factor of production. So many academician and enterprise managers find measurement method to assess the value of human are two ways:one is ary measurement and the other non-ary ,human is a senior that have thinking and feelings,the ary
measurement Call not fully and accurately reflect the value of human resources;therefore,we
believe that assessing the value of human resources should be mainly non—ary measures, that could bined with the process which is from planning to executing enterprise strategy. By this way,enterprises not only enable pose strategy into specific targets from each
group to individual human resources,also establish a long-term and dynamic system of human
resources management,that can stimulate human resource potential to create added value for enterprises.
So this paper introduces the theory of Balanced Scorecard to establish a non-ary measurement model to assess the val