Calculating Human Capital: The Market Based Valuation of the Human Resource
Calculating Human Capital: The Market Based Valuation of the Human Resource
复制标题
计算人力资本：基于市场的人力资源估值
DOI：
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发表时间：
2007
期刊：
影响因子：
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通讯作者：
Roman Bechtel
中科院分区：
文献类型：
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作者：
Roman Bechtel
根据战略管理的基于资源的观点，分析特定公司的人力资源作为可持续竞争优势的来源的潜力，需要审查--以及其他--资源价值。如何将这一价值参数化，即如何计算人力资本的问题，直接导致了RBV推理与要素和产品市场方面竞争环境的基于市场的模型的整合。然而，战略学者似乎心照不宣地认为，用于资源估值的唯一适当的市场机制是产品市场，在那里有效地创造了经济租金。然而，这通常以对RBV的同义反复批评告终。因此，考察什么样的市场机制才是适合用于人力资本计量的市场机制，是本文的特殊目的。为此，我们使用了演绎方法。在提出以产品市场为导向的思想时，人们遇到了一些重大的两难境地，最终导致了基于产品市场的资源价值既无用也不可能的结论，资源价值必须是独立于任何产品市场成功的可衡量的--从而使重言式批评同时无效。这与主流的学术观点是直接和公然的矛盾。因此，人力资本管理的“增值方法”和“基于回报的方法”被认为不符合理论要求，对实际企业管理没有用处，而基于要素市场的方法本身被证明是有帮助的。
According to the Resource Based View of strategic management, analyzing the human resource of a specific firm in terms of its potential to serve as a source of a sustainable competitive advantage requires an examination of – among others – the resource value. The question of how to parameterize this value, i.e., how to calculate human capital, straightly leads to an integration of RBV reasoning with market based models of the competitive environment at the factor and product market side. However, there seems to be a tacit consent among strategy scholars that the only adequate market mechanism to be used for resource valuation is the product market with the economic rents effectively created there. Yet this regularly ends in a tautology criticism of the RBV. It thus is the particular purpose of this paper to examine what market mechanism really is the adequate one to use for the calculation of human capital. For this, a deductive methodology is used. In advancing the idea of a product market orientation, one encounters some major dilemmas ultimately leading to the conclusions that a product market based resource valuation is neither useful nor possible and that the resource value must be measurable independent from any product market success – thus invalidating the tautology criticisms at the same time. This is in direct and flagrant contradiction to the prevailing academic view. As a consequence of this, e.g., “Value Added Approaches” and “Return Based Approaches” of Human Capital Management are discredited as not conform to theoretical requirements and not useful for practical business management, whereas factor market based methods alone prove helpful.