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本篇paper代写- Human capital investment讨论了人力资本投资。人力资本投资作为一种投资行为，会存在一定的风险。在人力资本投资的过程中，当决策者无法准确判断未来一些不确定因素的发生变化情况时，在实施人力资本投资决策过程中会造成财务损失。可以说，人力资本投资风险的发生与投资计划中无法准确、合理对未来不确定因素的变化情况进行预测和判断具有直接的关系。本篇paper代写由51due代写平台整理，供大家参考阅读。

As an investment behavior, human resource investment is bound to have certain risks. In the process of human resource investment, when policymakers cannot accurately judge the future change of some uncertain factors, the implementation of the human resources investment decision-making process can cause financial loss. It can be said that the occurrence of human capital investment risk is directly related to the inability to accurately and reasonably predict and judge the changes of future uncertain factors in the investment plan.

Relative to the material capital and human capital, puts forward the concept of human capital, is mainly refers to someone who can be used to provide a kind of capital, the future income that people can reap the benefits in the economic activities and implement value-added ability. Human capital and human resources do not have the same sex, human resources can be trained after real production capital. Human resource investment is to improve the quality and quantity of human capital through a certain amount of investment, and it is expected that this improvement can be finally reflected in the increase of the labor industry. Human capital investment as a kind of investment behavior, the inclusions for investment, which will inevitably exist some risk, based on the investment subject of uncertainty, the result of the human resource investment risk triggering, cause certain loss occurs. In the process of human capital investment, because of the properties and characteristics of human capital, it also determines the human capital investment income there is a big uncertainty and long payback period, so human resources investment risk is bigger also. In specific human capital investment risks, the following types of investment risks are generally included:

For human resource management department, need to choose the appropriate investment in human capital investment objects, the selected investment should not only check and features of culture and the position of the unit, but also pay attention to ability and quality, want to choose a long-term view of specific human capital investment objects, so as to obtain good investment effect. In the process of the specific investment, because the person has great plasticity, compared to people's ability, quality is more important, once the choice of investment is not appropriate, can cause the human capital investment risk, leading to the loss occurred.

There are also some differences in the work contents of different posts. Job responsibilities, environment, heavy workload and complexity all require to be matched with people with specific qualities. So for the human resource management department, need according to the characteristics of each job to choose the right candidate, once the selected workers to their jobs do not match, will not only affect their own development of staff, but also conducive to the healthy and orderly development of the enterprise.

The reward and punishment system of an organization is concerned by every employee. The reward and punishment system, as the main indicator of fairness, will make the incentive function impossible to play once the reward and punishment system is not perfect or there is some randomness in the implementation. In human resource management, we should not only pay attention to the overall motivation of employees, but also pay attention to the motivation of employees at different levels and at different times, so as to mobilize their enthusiasm. Once the incentive system is not scientific and the incentive method is not appropriate, it will inevitably bring a great restrictive effect on the activity and creativity of human resources.

Unit of employees in the process of development, will be the right time has increased, after the changes occurred in the work, because there is a big difference with the original work, in this case, easy to cause employees work ability and the problem of the job requirements, resulting in unable to complete the new task. In this case, the value of the employee needs to be measured and the decision of demotion or dismissal should be taken.

As managers and decision makers to establish investment risk awareness, to attach importance to human capital investment, the investment before the investment, and investment after all want to keep a clear head, ready for the good ideas and preventive measures, control the risk in can prevent limits, may occur as far as possible to reduce risk, the risk of loss to a minimum. At the same time, employees should fully recognize the importance and risks of human capital investment.

Unit should carefully study, tracking the change trend of national political policy and economic policy, the unit of short - and long-term plan to human capital investment, ensure the unit of human capital in the future policy environment change on the quantity and quality requirements, the units and individuals to get long-term development. At the same time, the unit will also strengthen the market investigation and study, forecast the market demand of per unit product, the price level, the supply of human capital situation and other uncertain factors, determine the unit on the demand of human capital and human capital investment. Combined with the development goals of the unit and personal career planning, the demand of human capital is analyzed.

Improve the incentive mechanism and constraint mechanism so that human capital can really play its potential huge role. Through the analysis of the existing problems of human capital investment, it is not hard to find that one of the important reasons for unit loss is that the labor behavior of laborers is not standardized and the labor efficiency is low. Inefficiencies some institutions of our country so far has not been fundamentally solved, and do not take the property right of human capital, human capital property rights have not been due benefits, as well as the unit managers and general staff are not directly related to the effective incentive and constraint.

After doing a good job analysis, we should understand the talents needed for each position, and accurately understand the abilities and qualities of applicants through evaluation, so as to match the corresponding talents with the corresponding positions. Personnel assessment is the application of modern psychology, management, computer science and related disciplines, through the analysis of the psychological test, resume and evaluation center, interview techniques, such as on a person's knowledge, skill and ability, personality measurement, and according to the job requirements and evaluate the unit features, will be the best people in the most appropriate post, achieve the best performance.

In the current under the background of economic globalization, human capital risk, once the human capital investment risk, would be the normal running of the unit to bring bigger effect and long-term development. Highlighted the importance of human capital in the current unit continuously, it also makes each unit of human capital investment risk is more and more attention, and to strengthen prevention in the process of actual implementation, so as to realize the good benefits of human capital investment.

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