Research On The Evaluation Of The Value Of Individual Human Capital In University

Nowadays, global competition is deeply rooted in the personnel capitalcompetition. To maintain the advantage in the global competition, colleges anduniversities must possess a team of high quality talents with its continuousdevelopment, for the formation of core competitiveness. It requires an effectiveevaluation model for the accurate assessment of the value of the personnel capital, forthe evaluation of the cost and the optimization of resources of the universities, with theaim “more work, more reward; better work, better payment”.At present, there are two main approaches to the evaluation of the value of thepersonnel capital: Cost and Income. Cost is to account the sum of the material andlabor costs of production, development, extension, thus to measure the value ofpersonnel capital. According to the classification of cost, this method is divided intohistorical cost, replacement cost and opportunity cost method. While, Income refers tothe evaluation of prospectively valuable service created by the achievements of thepersonnel, which, with the currency flow, represents the value of the personnel capitalin the future employment. It is divided into individual remuneration discounting,economic value, goodwill method, financial index method, etc.This thesis classifies the college personnel capital as administrative personnelcapital, professional personnel capital and skilled personnel capital. Different methodis adopted in the evaluation of different personnel. The method of Cost is used for thenewly-employed and the method of Income is for the regularly-employed and ratedpersonnel, i.e., to evaluate the3kinds of personnel by the updated individual randomreward value method. Meanwhile, the thesis exemplifies and studies the individualpersonnel capital on the basis of some university in Beijing, with the findings that inthe university, usually the value of the administrative and professional personnelcapital is underestimated, while the value of the skilled the personnel is overestimated.This article draws the conclusion that evaluation of personnel capital in someuniversity in Beijing should be positioned in the actual situation of the unit, i.e., toappropriately improve the value of the management and professional personnel, withthe appropriate reduction of the value of the skilled personnel, or to decrease therunning cost by employing the external personnel.