人力资本的组织化即个体层面的知识、技能、能力等人力资本向组织层面人力资源的聚集和转化，这种聚集和转化过程使得组织化人力资本打上了组织的独特烙印，具有不可模仿和替代并且能够根据组织特定的战略目标进行动态调整的特征，构成了组织竞争优势的重要来源，能够为组织达成战略目标、实现价值增值做出贡献。本文在梳理了经济学、心理学、教育学和管理学对人力资本理论发展的研究贡献的基础上，系统归纳了组织化人力资本资源管理的理论框架与核心观点，侧重评介了人力资本在揭示战略人力资源管理及组织绩效提升“黑箱”机制中的作用研究，关注了组织人力资本池的构建及战略匹配与冗余机制，以及人力资本资源涌现与组织人力资本资源的转化及形成过程，并概括了研究启示和未来研究方向。%The organized human capital is the process of human capital such as knowledge, skills, ability at individual level aggregating and transforming to human resources at organizational level, which makes the organized human capital have the unique imprint of organizations with characteristics of inimitability, non-substitutability and dynamic alignment based on the specific strategic goals of organizations. It may become the important source of organizational competitive advantages and make contributions to strategic objectives achievement and value appreciation. Based on sorting out the contributions of economics, psychology, education and management to the development of human capital theory, it systematically summarizes the theoretical framework and core views of organized human capital resources management, places emphasis on the analysis of the role of human capital in revealing strategic human resources management and the“black box”mechanism in the improvement of organizational performance, focuses on the construction of organized human capital pool and strategic matching&redundancy mechanisms, as well as the emergence of human capital resources and the transformation&formation processes of organized human capital resources, and epitomizes research implications&future research directions.
展开▼
