推行人力资本出资形式需研究的几个法律问题  

Some Legal Problems on Implementing Offering Pattern of Human Capital

作　　者：黄来纪[1] 谢仁海[1] 

机构地区：[1]上海社会科学院法学研究所

出　　处：《社会科学》2006年第2期138-142,共5页Journal of Social Sciences

摘　　要：推行人力资本出资多形式意义非常重大。在制度上需要建构一套完整的体系,这套体系需要包括:人力资本认定要件、人力资本作价方式、人力资本出资范围、人力资本出资比例、人力资本出资转让、人力资本退出机制、人力资本清算程序等内容。人力资本出资形式的研究主要涉及四个方面的法律问题:出资形式的合法性问题、出资额评估方法选择问题、出资法律责任承担问题、出资风险预防问题。It is meaningful to implement various offering pattern of human capital. There should be a complete system including： human capital identification elements, human capital pricing pattern, human capital offering range, human capital offering ratio, transferring human capital, human capital withdraw mechanism, human capital clear process, and so on. The study mainly involves four legal aspects. These are： the validity of capital offering pattern, the decision of evaluation methods of the volume of capital offering, the legal responsibility of capital offering and the risk-prevention of capital offering.

关 键 词：出资形式 合法性 法律责任 

分 类 号：DF471[政治法律—民商法学]