外文文献译文及原文 - 副本.doc

目 录1外文文献译文 31外文文献原文 42外文文献译文 72外文文献原文 91、 外文文献译文人力资本投资节选作者：西奥多威廉舒尔茨人力资本投资- 简要介绍1960年舒尔茨在美国经济学会年会上发表的题为人力资本投资的演说中，对于人力资本观点作了非常系统的论述。这篇演说震惊了西方整个学术界，这不仅因为舒尔茨一向给人的印象是一位农业经济学家，而且还因为一般人总以为资本是有形的、物质的，至于教育、在职训练、保健、人口流动等方面的投资也可以增加 一国资本存量和加速经济发展的观念对于当时的经济学界来说的确是很新鲜的。这次会议之后，人力资本成为经济学中一个非常热门的新兴领域，“人力资本”也成 了西方教育经济学的基本概念，人力资本理论成为现代西方资产阶级发展经济学的一个主要学派。人力资本投资- 内容提要舒尔茨这篇人力资本投资被人称之为：人力资本研究新领域的“独立宣言”，其在文中提出了九项主张：“在税收政策上应该给人力资本给予优惠；防止人人力资本的闲置和老化；避免对人力资本投资进行人为的干扰；完善人力资本市场，银行应积极主动地提供人力资本所需的费用，鼓励私人和公共投资；政府应承担人力资本投资的大部分费用，特别是资助劳动力向城市转移；重视低收入者的人力资本投资；明确教育和保健同样具有经济意义，它们是一项投资，要扭转投资在这方面的不平衡；增加政府投入、扩大人力资本投资，以减少收入的不平等；舒尔茨所提出的人力资本理论的基本内涵是：把资本分为物质资本和人力资本两种形式。人力资本是体现在劳动者身上的以劳动者的数量和质量表示的资本。劳动者的知识、技术水平、劳动技能的高低不同，决定了人力资本对经济的生产性作用的不同，结果使国民收入增长的程度也不同。舒尔茨的人力资本理论有五个主要观点：（一） 人力资本存在于人的身上，表现为知识、技能、体力（健康状况）价值的总和。一个国家的人力资本可以通过劳动者的数量、质量以及劳动时间来度量。（二） 人力资本是投资形成的。投资渠道有五种，包括营养及医疗保健费用、学校教育费用、在职人员培训费用，择业过程中所发生的人事成本和迁徙费用。（三） 人力资本投资是经济增长的主要源泉。舒尔茨说，人力投资的增长无疑已经明显地提高了投入经济奋飞过程中的工作质量，这些质量上的改进也已成为经济增长的一个重要的源泉。有能力的人民是现代经济丰裕的关键。（四） 人力资本投资是效益最佳的投资。人力投资的目的是为了获得收益。舒尔茨对1929-1957年美国教育投资对经济增长的关系作了定量研究，得出如下结论：各级教育投资的平均收益率为17；教育投资增长的收益占劳动收入增长的比重为70；教育投资增长的收益占国民收入增长的比重为33。也就是说，人力资本投资是回投率最高的投资。（五） 人力资本投资的消费部分的实质是耐用性的，甚至比物质的耐用性消费品更加经久耐用。1、 外文文献原文Human capital investmentexcerptAuthor: Theodore W. SchultzHuman capital investmentBrief introductionHuman capital investment in a speech entitled Schultz 1960 annual meeting of the American Economic Association, the human capital point of view made for a very systematic exposition. This speech shocked the whole of Western academia, not only because Schultz has always given the impression that an agricultural economist, but also because most people think the capital is tangible, material, as for education, job training, health care investment, migration and other aspects can also increase a countrys capital stock and accelerate economic development concept for the prevailing economic circles is indeed very fresh. Following this meeting, the human capital to become a very popular economics emerging field of human capital Western education has become the basic concepts of economics, human capital theory as a major school of modern Western bourgeois development economics.Human capital investmentSummarySchultz this human capital investment was called: a new field of research in human capital Declaration of Independence, which makes nine claims in the article: On tax policy should give preferential treatment to human capital; prevent people from human inactivity and aging capital; avoid investments in human capital man-made interference; perfect human capital market, banks should take the initiative to provide the necessary human capital costs, encourage private and public investment; government should bear most of the cost of investment in human capital , especially subsidized labor to cities; emphasis on low-income investment in human capital; clear education and health care also makes economic sense, they are an investment, the investment to reverse the imbalance in this regard; increased government investment, expand human capital investments to reduce income inequality;The basic meaning of human capital theory was proposed by Schultz: The capital is divided into physical and human capital in two forms. Human capital is reflected in the body of capital to labor quantity and quality of labor representation. Knowledge workers, technical level, high and low labor skills, human capital determines the different productive role in the economy, resulting in different degrees of national income growth.Schultz s human capital theory has five main points :( A ) human capital exists in the human body , expressed as the sum of knowledge skills , physical ( health status ) values. A countrys human capital can be measured by the number of workers, quality, and labor time .(B ) investment in human capital formation . There are five investment channels , including nutrition and health care costs , the cost of school education , in-service training of personnel costs, personnel costs that occur in the process of choosing and migration costs.(C ) investment in human capital is a major source of economic growth. Schultz said that growth in investment in human resources has undoubtedly improved significantly the quality of work put into the process of economic firefly improve on these quality has become an important source of economic growth. The ability of the people is the key to modern economic abundance .(D ) investment in human capital is the best investment returns . The purpose of investment in human resources is to gain . Schultz on the 1929 - 1957 U.S. economic growth in the relationship between investment in education made quantitative research , the following conclusions : the average income levels of investment in education was 17% ; revenue growth of investment in education accounted for the proportion of labor income growth 70% ; earnings growth in investment in education accounted for the proportion of national income growth of 33 %. In other words, investment in human capital investment is the highest rate of return on investment.(E ) The real part of the human capital investment spending is durability , and even more durable material than the durable consumer goods .第 5 页 共 11 页2、 外文文献译文浅议人力资源战略中的福利管理选文作者：李小敏福利管理的因素对福利进行决策和管理，有许多因素需要给予重视，如员工偏好问题，许多员工认为自己在公司福利中并没得到好处，甚至认为公司对自己的福利并不关心，这将导致福利的失败;而且许多公司没有把福利目标与公司战略相结合，没有严格控制成本，或者没有进行决策评价，造成福利投资效益的降低。具体来说，在福利管理中应注意以下几个因素:1 福利政策的制定应与公司整体战略一致在制定公司福利政策时，十分有必要从战略层面进行分析和思考，使设计出的福利政策适应公司的发展，既要考虑公司的长期和短期发展目标，又要考虑公司不同的发展阶段。当公司处于创建成长时应采取高绩效、低福利策略，以便使公司成长与员工收益相结合，降低公司风险。对于成长稳健型的公司则应加大福利的比例，提高管理效率。我认为，公司的福利政策应是公司整体竞争战略的一个有机组成部分。吸引人才，激励人才，为员工提供一个自我发展、自我实现的优良环境，是公司福利的目的。“在我们的整个福利框架中，培训是重中之重，我们为此可谓不遗余力。”本人所在的五菱集团形成了一整套员工培训体系，公司的新进员工必须经历为期一个月的入职培训.紧接着是数月的上岗培训。公司还根据不同的工作需要，对员工进行在职培训。公司鼓励员工接受继续教育，如MBA等，并为员工负担学习费用，这极大提高了员工的工作满意度和对公司的忠诚度。2 福利政策的制定一定要注意到员工的偏好和需求员工的性别、职业、年龄等差异对福利的类型有非常重要的影响。年龄偏大的员工可能对养老金、医疗保险等福利更感兴趣，已婚员工对家庭福利和休假更感兴趣，而年轻人可能希望有更多的培训机会。所以要对员工进行福利需求调查，对不同人员采用不同的福利类型。另外，福利组合对员工队伍的构成也会产生重要影响，如一种富有吸引力的养老金计划可能是吸引愿意在公司长期工作的员工的重要方式。正因为不同员工对福利的偏好不同，所以许多公司开始推行福利弹性计划，即允许员工根据个人的需要就所参与的福利类型和福利数量进行选择。有些公司允许员工参与福利的设计，如将购房和购车专项货款额度累加合，员工可自由选择是购车还是购房;在交通方面，员工可以自由选择领取津贴，解决自己上下班问题，也可以不领取津贴，乘公司安排的车辆。3 福利成本的控制在制定福利政策时，应充分考虑其成本，将成本控制在一个合理的范围之内。比如医疗保险，由于医药费用的提高，所以员工普遍关注公司的医疗保险福利，推行有吸引力的医疗保险计划，这将有助于吸引和留住人才。为了控制其成本，公司可以采取一系列措施，如对员工进行健康教育，降低疾病的发生;有些规模大的公司开始实行以低费率购买医疗保险(公司补充保险)，因为这可以将固定成本分散到较多员工身上，从而降低每个人所承担的成本。同时，员工必须根据不同的健康状况和风险因素来交纳不同的费率，而不再是所有员工按同一标准交费。在医疗保健中，还存在一个所谓的“帕累托群体”，这一群体在员工总数中所占百分比很小(如20%)，但在总医疗保健成木支出中却占有大多数份额(通常60%80%)，如果能对这一群体进行有效管理，将会有效地控制医疗费的支出。4 与员工有效沟通是福利管理不可缺少的环节“卓有成效的公司福利需要和员工达成有效的沟通。”要真正赢得员工的心，公司首先要了解员工的所思所想，了解他们的内心需求。如果福利方面缺乏沟通，员工对公司福利政策含糊不清，也就不会有体贴入微的政策到位。一般而言，员工对公司提供的福利所具有的价值往往有低估的倾向，所以与员工进行有效沟通是非常重要的。通过多种形式的沟通，如发放福利手册、与员工交谈、因特网传递等手段，使员工认识到公司为其提供的福利的价值，增强对公司的忠诚度。通过沟通，员工的各种反馈意见，也可以促使公司对福利管理进行有效的改进。5 将福利与工作业绩相联传统观念认为，福利支付以劳动量为基础但并不与个人劳动量直接相关，基本工资与个人劳动量息息相关，但多数福利形式只与工作人数有关，而与劳动时间无关。正因为如此，福利缺乏激励性。其实，科学合理的福利政策与员工绩效是紧密相联的。除法定福利外，公司自行制定的各种福利都可与绩效相联，起到激励的功效。我认为，在兼顾公平的前提下，福利待遇以员工所做贡献为主要依据，尽量拉开档次，员工会得到应有的部分。但一些需要员工本人去争取，一切取决于员工对公司的贡献，福利政策也要遵循这一规律。2、外文文献原文On the welfare of human resources management strategyAuthor: Xiaomin LeeWelfare management factorsDecision-making and management of welfare, there are many factors that need to give attention, such as employee preferences, many people believe that the welfare of their own in the company did not benefit, or even that the company does not care about their welfare, which will result in the failure of welfare; and many companies do not target the benefits of combining with the corporate strategy, there is no strict control of costs, or no decision-making assessment, resulting in lower returns on investment benefits. Specifically, the benefits administration should pay attention to the following factors:1. A Welfare Policy Should Be Developed Consistent With The Companys Overall StrategyWelfare policies in the development of the company, it is essential from a strategic level analysis and reflection, so that welfare policies designed to adapt to the companys development, it is necessary to consider the companys long-term and short-term development goals, the company will have to consider the different stages of development. When growth of the company shall be taken in creating high performance, low-benefit strategy for the company growth and employee benefits combine to reduce corporate risk. Steady growth for the company should increase the proportion of welfare, improve management efficiency.In my opinion, the companys welfare policy is the companys overall competitive strategy should be an integral part.To attract talent, motivate people, provide employees with a self-development, self-realization of the good environment is the purpose of corporate welfare. In our entire welfare framework, training is the most important, and we sparing no effort. Wuling Group, where I formed a set of employee training system, the companys new employees must undergo a one-month induction training. followed by the number of months of induction training. The company also work according to different needs, job training for staff. the company encourages employees to further education, such as the MBA, etc., and the burden of learning for staff costs, which greatly improved employee job satisfaction and the company loyalty.2. the formulation of welfare policy must be noted that the preferences and needs of employeesEmployees of the sex, occupation, age differences on the type of benefits are very significant.Older workers may be pensions, health insurance and other benefits are more interested in, married employees are more interested in family welfare and vacation, and young people may want to have more training opportunities. so to investigate the welfare needs of staff, on the welfare of different people use different types. In addition, the welfare portfolio composition of the workforce will have a major impact, such as an attractive pension plans may be willing to attract long-term employees in the company of important ways.Because of the preferences of different employees with different benefits, many companies began to implement flexible benefits plan that allows employees based on individual needs to participate in the benefits of the type and amount of benefits to choose. Some companies allow employees to participate in the design of benefits, such as the purchase special rooms and car payment combined cumulative amount - the staff are free to choose a car or home buyers; in the transport, the employees can choose to receive the allowance, to work to solve their own problems, it may not receive the allowance, vehicle arranged by the company .3. In the formulation of welfare policy should take full account of its cost, keep the costs within a reasonable range.Such as health insurance, due to increased medical costs, so most employees concerned about the health insurance benefits, the implementation of attractive health insurance plan, which will help attract and retain talent. In order to control its costs, the company can take a series of measures, such as health education for staff and reduce the incidence of the disease; Some large companies began to implement a low-rate purchase of medical insurance (supplementary insurance), as this can spread the fixed costs of employees who are more to reduce the costs borne by each person. At the same time, employees must be based on different health conditions and risk factors to pay different rates, rather than longer pay all employees the same standards. In health care, there are still a so-called Pareto group, this group in a very small percentage of total number of employees (eg 20%), but in the total health care into the wood, it plays most of the expenditure share (usually 60% -80%), if effective management of this group, it will effectively control the expenditure of medical expenses.4. effective communication with employees is an integral part of welfare managementProductive welfare needs of companies and employees to achieve effective communication. To truly win the hearts of employees, the company must first understand the employees are thinking about their inner needs. If the welfare of a lack of communication, employees of the company welfare policy vague unclear, there would be no policy in place an enhanced level. In general, employees of the company to provide benefits to the value is often a tendency to underestimate, so effective comm