Retaining skilled employees: A human capital model with innovation and entrepreneurship

2020 ◽  
Vol 41 (6) ◽  
pp. 911-923
Author(s):  
Koray Sayili
Keyword(s):  
Human Capital ◽  
Human Capital Model ◽  
Innovation And Entrepreneurship

Technology and librarianship: a test of the human capital model of occupational segregation

1997 ◽  
Vol 4 (7) ◽  
pp. 403-406 ◽  
Author(s):  
Marybeth F. Charters ◽  
Paul W. Grimes
Keyword(s):  
Human Capital ◽  
Occupational Segregation ◽  
Human Capital Model

scholarly journals Technological Change, Sectoral Shifts and the Distribution of Earnings: A Human Capital Model

Economica ◽  
1994 ◽  
Vol 61 (244) ◽  
pp. 475 ◽  
Author(s):  
Julian R. Betts
Keyword(s):  
Human Capital ◽  
Technological Change ◽  
Sectoral Shifts ◽  
Human Capital Model

Working effectively and living contentedly in a foreign country: what human capital do expatriates require and develop?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Reimara Valk
Keyword(s):  
Human Capital ◽  
Foreign Country ◽  
The Body ◽  
Future Research ◽  
Global Business ◽  
Line Managers ◽  
Content Type ◽  
Human Capital Model ◽  
Hr Managers ◽  
The Right

PurposeThe purpose of this paper is to explore the human capital (HC) expatriates require and develop during an international assignment (IA) to work effectively and live contentedly in a host country.Design/methodology/approachQualitative research entailing interviews with 78 expatriates and repatriates across the globe, investigating the competencies they developed and the HC they gained during their IAs.FindingsFive interrelated competence clusters were derived: cultural competence (CC); interpersonal competence; intrapersonal competence; global business competence; global leadership competence, each containing competencies crucial for expatriate success.Research limitations/implicationsThis study relied on self-reports by expatriates and repatriates. Future research should also include senior/line managers and chief human resource officers from a range of organizations across the world to gather their assessments on the competencies and HC of expatriates and repatriates.Practical implicationsLine/HR managers can use the designed “Expatriate/Repatriate Human Capital model” to assess an individual's overall readiness and capacity to perform effectively in a foreign country and culture and consecutively identify and select the right candidates to undertake IAs.Originality/valueThis paper contributes to the literature by presenting a HC model called the “Expatriate and Repatriate Human Capital Model; the body of competence”. The model identifies and defines the competencies/knowledge, skills, abilities and other characteristics (KSAOs) required for intercultural effectiveness and expatriate success and serves as a tool for the selection, training, development and performance evaluation of expatriates and repatriates, in order to aid the accomplishment of individual and organizational objectives.

Sport Across Cultures: Applications of the Human Capital Model in Refugee Communities

2014 ◽  
Vol 11 (4) ◽  
pp. 681-682 ◽  
Author(s):  
Kate Murray
Keyword(s):  
Human Capital ◽  
Human Capital Model

scholarly journals Delayed Graduation and Overeducation in Italy: A Test of the Human Capital Model Versus the Screening Hypothesis

2020 ◽  
Vol 152 (2) ◽  
pp. 533-553 ◽  
Author(s):  
Carmen Aina ◽  
Francesco Pastore
Keyword(s):  
Human Capital ◽  
Human Capital Model ◽  
Model Versus

Abstract Exploiting the human capital versus screening hypothesis frameworks, this paper studies the link between delayed graduation and overeducation, and their effect on wages, by using the ISFOL-Plus data. The evidence lines towards predictions based on the signalling model. However, as to the determinants of overeducation the coefficient of delayed graduation is significant only for delays of 3 years or more and also controlling for the entire set of covariates. This suggests that delay conveys a signal of low skill.

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