Research On Human Capital Anticipating In The Shares Of Enterprises Benefits

Recently research on theory of human capital has improved step by step, and the function of it has been proved in economic growth and enterprise development. Wealth is not only created by physical capital, but also human capital can bring about appreciation of the enterprise value and profit increment. In the era of knowledge-based economy, the path of economic development turns into knowledge-oriented from material consuming. The government places much emphasis on"strategy of invigorating China through science and technology"; meanwhile the enterprises take"human-centered development"as one of their managerial aims, which indicates much importance has been attached to human capital. However, the insufficient incentive to high-level managers drives us into rethinking about benefit distribution of enterprises, and this is becoming a problem crying out for solutions.First of all, summary, about how human capital participates in benefit distribution is made in this article from four aspects, say definition, classification, and human capital property and participation of benefit distribution. How human capital participates in benefit distribution can be explained by three basis theories: theory of human capital, theory of human capital property and participation of human capital in enterprise benefit distribution. According to the result of participation theory, human capital should participate in benefit distribution following its contribution.Secondly, human capital is sorted in this paper and different measures of incentive are carried out to different characteristics of human capital. Here two problems, evaluation of human capital contribution and value of invisible human capital, are solved in participation theory. Thus the method of benefit distribution is analyzed from the angles of low-level and high-level human capital.Thirdly, utility curve is created by comparison the characteristics of human capital and physical capital. Contributions of different levels of human capital in the enterprise are studied by negotiating model of the two, a comparison as well.Finally, we measure the impact of invisible human capital to enterprise performance, which gets the result that invisible human capital is the main part of human capital affecting enterprise's performance. Following the different impact of high-level human capital, low-level human capital and invisible human capital on performance, we draw the conclusion that incentive to invisible human capital should be the main benefit distribution mode.