Abstract

In order to study the causes of ineffectively and inefficiently measuring human capital within organizations (profit-organizations such as enterprises and non-profit organizations such as universities) in China, we analyze the potential and actual bias occurred in measuring and evaluating Human Capital (HC) within organizations. The study has helped administrators understand the challenges with objectively measuring behavior as well as some of the pitfalls associated with employee and manager bias in administering performance appraisals. For this purpose, research has focused on value creativity to more accurately and objectively measure HC. The study shows short-term response and long-term financial performance appraisal system is an available approch to effective and efficient Human Capital Measuring (HCM). In this sense, we hope that short-term response and long-term financial performance appraisal system within organizations in china can drive effects and efficacies in measuring HC and more importantly to be a “pioneer” in such applications.

Keywords:

Effects and efficacies, human capital measuring, long-term financial performance appraisal, short-term response, value creativity,

References

Competing interests

The authors have no competing interests.

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Copyright

The authors have no competing interests.