Research On The Value Realization Of College Faculty's Human Capital In China

In the process of creating values, not only producing and laboring but also capitals, knowledge, technology and administration can take part in value creation. University faculties are mainly engaged in mental work, which also creates values. For university faculty, human capital is a very important element which is the important part of mental labor and should take part in income distribution to achieve its value. Meanwhile, in order to perfect income distribution theory and system, it is required to guarantee the reasonable return of college faculty's human capital and to improve its value realization ways. Higher education holds the great responsibility for"science-education strategy". It is also a key aspect of human capital reproduction, and college faculty's human capital is the core of college human capital. Therefore, it owns theoretical and practical meaning significance to study the value realization of college faculty's human capital.On the basis of comparing the three concepts of human capital, knowledge capital and intelligence capital, and fully analyzing the research necessity and feasibility, the thesis studies the value realization of college faculty's human capital from two aspects: the levels of human capital return and the ways of value realization. After accurately grasping the connotation of human capital, this study compares several countries with China in the value realization of college faculty's human capital, and further makes systematic research on the situation in China. First, the thesis summarizes the historical process of college faculty's human capital taking part in income distribution after 1949, including recession period (1949-1978), recovering and sprouting period (1978-1999) and exploring period (1999- ). The thesis also dissects the situation and problems in the value realization of college faculty's human capital, and combines with the several typical cases to classify the ways of value realization of college faculty's human capital into three types: salary system, annual salary system and term option system. It points out many problems existing in the value realization of college faculty's human capital, such as inadequate returns, lack of negotiation ability, inadequate ways of value realization and narrow surface of attention. Next, the thesis analyzes the factors blocking the value realization of college faculty's human capital, mainly including concepts, finance, value calculation, talents market, driving power and talent evaluation. At last, it designs a set ofintegrated system for the value realization of college faculty's human capital: 1. clarifying the basic principles; 2. pointing out the channels for the value realization of college faculty's human capital; 3. constructing a salary system on the basis of college faculty's human capital; 4.strenthening the reform on the introducing mechanism, withdrawing mechanism and value-releasing mechanism for college faculty's human capital.