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以收益动因理论以及人力资源价值理论为基础,提出了基于收益动因的人力资源价值计量模型,该计量模型由效率驱动型、协作驱动型、决策驱动型以及无相关驱动型组成。随后以A、B、C公司为例,实证检验了收益动因的人力资源价值计量模型,认为A、C公司员工收益应调整,B公司剩余人力资源受益额为负值,所以收益应维持原先水平不变。该模型的构建能有效地进行相应的薪资配置,并在很大程度能调动劳动者的工作积极性,有利于企业的良性发展。
Based on income motivation theory and human resource value theory, this paper proposes a human resource value measurement model based on revenue motivation. The measurement model is composed of efficiency-driven, collaborative-driven, decision-driven, and non-related driven. Then taking A, B and C companies as an example, this paper empirically tests the human resource value measurement model of income drivers, and considers that the return of employees in A and C companies should be adjusted and the residual benefit of B companies is negative, so the return should maintain its original level constant. The construction of the model can effectively carry out the corresponding salary allocation, and to a large extent, can arouse the enthusiasm of workers, is conducive to the healthy development of enterprises.