建筑施工企業(yè)核心人才流失隱性成本顯性化研究
發(fā)布時(shí)間：2018-07-26 18:57
【摘要】：建筑施工企業(yè)間的競爭導(dǎo)致核心人才流失嚴(yán)重，其流失不僅加大了企業(yè)管理難度，增加企業(yè)成本，而且會阻礙企業(yè)的正常發(fā)展，甚至導(dǎo)致企業(yè)衰敗。企業(yè)成本不僅包含顯性成本，還伴隨更大的隱性成本。隱性成本的隱蔽性、復(fù)雜性、難量化性等特點(diǎn)，致使企業(yè)管理者對核心人才流失隱性成本認(rèn)識不足，管理不到位。分析核心人才流失隱性成本，并對其進(jìn)行有效地計(jì)量，使其顯性化，是解決這一問題的突破點(diǎn)。 論文針對建筑施工企業(yè)特點(diǎn)，系統(tǒng)地界定了核心人才、隱性成本等相關(guān)概念，并在分類識別核心人才流失對建筑施工企業(yè)負(fù)面影響的基礎(chǔ)上，定義了核心人才流失易量化隱性成本及難量化隱性成本。根據(jù)時(shí)間發(fā)生的先后順序，對核心人才流失易量化隱性成本進(jìn)行了分類，采用“柯布—道格拉斯生產(chǎn)函數(shù)”及人力資本當(dāng)期貢獻(xiàn)價(jià)值的經(jīng)濟(jì)學(xué)原理建立了易量化隱性成本估算函數(shù)；根據(jù)影響性質(zhì)的差異，對難量化隱性成本構(gòu)成指標(biāo)進(jìn)行初步分類，，采用李克特五級量表，編制了調(diào)查問卷，通過對難量化隱性成本構(gòu)成指標(biāo)進(jìn)行篩選，構(gòu)建了難量化隱性成本構(gòu)成體系，并采用模糊綜合評判法建立了難量化隱性成本顯性化模型。最后結(jié)合實(shí)際案例，對核心人才流失隱性成本顯性化模型的科學(xué)性與可操作性進(jìn)行了實(shí)踐驗(yàn)證。 研究表明，對核心人才流失隱性成本全面、準(zhǔn)確地計(jì)量，不僅可以強(qiáng)化核心人才管理，同時(shí)對有效防范核心人才的流失具有一定借鑒作用。依據(jù)其建立的隱性成本顯性化模型不僅完善了建筑施工企業(yè)隱性成本研究體系，而且為企業(yè)管理者重新審視核心人才價(jià)值和客觀計(jì)量核心人才隱性成本提供了理論依據(jù)。
[Abstract]:The competition among construction enterprises leads to the serious loss of core talents, which not only increases the difficulty of enterprise management, increases the cost of enterprises, but also hinders the normal development of enterprises and even leads to the decline of enterprises. Enterprise cost includes not only explicit cost, but also more hidden cost. The concealment, complexity and difficulty of quantification of the hidden cost lead to the lack of understanding and management of the hidden cost of the core brain drain. It is a breakthrough point to solve this problem by analyzing the recessive cost of core brain drain and measuring it effectively to make it explicit. According to the characteristics of construction enterprises, this paper systematically defines core talents, recessive cost and other related concepts, and on the basis of classifying and identifying the negative effects of core talent loss on construction enterprises. Define the core brain drain easy to quantify recessive cost and difficult to quantify recessive cost. According to the sequence of occurrence of time, this paper classifies the hidden cost of core brain drain. By using the "Cobb-Douglas production function" and the economic principle of the contribution value of human capital in the current period, the paper establishes an easily quantifiable implicit cost estimation function, and classifies the index of the incalculable implicit cost composition according to the difference of the influence nature. By using the Richter scale, the questionnaire is compiled, and the system of incalculable recessive cost is constructed by screening the index of incalculable recessive cost. And the fuzzy comprehensive evaluation method is used to establish the explicit model of hard to quantify the hidden cost. Finally, combining with the actual cases, the paper verifies the scientificity and maneuverability of the explicit model of core-brain drain recessive cost. The research shows that comprehensive and accurate measurement of the recessive cost of core talents loss can not only strengthen the management of core talents, but also can be used for reference to effectively prevent the loss of core talents. Based on the explicit model of recessive cost, it not only improves the research system of recessive cost of construction enterprises, but also provides a theoretical basis for enterprise managers to re-examine the value of core talents and objectively measure the recessive cost of core talents.
【學(xué)位授予單位】：西安建筑科技大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F426.92
本文編號：2146979
[Abstract]:The competition among construction enterprises leads to the serious loss of core talents, which not only increases the difficulty of enterprise management, increases the cost of enterprises, but also hinders the normal development of enterprises and even leads to the decline of enterprises. Enterprise cost includes not only explicit cost, but also more hidden cost. The concealment, complexity and difficulty of quantification of the hidden cost lead to the lack of understanding and management of the hidden cost of the core brain drain. It is a breakthrough point to solve this problem by analyzing the recessive cost of core brain drain and measuring it effectively to make it explicit. According to the characteristics of construction enterprises, this paper systematically defines core talents, recessive cost and other related concepts, and on the basis of classifying and identifying the negative effects of core talent loss on construction enterprises. Define the core brain drain easy to quantify recessive cost and difficult to quantify recessive cost. According to the sequence of occurrence of time, this paper classifies the hidden cost of core brain drain. By using the "Cobb-Douglas production function" and the economic principle of the contribution value of human capital in the current period, the paper establishes an easily quantifiable implicit cost estimation function, and classifies the index of the incalculable implicit cost composition according to the difference of the influence nature. By using the Richter scale, the questionnaire is compiled, and the system of incalculable recessive cost is constructed by screening the index of incalculable recessive cost. And the fuzzy comprehensive evaluation method is used to establish the explicit model of hard to quantify the hidden cost. Finally, combining with the actual cases, the paper verifies the scientificity and maneuverability of the explicit model of core-brain drain recessive cost. The research shows that comprehensive and accurate measurement of the recessive cost of core talents loss can not only strengthen the management of core talents, but also can be used for reference to effectively prevent the loss of core talents. Based on the explicit model of recessive cost, it not only improves the research system of recessive cost of construction enterprises, but also provides a theoretical basis for enterprise managers to re-examine the value of core talents and objectively measure the recessive cost of core talents.
【學(xué)位授予單位】：西安建筑科技大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F426.92
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