CAJ | 학술논문

针对具有相同职称、学历、年龄、性别等人力资本结构的团队在物资资本投入相同的情况下绩效有别的现象,提出团队人力资本竞优结构的概念、测量模型及团队与作业对象的匹配决策方法。团队人力资本竞优结构能够从单项指标优势度和多指标强弱结构效应两方面体现优势。以团队为整体,从最大程度认可团队价值出发,基于目标规划导引模型,构建团队人力资本竞优结构测量方法,揭示团队人力资本内质差异及其优势特征。在匹配决策中,将显性结构与隐性结构相结合,显性结构作为是否胜任的判据;以隐性的竞优结构相似度为切入点,构建＂团队-作业对象＂多目标多指标匹配优化模型,实现团队尽其才、资源尽其用的团队指派。通过算例,证明了方法的有效性和可行性。
침대구유상동직칭、학력、년령、성별등인력자본결구적단대재물자자본투입상동적정황하적효유별적현상,제출단대인력자본경우결구적개념、측량모형급단대여작업대상적필배결책방법。단대인력자본경우결구능구종단항지표우세도화다지표강약결구효응량방면체현우세。이단대위정체,종최대정도인가단대개치출발,기우목표규화도인모형,구건단대인력자본경우결구측량방법,게시단대인력자본내질차이급기우세특정。재필배결책중,장현성결구여은성결구상결합,현성결구작위시부성임적판거;이은성적경우결구상사도위절입점,구건＂단대-작업대상＂다목표다지표필배우화모형,실현단대진기재、자원진기용적단대지파。통과산례,증명료방법적유효성화가행성。
Traditional ＂team-working objects＂matching methods assume that team actual and working objects needing capacity are homogeneous,which can not reflect the needs of adopting strengths and avoiding shortcomings. The teams with the same human capital structures composed of title,education,age,gender and other demographical variables usually have different performances in spite of equal material capital and other resource inputs. In order to ensure that human capital structure reflects the essence of team value creation,it is different from the existing team evaluation method according to human capital structure which focuses on demographic characteristics. The paper presents the concept about optimal team human capital structure competition,which focuses on the nature of value creation elements and people-orientation,with the maximum degree of admitted team value as the prerequisite. In order to measure the advantages and disadvantages of the team,the identification model of team human capital structure competition optimal is constructed. The identification model regards the team as a whole through distance function with goal guiding. The model appreciates the value of the team to the most degree as the starting point,and uses value parameters as decision making variables according to the optimization method. The identification model is constructed. It can be used for quantitatively comparing the advantages and disadvantages according to the team self.Different working objects have different preferences for human capital team structures in order to carry out the advantage structure consistency between teams and working objects. Working objects＇ human capital ideal structure is formed according to AHP method.Teams＇ advantage structure is formed off the identification model of competition for optimal structure of team human capital. This study adopts the human capital indicators as the breakthrough point based on the multi-objective optimization method,the multi-indicator optimization method,and the fuzzy mathematics principle through the zero-one integer programming assignment model.This paper proposes the ＂team-working object＂bilateral matching decision model based on competition for optimal structure of team human capital. Combining the explicit structure with the implicit structure,the explicit structure can be used for identifying the competency for jobs; the implicit structure can be used for decision making reference. The ＂team-working objects＂matching decision model is proposed from the perspective of whole optimization. The model considers the team strengths,makes the best use of resources,and has significant working object assignments. The calculation example shows the feasibility and validity of the method.This method is an exploratory research by combining the optimization method of natural science with humanities. From the perspective of advantage structure,this study combines psychological behavior demand with the resources of the optimization model.The structure enriches the actual research background of matching and broadening the human capital structure research.