The Research Of The Specific Human Capital In Enterprise

With the advent of the economic time, the human recognized that the human capital, especially the specific human capital is playing a more and more significant role in many fields. The fact that the enterprise employs the professional manager and the technical staff with high salary confirmed the specific human resource. A upsurge about the study of the specific human capital have rosed in the theory fields, many scholars studied the specific human capital, two delegate of them are Becker and Schultz. But the internal study is still in the initial stage, hasn't form a integral frame of the theoretical study. In the practice, although the folk have recognized the importance of the specific human capital, haven't made use of and protect it efficiently. Because of the improper use of it, the loss and waste of the specific human capital always happened, cause the huge loss of the enterprise. This is the huge waste not only for the enterprise but also for the entire society.Based on the above questions, the paper analyzed the features of the specific human capital and the relations with the market of the specific human capital systematically. And reached a conclusion: the specific human capital is out control of the market, and only under the control of the enterprise management. Then the paper analyzed the situation of Chinese specific human capital management. Found some existing questions, and then made some suggestions for the above questions.The paper is divided into five chapters.The first chapter, preface, contains the meanings of the subject, the domestic and foreign literature review, the frame and the innovations of this paper. First, expounded in the time that the knowledge is becoming the fist productivity of our society, the specific human capital is playing more and more significant role in the society, and then summarized the the current research for the specific human capital by domestic and foreign scholars, at last, introduced the innovations and deficiency.The second chapter introduced the related theory of specific human capital, contains the related conceptions, such as the specific human capital, the general human capital and human capital, human property, human resource, and analyzed the connections and distinctions of them. And then analyzed the features of the specific human capital, first, the specific human capital is not sheer but comparative. It is comparatively the diversity of the human capital. Second, the specificity of the human capital is reflected by the contractual relationship with the enterprise and the interdependence. Third, the intensity of the specific human capital have strong differences, based on the intensity of the specific human capital, it can be divided into the extreme specific human capital, the more specific human capital and the no specific human capital. Forth, the formation of the investment of the human capital have its features, because of the differences of the intensity of the specific human capital, the man who invest the specific human capital, the shape of the invest and the risk of the invest are different. At last, the special use of the specific human capital caused the different value, with the more specific, the areas it can be used into is more small, the more locking.The third chapter used the special training model to analyze the invest of specific human capital, be afraid of the absence of the training staff, and the invest to the training will be lost, the enterprise don't like to invest the training by himself, and the staff could get profit from the training, at last, the enterprise and the staff share the invest. On the other hand, because of the features of the specific human capital, the price, the demand and supply can't be regulated by the market, while should be managed by the enterprise. Thus the general human capital can set a price by the aggregate demand and supply model, make the balance of the market.The forth chapter analyzed the questions in Chinese specific human capital management, and the origins of the questions. The main questions are, the imperfect human capital market, the lag of the specific human capital, the unsound administration structures inside the enterprise. The reasons of them are the old thinking, neglect the job training, the population transfer and the health care, lack the attention to the specific human capital.The fifth chapter gave some suggestions for the questions concerned in the forth chapter, set the good reputation, choose the justifiable remuneration system and share the residual rights of control.