【作者】 李全喜；

【导师】 杭虹利；

【作者基本信息】 上海外国语大学 ， 企业管理， 2009， 硕士

【摘要】 人力资本国际流动是一种社会现象,也是一种经济现象,只要不同国家、地区在经济、政治、科技、文化和生活水平等方面存在差异,人力资本的国际流动就难以避免,人力资本国际流动对一国的影响是多方面的,从宏观层面来说,它会对一国的经济发展和国民的福利产生影响,而从中观和微观方面来说,它也会对一国的企业、其它各类组织以及流动的个体产生影响。随着经济和金融全球化的进一步深入,人力资本的国际流动将会进一步加剧。许多学者对人力资本国际流动对经济发展的影响进行了探讨,本文结合我国金融企业金融人力资源的现状,着重就人力资本国际流动对我国金融企业战略性人力资源管理的影响进行分析。金融企业对我国的重要性不言而喻,而金融企业的竞争力的提升和战略目标的实现的关键在于金融人才及金融企业的战略性人力资源管理活动。在对相关文献进行回顾后,本文对人力资本国际流动和我国金融企业构建战略性人力资源管理体系的必要性进行了探讨,接着,根据现阶段国内外经济形势,本文认为我国金融企业可以利用人力资本国际流动来促进其战略性人力资源管理系统的构建和有效运作。同时认为人力资本国际流动对我国金融企业战略性人力资源管理的影响主要体现在战略性人力资源国际规划、高端金融人才的招聘引进和战略性薪酬这三个方面,论文着重对这三方面进行了探讨。其中战略性人力资源国际规划是本文提出的一个新概念,强调我国金融企业在进行战略性人力资源规划时应具有国际视野;高端金融人才的招聘引进和战略性薪酬则强调我国金融企业怎样在金融人力资本国际流动的背景下纳才、留才和用才。最后本文对我国高端金融人才的引进和保留提出了政策建议。本文的创新点在于:①从人力资本国际流动的视角来研究金融企业的战略性人力资源管理;②构建了人力资本国际流动对我国金融企业战略性人力资源管理的作用机制模型;③提出了战略性人力资源国际规划和人力资源国际规划;④采用博弈论中的混合策略纳什均衡对金融人才的争夺进行分析。更多还原

【Abstract】 The international flow of human capital is a social phenomenon as well as an economic phenomenon. Such phenomenon is unavoidable as long as there are many differences in economy, politics, science and technology, culture and living conditions among different countries and regions. The international flow of human capital delivers impact on a country in many aspects. It can influence economic development and welfare of a country on macro-level as well as institutions like corporations, other organizations and migrating individuals on the middle-level and micro-level. As the economic and financial globalization goes into depth, the phenomenon of mobility will become more intensive. Many scholars have studied the influence of the international flow of human capital on economic development, but this article will place great emphasis on the study of the impact of international flow of human capital on the strategic human resource management (SHRM) of China’s financial enterprises, based on the current situation of the human resource management of China’s financial enterprises.The financial enterprises are very essential to China’s economic stability and security, and the financial enterprises’competitiveness advancement and the realization of its strategic objective lie in high-level financial talents and enterprises’SHRM. This article begins with literature review, and then the analysis of the international flow of human capital and the necessity of implementation of SHRM in financial enterprises. Next, this article presents the view that the international flow of human capital can promote the construction and efficient operation of SHRM of China’s financial enterprises. This article also holds that the impact of the international flow of human capital on SHRM mainly lies in three aspects: strategic human resource international planning, high-level financial talents gaining and recruiting, and strategic compensation. The international planning of strategic human resource is a new conception put forward by this article, which means that China’s financial enterprises should do strategic human resource planning from the world perspective; while the gaining and recruiting of high-level financial talents and strategic compensation stress how China’s financial enterprises get, remain and make use of talents in the context of the international flow of human capital. Finally, this article puts forward some suggestions on the attracting, gaining and remaining of high-level financial talents.The contribution of this thesis can be summarized into the following four parts: First of all, the research is based on a new perspective, which allows the research to shed new light on the research question. Second, the author develops a new model for analysis. Third, the thesis put forward a new conception, namely the international plan of strategic human resource. Fourth, the thesis takes Game Theory as the research method, which will make the analysis more academic.更多还原