本文選題：高新技術(shù)企業(yè) + 人力資源價(jià)值��； 參考：《沈陽(yáng)理工大學(xué)》2009年碩士論文

【摘要】： 當(dāng)今社會(huì)已進(jìn)入一個(gè)嶄新的時(shí)代——知識(shí)經(jīng)濟(jì)時(shí)代,科學(xué)技術(shù)的發(fā)展日新月異。在我國(guó),隨著科技體制改革的深入,高新技術(shù)企業(yè)的發(fā)展異軍突起,并且在經(jīng)濟(jì)發(fā)展中,發(fā)揮著越來(lái)越重要的作用。人力資源作為高新技術(shù)企業(yè)的核心資源,其價(jià)值的高低直接決定企業(yè)效益的好壞。但目前由于缺少適合高新技術(shù)企業(yè)人力資源價(jià)值的評(píng)估方法,使得不能準(zhǔn)確的反映人力資源的價(jià)值,一方面造成員工積極性不高,員工流動(dòng)率大,嚴(yán)重影響高新技術(shù)企業(yè)的健康發(fā)展,另一方面在高新技術(shù)企業(yè)并購(gòu)中,不能正確的反映高新技術(shù)企業(yè)的價(jià)值,造成資產(chǎn)流失。因此,創(chuàng)建適合高新技術(shù)企業(yè)的人力資源價(jià)值評(píng)估方法勢(shì)在必行,從而使得高新技術(shù)企業(yè)人力資源價(jià)值評(píng)估方法的研究變的非常緊迫,并且具有重大的現(xiàn)實(shí)意義。 本文主要目的是在借鑒國(guó)內(nèi)外人力資源價(jià)值評(píng)估理論和方法研究的基礎(chǔ)上,創(chuàng)建適用高新技術(shù)企業(yè)的人力資源價(jià)值評(píng)估方法,為高新技術(shù)企業(yè)制定相關(guān)人事和薪酬決策提供依據(jù)。本文共分為四大部分:第一部分緒論,闡述選題的背景、現(xiàn)實(shí)意義和國(guó)內(nèi)外研究現(xiàn)狀,并對(duì)人力資源價(jià)值的評(píng)估理論進(jìn)行介紹,為人力資源價(jià)值的評(píng)估方法的創(chuàng)建提供理論支持。第二部分對(duì)高新技術(shù)企業(yè)及其人力資源價(jià)值進(jìn)行分析,并指出創(chuàng)建適用高新技術(shù)企業(yè)的評(píng)估方法是目前高新技術(shù)企業(yè)實(shí)施人力資源價(jià)值評(píng)估最急需解決的問(wèn)題。第三部分對(duì)高新技術(shù)企業(yè)現(xiàn)行的人力資源價(jià)值評(píng)估方法進(jìn)行分析,指出每種評(píng)估方法存在的不足之處,并對(duì)評(píng)估方法進(jìn)行綜合評(píng)價(jià),為創(chuàng)建適用高新技術(shù)企業(yè)的人力資源價(jià)值評(píng)估方法提供思路上的借鑒。第四部分針對(duì)現(xiàn)行評(píng)估方法存在的缺陷,結(jié)合高新技術(shù)企業(yè)的實(shí)際,構(gòu)建人力資源價(jià)值評(píng)估模型,此部分是論文的創(chuàng)新之處,并進(jìn)行實(shí)證分析。由于目前我國(guó)對(duì)人力資源價(jià)值評(píng)估的方法研究正處于起步階段,本文的研究將對(duì)完善我國(guó)人力資源評(píng)估理論與方法體系具有一定的參考價(jià)值。同時(shí)本文所提出的人力資源價(jià)值評(píng)估模型,為高新技術(shù)企業(yè)進(jìn)行人力資源價(jià)值評(píng)估提供了切實(shí)可行的方法。
[Abstract]:The society has entered a new era-knowledge economy era, the development of science and technology with each passing day. In our country, with the deepening of the reform of science and technology system, the development of high and new technology enterprises has become more and more important, and it is playing an increasingly important role in the economic development. As the core resources of high-tech enterprises, the value of human resources directly determines the benefit of enterprises. However, due to the lack of an evaluation method suitable for the value of human resources in high-tech enterprises, it can not accurately reflect the value of human resources. On the one hand, it causes the low enthusiasm of employees and the large turnover rate of staff. It seriously affects the healthy development of high-tech enterprises, on the other hand, it can not correctly reflect the value of high-tech enterprises in the M & A of high-tech enterprises, resulting in the loss of assets. Therefore, it is imperative to establish a human resource valuation method suitable for high and new technology enterprises, which makes the research of human resource value evaluation method of high and new technology enterprises become very urgent and has great practical significance. The main purpose of this paper is to establish a suitable human resource valuation method for high-tech enterprises on the basis of the study of human resource valuation theory and method at home and abroad. Provides the basis for the high-tech enterprise to formulate the related personnel and the salary decision. This paper is divided into four parts: the first part of the introduction, describes the background of the topic, practical significance and domestic and foreign research status, and the evaluation of human resources value theory is introduced. To provide theoretical support for the establishment of evaluation methods of human resource value. The second part analyzes the value of high-tech enterprises and their human resources, and points out that it is the most urgent problem for high-tech enterprises to implement the evaluation of human resources value. The third part analyzes the current human resource valuation methods of high-tech enterprises, points out the shortcomings of each evaluation method, and makes a comprehensive evaluation of the evaluation methods. For the establishment of new and high-tech enterprises human resource value evaluation methods to provide ideas for reference. In the fourth part, according to the defects of the current evaluation method, the author constructs the human resource value evaluation model, which is the innovation of the paper, and carries on the empirical analysis in combination with the reality of the high-tech enterprises. At present, the research of human resource valuation method in our country is at the beginning stage, the research of this paper will have certain reference value to perfect the theory and method system of human resource evaluation in our country. At the same time, the human resource value evaluation model proposed in this paper provides a feasible method for high-tech enterprises to evaluate human resource value.
【學(xué)位授予單位】：沈陽(yáng)理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2009
【分類號(hào)】：F276.44;F272.92;F224

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