The current situation of China's human capital and the reasons ? Human capital valuation model and advantages and disadvantages

I. China's human capital utilization inefficiency has the following three reasons:

1. The human capital investment mechanism is not smooth, resulting in inefficient utilization.

A human capital in the actual application of whether or not to produce high efficiency, first of all depends on its technical knowledge type and content is suitable for economic and social needs. Human capital supply and economic and social needs coincide with the effective use of human capital is a prerequisite; and the type and characteristics of human capital supply is determined by human capital investment or development. In this way, whether human capital investment or development and economic and social needs coincide, it will directly determine the formation of human capital actually use the efficiency of the high and low, if it coincides with the effective use of human capital will have a prerequisite. Of course, the actual efficiency of human capital utilization will also depend on a variety of other factors. However, if the investment or development of human capital does not coincide with the needs of society, then the actual efficiency of human capital utilization will certainly not be high. That is to say, reasonable human investment or development is a necessary condition for the effective utilization of human capital. We call the inefficiency of human capital utilization due to irrational investment in human capital "inappropriate human investment type inefficiency".

Generally speaking, a country or region's human capital, investment or development of economic and social cohesion, to a large extent, will be subject to its economic system or human investment mechanism. In the market system, human investment is basically through the price mechanism or rate of return mechanism: the more the economy and society need which kind of talent, which kind of talent of the current and expected income will be higher, thus, to the kind of human capital investment will be more, and vice versa. In this way, through the adjustment of the rate of return, the supply of human capital can be basically consistent with the social demand for human capital. In the traditional planning system, the situation is different, then the investment or supply of human capital, like the supply of other goods, not at the mercy of the market price, but to obey the plan directive, first by the plan to predict social demand, and then by the plan to determine the supply of human capital. Practice has proved that the plan is often difficult to predict social demand accurately and reliably, as a result, the field of investment in human capital often appear "learning is not used", "use is not learned" phenomenon.

Liaoning human capital development in the past is basically in the framework of the planning system. For example, what schools to build, what specialties, completely by the government authorities to make decisions, the lack of market regulation. This kind of decision-making is sometimes not adapted to the needs of society, and sometimes even completely out of touch with the needs of society. The resulting pattern of manpower investment or talent training structure is difficult to fully match the needs of Liaoning's local economic development for talents. Only in terms of higher and secondary education, to the mid-80s, Liaoning *** there are 38 local institutions of higher learning, more than 130 secondary specialized schools, including a comprehensive university, engineering institutions of higher learning only 1, 4 medical schools, 2 financial institutions, teacher training colleges and universities 15. This pattern clearly exists in the shortage of engineering, financial insufficiency, teacher training, such as the excess of monstrous light and heavy tendency, it is with the Liaoning industrial province on the demand for talent pattern does not fully match.

Since the reform and opening up, especially after the mid-80s, Liaoning's human capital development is also gradually integrated into the market adjustment mechanism. The main manifestations are: increased autonomy of schools, diversified forms of schooling, greater respect for knowledge and talent, and a gradual increase in the value of human capital (including social status and economic income), so that people are willing to make appropriate investment in human capital for themselves. This makes the social demand for talents to a certain extent through the market to stimulate the supply, so that manpower investment is no longer purely limited to a government action, the original purely planned system of manpower investment structure imbalance situation has been somewhat reversed. However, due to the lack of reforms in place and the mismatch of measures in various aspects, the problem of unbalanced manpower investment mechanism has not been fundamentally solved. Not only that, in the system transition period, due to the immaturity of the market development, operation is not standardized, in the use of talent in the lack of effective identification, competition, elimination mechanism, but also the emergence of new behavioral distortions, that is, society's attention to the demand for talent certainly stimulate the education and other sectors of the training of talents, but also at the same time stimulate a considerable portion of the people simply to pursue a diploma and neglect to carry out a real investment in human resources of the tendency of utilitarianism. The most typical example of this is the various kinds of adult education, many people from their own work simply for the sake of a diploma and study, for example, the province had tens of thousands of workers to study the history of the situation. It can be seen that the human investment mechanism smooth or not, will directly affect the quality of human capital investment, and thus affect the actual efficiency of human capital utilization.

2. Human capital allocation is rigid, resulting in inefficient utilization of human capital.

Human capital allocation will also have an important impact on the utilization efficiency of human capital. We know that from the development of human capital to the utilization of human capital, the middle needs to go through the link of human capital allocation. Its basic function is to connect the supply and demand of human capital, so that each type of human capital is invested in the society where it is most needed, that is, to realize the so-called "making the best use of human talent". If the function of this link is not well played and not properly configured, it may lead to the structural imbalance between the supply and demand of human resources, such as the use of human resources in the professional mismatch, the level of irrationality, and so on. At this time, even if the quality of human capital investment and development is very high, but also will not produce due to the high efficiency of human capital utilization, because the structural imbalance will hinder the effective release of the overall energy of human capital. We can call this kind of human capital utilization inefficiency caused by misallocation as "human misallocation type generation efficiency".

The appropriateness of human capital allocation is closely related to the way it is allocated. In the market adjustment mode, generally does not occur manpower misallocation. This is because: first, market regulation is also demand-oriented and price regulation, through the factor market and the talent market price signal guidance, the existing various types and levels of human capital will naturally reach the most suitable for the social needs of the industry or sector to go; Secondly, the market regulation is also a kind of dynamic regulation, the factor price is constantly changing, and thus by the optimization and reorganization of human resources guided by the signal to the frame can also be Often occurs, thus can realize the dynamic balance of supply and demand of talents. This dynamic adjustment is especially important for human capital allocation, because the society's consumption demand, production technology, industrial structure, etc. is always changing, so its demand for human capital in the type and structure of the human capital should also be constantly changing. In this way, even if the initial allocation of human capital is balanced, with the passage of time it may also appear unbalanced, and thus the need for continuous adjustment and reconfiguration. The market mechanism is able to ensure the high efficiency of human resources allocation, precisely because it has this dynamic, continuous adjustment function.

If the allocation of human capital to take the plan to regulate the way, it will be difficult to ensure the proper allocation of manpower. This is because: first, the plan is also administrative regulation, here the lack of price signals, so the allocation of talent is difficult to match the pattern of social demand; second, the plan is a static regulation, non-continuous regulation, in this way the allocation of human capital presents a clear rigidity of the state, once the beginning of the first always determined that it will be very difficult to re-adjust the so-called "a distribution of a fixed lifelong The so-called "one allocation for life". In reality, we have repeatedly seen the use of talent in the professional mismatch, unreasonable level, uneven regional distribution, etc., are the inevitable result of this traditional planning and regulation mechanism.

Liaoning's human capital allocation of rigid or rigid state is more prominent in the country. As a state-owned large and medium-sized enterprises and institutions are concentrated in the province, Liaoning in the allocation of human resources in the past is the implementation of a highly centralized by the state and the local government, unified allocation of personnel and labor employment system. The allocation of various professional and technical personnel, the deployment of cadres, and the employment of the labor force were all arranged by the personnel, organization, and labor departments in accordance with planned targets, and once arranged, it was very difficult to readjust. This is on the one hand, due to the personnel and household registration management departments at all levels of the establishment of a complete set of solid institutional barriers for the flow of manpower, and on the other hand, also with the formation of this system for the "personnel jumping" the stigma associated with the psychological. In recent years, with the gradual deepening of institutional reform, personnel and labor and employment system, there has been some kind of loosening, within a limited scope to expand the space of market regulation such as the implementation of the labor and employment contract system for new workers, graduates of colleges and universities and employers to choose two-way, cadres to implement open recruitment, and so on. But in general, especially in the province's state-owned enterprises and institutions, the allocation of human resources has not yet jumped out of the planning and control of the arena. In some units or departments, the flow of manpower instead of relaxing, but added a lot of "barriers", the formation of new local and departmental monopolies.

3. Insufficient efforts of the staff, resulting in inefficient utilization of human resources.

Generally speaking, as long as the production process of a variety of technical processes to achieve the normal state, then the actual production capacity of a material capital will always be able to meet the design requirements, which means that the degree of effective input of material capital itself is always 100%. However, the situation of human capital is not. Human capital has an important feature compared with physical capital, which is that its effective input degree is not as constant as that of physical capital, but is largely influenced by the degree of subjective efforts. The reason is very simple, human capital is materialized in the human itself, and human is a thinking emotional animal, its human capital is driven by conscious awareness and play an effective role in the production process. In this way, the actual efficiency of a person's input into the production process depends not only on his ability (i.e., the content of human capital), but also on the level of his efforts. If the degree of effort is not high, even if the quality of human investment is high, capital content is large, and the configuration is appropriate, professional counterparts, but also will not achieve the expected level of efficiency of the human capital, which will inevitably produce efficiency losses. When a country or region in the degree of effort of employees is generally not high, although the overall scientific and cultural quality of the population, capital content may not be low, but the degree of effective investment in human capital for economic and social development of the actual contribution of the rate may be very low. We call this inefficient use of human capital due to insufficient subjective effort "inefficient input inefficiency".

In reality, the lack of effective inputs of employees can have many manifestations, the most important of which are low motivation, low responsibility, lack of self-discipline, and a tendency to be lazy. As a result, a person's actual output often falls short of his or her possible output under normal circumstances, resulting in a loss of efficiency. Generally speaking, we can judge the degree of laziness or insufficient effective input of manpower by the size of the difference between the work tasks (i.e., quotas) that should be completed by a certain type of personnel under normal environmental conditions and the work tasks that they actually complete. It is also possible to analyze and deduce from an indirect point of view, based on the proportion of surplus staff available in a certain unit, the working condition of the staff, and so on. The author in 1996, between August and October, has been on this issue of Shenyang, Jinzhou, Jinxi, Benxi and other places from different industries and units of hundreds of leading cadres and high-level technical and managerial personnel (academic qualifications are in the bachelor's degree or above, a considerable portion of the administrative position for the main, deputy division level) conducted a questionnaire survey on the main items of the survey and the answer results are summarized in the following table:

From the table can be seen. From the table can be seen, as far as the units or departments involved in the survey, the situation of insufficient effective inputs of human capital is still widespread, and the degree of insufficient inputs is still relatively serious. Take the first question, 75% of the respondents believe that the unit of surplus staff accounted for 30% of the total number of employees, which is higher than the balance of the national urban enterprise workers surplus staff level (about 20-30%), indicating that the redundancy situation is more serious. The existence of a large number of surplus staff means that a considerable portion of human resources is in a state of idleness. Since the object of the investigation involves a variety of sectors such as enterprises, undertakings, party and government organizations, the idle personnel here is not only limited to ordinary primary workers, but also includes a considerable number of professional and technical personnel.