An Empirical Study On The Relations Between Corporate Human Capital And Organizational Performance And The Analysis Of Its Countermeasures

In the era of knowledge economy, human capital, being different from material capital, is affecting the every phase of production and operation in the enterprises. It is becoming a crucial factor for enterprises to maintain and create their sustainable competitive advantages and then improve organizational performance. This phenomenon has won wide attention from both enterprises and academic areas. At present human capital theory has become popular at home and abroad. The fundamental reason lies in that the focus studies conducted in this area have significant impacts to the development of enterprises and the advancement of the economy.It has been proved that the human capital level in the first stage of a country's development and its changes have the decisive effect on the country's development by the 1980's researches. The human capital is the motive power of the developing country's development. In human capital theory, enterprise is a complex contract signed by human capital and material capital. Enterprise is the conjuncture of human capital and material capital, and it is the main organization for human capital to play its role.However, the enterprise that possesses the best human capital will not always won in the severe competition, because Human Capital Management (HCM), as the intermediary variable between human capital and organizational performance, is the final determinant. Efficient management activities of human capital can not only enhance corporate performance and its sustained development, but also have the positive effect on the allocation of the whole society's human capital.Therefore, this dissertation aims to probe into the relations between corporate human capital and organizational performance so as to get a better understanding of the economic value being created by human capital in an organization. It is making clear the way by which a company carries out management activities and then effectively manages human capital and brings them into exercise to achieve the organizational operating goal that is the basic purpose of this study.The main parts of this dissertation are as the follows Chapter I explains the background, purpose and significance of this topic, as well as the methods, difficulties and innovations in the research.Chapter II firstly reviews the origin and development of the human capital theory, and scrutinizes the major academic thoughts and studies by schools and scholars. Subsequently, this chapter also gives the definitions and theoretical outlines of human capital and organizational performance. We can see that it reveals the development process and the necessity of the particular significance of human capital to the enterprises. The human capital topic is an important research topic.Chapter III gives a theoretical analysis of the effects of human capital on the organizational performance, and builds a good circle mechanism of corporate human capital and corporate performance. And then we reach in theory that the human capital management, as the intermediary variable between human capital and organizational performance, will play a decisive role in enhancing the organizational performance.Chapter IV is one of the focuses of the dissertation. Under the premise of the assumptions, the paper selects China's public listed companies for the samples, and researches the relationship between human capital and organizational performance. The conclusions of the empirical analysis reflect the facts that the efficiency of human capital is not high in our country. Simultaneity, it approves further that strengthening the effective management of human capital is the important way to enhance the organizational performance.Chapter V is another focus of the dissertation. Basing on the empirical study, this chapter structures the model of human capital value-chain management. And in conjunction with Motorola's practical experiences, the author puts forward the measures and proposals to strengthen the human capital management. They cover that the enterprise must change his idea, be People-oriented, dispose of human capital rightly, strengthen human capital investment and development, set up rational incentive system, create enterprise environment which can promote human capital efficiently, etc.At last, the dissertation proceeds from all the links of the model of human capital value-chain management, and confirms the universal applicability of the model for the general enterprises, using the practical experiences of other enterprises at home and abroad.