技術變遷與人力資本結構再造 : 理論分析和來自中國移動技術員工的實踐證據

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技術變遷與人力資本結構再造 : 理論分析和來自中國移動技術員工的實踐證據

 

Author: 郭永宏
Guo, Yonghong
Title: 技術變遷與人力資本結構再造 : 理論分析和來自中國移動技術員工的實踐證據
Ji shu bian qian yu ren li zi ben jie gou zai zao : li lun fen xi he lai zi Zhongguo yi dong ji shu yuan gong de shi jian zheng ju
Technology change and human capital restructuring : theoretical analysis and evidence from technical staff of the China mobile
Degree: D.Mgt.
Year: 2008
Subject: Hong Kong Polytechnic University -- Dissertations.
Telecommunication -- Technological innovations.
Telecommunication -- China -- Case studies.
Department: Graduate School of Business
Pages: viii, 125 leaves : ill., charts ; 30 cm.
Language: Chinese
InnoPac Record: http://library.polyu.edu.hk/record=b2291089
URI: http://theses.lib.polyu.edu.hk/handle/200/5211
Abstract: Since 1980s, the proportion of high-skilled and well-educated labors has been increasing in the developed countries and the income gap between the highly and the low skilled workers has been enlarged. Studies show that technology change leads to the employment decrease of low-skilled workers in developed countries and the status of them is threatened as they can be replaced by the well-educated labors. However, in China, more low-skilled workers are needed in telecom operators such as China Mobile, and it will have a positive effect on the low-skilled workers. So, is there any scarcity of theory to account for the phenomena, or it requires the improvement in practice. Based on the investigation of the phenomena, the paper synthetically analyzes the influence of technology change on the structure of human resources by case study, in-depth interview, questionnaire survey and plant experiment. A seven-year tracking experiment research was conducted in China Mobile Hebei Company and China Mobile Guizhou Company in the fields of talent high consumptions , the relationship of technology progress and working-class stratification, technology progress and deskilling, technology progress and human resources structure, the optimization of human resources structure and organization strategy. The followings are the conclusions drawn based on the study: 1. Through the tracking analysis of some rules of technology progress in China Mobile Hebei Company, the dual natures of explicit removal high-tech hidden high-tech have been revealed. Through the plant experiment in China Mobile Hebei Company and Guizhou Company, a technical analysis is conducted that explicit removal high-tech presented by the technology progress is the main cause of deskilling of the personnel in telecom: threshold of application and manipulation of new tech-products is lowered due to the technology progress and the simplification of the demand from the market for products or services; explicit removal high-tech of telecom equipment makes the manipulation easier and leads to the skill degradation of first-line maintenance personnel; at the same time, technology progress makes it possible that machines replace humans to complete many easy and repeated tasks. The common practice of replacement of humans by machines results in deskilling of the personnel especially the manipulation personnel. All those can serve as enrichment and complement of Braveman theory about technology progress leading to deskilling. At the same time, hidden high-tech of the telecom equipment brought about by the technology progress increase the demand for high-skilled personnel. Hidden high-tech of the telecom equipment increases the Telecom Operators' dependence on equipment suppliers, it also increases the need for high-skilled personnel engaged in design and maintenance, etc and raised the request for higher quality of the personnel in an all-round way. Thus, Technology Change appears. The conclusion explains the appearance of Technology Change hypothesis studied by the western mainstream. 2. There is the talent high consumption in China Telecom Operators (illustrated by the case of China Mobile). The common practice of hiring the over-qualified personnel causes the increase of labor cost, while the working quality is not correspondingly enhanced, which bring about the incompetence of dedication and lack of strong sense of responsibility of the personnel. 3. Technology change, on one hand, leads to the decrease of the number of non-skilled personnel and the increase of the number of skilled personnel; on the other hand, leads to the comparatively decrease of the salary and status of low-skilled personnel and the comparatively increase of the salary and status of highly-skilled personnel. 4. Technology change simplifies the tech-maintenance of hardware, increasing the demand for low-skilled personnel; complicate the tech-maintenance of software, increasing the demand for high-skilled personnel; simplify the contact function of the intermediate-skilled personnel, whose function can be replaced by low-skilled personnel. So, the adaptability adjustment and innovation of the organization is necessary and it came true with the development of modern information and communications technology. 5. Innovation should be actively implemented to cope with the working layers and reinforce execution and supervision of reasonable and effective governance policies.

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