Research On The Mechanism Of The Enterprise Organizational Capital Growth

In the knowledge-economy era, the importance of human capital is growing. Knowledge and capability are becoming more and more important to enterprise development and gradually becoming the most valuable assets for a business. Corporate competition is gradually transforming into a fierce battle for talented people. Strategic human resource management in a company is becoming the key to winning sustained competitive advantages in the knowledge-economy wave.Companies face a dilemma in managing human resources: the ownership nature of individual human capital. This means non-separation of individual human capital and its owner can spell difficulty for management, as staff drain is essentially unavoidable. The possible departure of core staff can be a loss of the most valuable asset for a business. Therefore, while staff is employed, enterprises need to transfer the knowledge, capability and values of individual employees to the whole company. Individual human capital should be turned into organizational capital which cannot be copied by rivals. Thus reducing dependence on individual human capital as well as limiting the risk of losing human capital investment. Only in this way can corporate competitive advantages not be weakened by staff drain. Therefore, how to transform individual capital into organizational capital has become an urgent problem for enterprises in the knowledge-economy era.Research of organizational capital theory and practice is still fledgling at home and abroad, and has not yet taken shape either in concept system or in methodology. In previous research, study of organizational capital is largely conducted from an economic perspective by applying economic theory and approach to discuss how individual human capital and organizational capital can promote economic growth. But this neglects the transformation of individual human capital to organizational capital in view of corporate management. This thesis attempts to take knowledge as the main line for study, and defines organizational capital from this perspective. By working from a corporate management perspective, the thesis seeks the source of organizational capital growth by analyzing the capital on the three interlinking levels - individual, group and organization. With these studies, the thesis then establishes an organizational capital growth model in terms of organizational learning and information sharing, and discusses how to use this model to transform knowledge, capability and values of organization members into organizational capital.This paper is mainly devoted to the following issues;(1) Organizational learning system for organizational capital growthWhile studying organizational learning, this thesis describes the three learning models of...