人力的

Therefore, this article come up with the new idea: research the human resource cost based on behavior management.

本文第三章对人力资源与其他资源相比的独特性进行分析，提出了人力资源成本的独特性，并据此对人力资源成本进行了重新分类，奠定了从行为管理角度对人力资源成本进行研究的理论基础。

The most salient characteristic is its spirit of innovation, teamwork, dedication and humanity, reflected in the teaching methods and styles at work. The staff and teachers within the department possess the operational techniques and problem-solving know-how and know-what in all sorts of academic studies and works.

人力资源管理专业培养具有创新精神、团队精神、敬业精神和人本主义精神，掌握管理学和人力资源管理的基本理论和方法，具备开发与管理人力资源的实践操作技，以及具有分析和解决人力资源管理问题能力的高级管理人才。

Now day's main competitions are the competition of technology and intelligence.But all these are attributed to the best use of its potential.Hence,how to realize this has become amajor subject.While the most complicated and difficult factor is how to encourage employees and give fuel play of their potentials.Since the policy of opening the country up to the world,the payment reform for the material promotion has been anot topic.But heather can give full play of the payment encouragement only on the basis of material promotion,which has ravishingly aroused people's consideration.However,no doubt,one of the main secrets for the sustainable development of an enterprise is to establish areasonable and effective payment system to basically ensure the sup erior competition of human resource and turn it into the advantage of market competition.

企业赖以生存和发展的基础可以概括为五种资源：资金、财产、技术、信息和人力，在这五种资源中，最重要的是人力资源当今的竞争主要是科技的竞争、智力的竞争，而这些归根结底都将是人力资源开发及其潜能充分利用的竞争所以，如何实现人力资源开发及其潜能的充分利用是企业公认的一大课题，而其中最为复杂和困难的，就是如何做好人员激励，使其潜能充分得到发挥改革开放以来，以提升物质利益为主题的薪酬改革一度成为了我国企业改革的暖门话题，而仅仅靠提升物质利益是否就可以充分发挥薪酬的激励作用也日益引起了人们的思考但不可否认企业能可持续发展的重要秘诀之一，应是建立合理有效的薪酬体系，从根本上保证人力资源的竞争优势，并将之转化为市场竞争的优势在本文中，笔者的主

By inducting the theory of Quantum Mechanics,this paper studied on the uncertainty of individual value of human capital between dominance and recessiveness.

引入了量子力学理论，考察了个体人力资本显性和隐性价值的测不准性，在人力资本隐性价值区间估计的基础上，构建了考虑显性和隐性人力资本价值转换的人力资本个体价值计量模型。

In view of the management strategy of Publishing House A and its present human resource management situation, which is characterized by human resource department still functioning mostly in just giving advice, organization structure unadaptable to the companys development strategy, lack of systematic personnel training, short of viable performance appraisal system, unsound motivation of compensation system, the author, by using the theories and methods of the subjects such as human resource management, organization behavior, accounting, strategy management, investigation and data analysis and statistics, brings forward 6 human resource strategies: to establish human resources management type playing strategic guidance, to change the organization structure from a decentralized line-of-business organization structure to amatrix one, to establish a learning organization, a scientific performance appraisal system, an all-round motivation mechanism and a human resources precaution and alarm system.

本文根据A出版社的经营战略，针对A出版社人力资源部门的作用仍然停留在职能、参谋部门；组织结构不能适应组织的总体战略要求；培训体系尚不完善；缺乏一套切实可行的绩效考核体系；薪酬体系的激励作用不明显的实际情况，运用人力资源管理、组织行为学、会计学、战略管理学、调查与数据分析、统计学等其他边沿学科理论和方法，笔者提出了六条人力资源战略：建立战略导向型人力资源管理；直线职能制组织结构向矩阵式组织结构的转变；建立学习型组织；建立科学的绩效考核体系；建立全方位的激励机制；建立人力资源预警系统。

Its basic thinking is to begin with the real achievements of economic development and the revaluing of the I=S model of Keynes, to reorganize theory of economic development, new-growth theory, theory of education, theory of human resources, including the theoretical analysis of every link, and put forward the basic idea of the developing chain of human resources.

其基本思路是从经济发展实绩和源泉出发，从反思凯恩斯I=S模型入手，对经济发展理论、新增长理论、教育理论、人力资本理论、劳动经济理论和人力资源开发管理理论进行整合，提出人力资源开发链的基本思想，并对其各环节进行具体的理论分析；然后对广东省人力资源开发链的各项环节进行系统的实证研究，分析其人力资源开发中的具体行为；最后从中导出相应的基本结论及其政策意义。

This article will be at the Pearl River Delta region to study the furniture industry examples, based on the Pearl River Delta region with the current state of development of furniture industry and the existence of the problem, explained the significance of changes; re-focus on enterprises in the transformation of human resources encountered resistance analysis of human resources to further explore the causes of resistance, as well as its constituent elements, types and so on, sort of human resources and change the relationship between resistance; from now on how to eliminate society resistance in human resources, in combination with the actual situation in the Pearl River Delta furniture enterprises to explore the how to effectively eliminate the resistance of human resources, I hope to be able to promote the implementation of change, achieve sustainable development of enterprises to mention some of the basic reference for countermeasures.

本文将以在珠三角地区的家具企业为研究例子，立足于当前珠三角地区家具产业的发展状况和所存在的问题，阐述变革的意义；再着重对企业在变革中所遇到的人力资源阻力进行分析，进一步探讨人力资源阻力产生的原因以及其构成要素、种类等，理清人力资源阻力与变革的关系；借鉴现在社会上如何消除人力资源阻力的研究，结合珠三角家具企业实际情况，探讨该如何有效的消除人力资源阻力，希望能够为推动变革的实现，实现企业的可持续发展提一些基本的参考对策。

The separability between the nonhuman capital and its owner indicates that the non-human capital contract can be finished by market contract institution. However, the non-separability between human capital and its owner results in that it is impossible for human capital transaction to be completed by the market institution. Human capital needs to be repriced by the transaction institution.

非人力资本与其所有者的可分离性表明非人力资本交易可由市场交易机制完成，而人力资本与其所有者的不可分性导致了人力资本交易不可能由市场机制完成，而需要由企业交易机制予以再定价。

With some region of war manpower resources for the example,this text analyses the current situation and existing problem of nursing manpower resources at present and put forward the measure of disposing nursˉing manpower resources rationally,in order to improve nursing whole quality and comprehensive benefit of healthy inˉvestment,and offers the new train of thought for manpower resources management of the hospital.

本文以某战区护理人力资源为例，分析了目前护理人力资源存在的现状问题，并提出了合理配置护理人力资源的措施，以提高护理整体质量和卫生投资的综合效益，为医院人力资源管理提供新思路。

This paper probes into the problems of the significance, targets, principles, implementation and others of the developing and training of the human resource carries out in the modern commercial bank. human resource ; developing and training ; modern commercial bank

而人力资源是知识的载体，是智力的拥有者，企业的发展必须依靠人力资源的开发培训，重视创新型人才的培养，这对于正在向现代化艰难迈进的国有商业银行显得尤为重要。1现代商业银行人力资源开发培训的意义1.1现代商业银行人力资源开发培训的含义现代商业银行人力资源开发培训是指商业银行通过组织培训或开发培

The basic concept of FOP can be summarized as to further optimize effective prescription according to the standard of curative effects and with the aid of modern science and technology and theories of traditional Chinese medicine.

其基本内涵可概括为：以确有疗效的中药复方为研究对象，以现代科学技术和传统中医药理论为技术支持，以该复方所治病证的药效响应为评价标准，以优化重组疗效更优的新复方为研究目的。

Ever since our world has been a world, native forests have been indiscriminately exploited by man.

自从我们的世界一直是世界原生森林被任意剥削人。