‘Young, Talented and Highly Mobile’: Exploring Creative Human Capital and Graduates Mobility in the UK

2018 ◽  
pp. 205-230 ◽  
Author(s):  
Roberta Comunian ◽  
Sarah Jewell
Keyword(s):  
Human Capital ◽  
The Uk

Human capital and wages: evidence for external effects from the UK regions

2002 ◽  
Vol 9 (13) ◽  
pp. 843-846 ◽  
Author(s):  
Vassilis Monastiriotis
Keyword(s):  
Human Capital ◽  
External Effects ◽  
The Uk

scholarly journals How entrepreneurship, culture and universities influence the geographical distribution of UK talent and city growth

2017 ◽  
Vol 36 (2) ◽  
pp. 178-195 ◽  
Author(s):  
Marc Cowling ◽  
Neil Lee
Keyword(s):  
Economic Growth ◽  
Human Capital ◽  
Economic Value ◽  
Value Added ◽  
Content Type ◽  
Knowledge Based ◽  
Economic Landscape ◽  
The Uk ◽  
The City ◽  
Innovative Capacity

Purpose The creation and distribution of human capital, often termed talent, has been recognised in economic geography as an important factor in the locational decisions of firms (Florida, 2002), and at a more general level as a key driver of economic growth (Romer, 1990). The purpose of this paper is to consider how talent is created and distributed across the cities of the UK and the key factors which are driving this spatial distribution. They also consider what the economic outcomes of these disparities are for cities. Design/methodology/approach The multivariate models can estimate the dynamic inter-relationships between human capital (talent), innovative capacity, and economic value added. These can be estimated, using talent as an example, in the form: human capital measurei =α0i+α1i innovative capacity +α2i quality of life + α3i labour market indicators + α4i economic indicators + α5i HEI indicators + β6i population demographics + β7i population + υi. Findings The first finding is that talent is unequally distributed across cities, with some having three times more highly educated workers than others. Talent concentration at the city level is associated with entrepreneurial activity, culture, the presence of a university, and to a lesser degree the housing market. This feeds into more knowledge-based industry, which is associated with higher gross value added. Research limitations/implications The research is limited in a practical sense by the fact that UK data at this level have only become available quite recently. Thus, it is only possible to capture talent flows and city growth in a relatively small window. But the prospects going forward will allow more detailed analysis at the city level of the relationship between talent flows and local economic growth. And additional insights could be considered relating to the on-going changes in the UK university system. Practical implications The question of whether universities are simply producers of talent or play a much broader and deeper role in the socio-economic landscape and outcomes of cities is an open one. This research has identified what the key drivers of city level economic growth and knowledge creation are, and sought to explain why some cities are capable of attracting and harnessing three times more talent than other cities. This has significant implications for the future development of UK cities and for those seeking to address these imbalances. Social implications Universities are a major economic agent in their own right, but they are increasingly being asked to play a wider role in local economic development. The authors’ evidence suggests that universities do play a wider role in the growth and development of cities, but that there are large discrepancies in the subsequent spatial distribution of the talent they create. And this has significant implications for those seeking to address these imbalances and promote a broader and less unequal economic landscape. Originality/value The authors explore how cities create economic value via a process whereby talent is attracted and then this stimulates knowledge-based industry activity. The originality relates to several key aspects of the work. First, the authors look at the stock of talent, and then the authors explore how “new” talent from universities is attracted by looking at graduate flows around the cities of the UK, differentiating between top-level graduates and less talented graduates. The authors then allow a wide variety of economic, cultural, and population factors to influence the locational decision of talented people. The results highlight the complexity of this decision.

The Stock of Human Capital in the UK 1975: A Preliminary Estimate

1979 ◽  
pp. 198-211 ◽  
Author(s):  
E. R. Chang ◽  
K. Hilton ◽  
H. A. Yaseen
Keyword(s):  
Human Capital ◽  
Preliminary Estimate ◽  
The Uk

Regional economic divergence and house prices: a comparison of Germany and the UK

2019 ◽  
Vol 12 (4) ◽  
pp. 722-735
Author(s):  
Benedikt Blaseio ◽  
Colin Jones
Keyword(s):  
Human Capital ◽  
Housing Market ◽  
House Prices ◽  
House Price ◽  
Annual Data ◽  
Content Type ◽  
Economic Divergence ◽  
Price Trends ◽  
The Uk

Purpose Increasing regional wealth disparities have been explained by the role of agglomeration economies and the concentration of skilled mobile human capital. This paper aims to draw out the role of the housing market by considering the differential experience of Germany and the UK. Design/methodology/approach The empirical analysis is based on the comparison of regional house price trends in Germany and UK-based annual data from 1991 to 2015. Findings Regional house price inequality is found to have increased in both countries with the spatial concentration of skilled human capital. However, the main conclusion is that there are differential paths to regional house price inequality explained by the parameters of each country’s housing market. Originality/value The research is the first to compare and explain differential regional house price trends across countries.

The UK Human Capital Management Initiative: A Review of the Accounting for People Report

2004 ◽  
Vol 8 (1) ◽  
pp. 7-19 ◽  
Author(s):  
ROBIN ROSLENDER ◽  
JOANNA STEVENSON ◽  
ROBIN FINCHAM
Keyword(s):  
Human Capital ◽  
Capital Management ◽  
Human Capital Management ◽  
The Uk

Non-Voluntary Return? The Politics of Return to Afghanistan

2005 ◽  
Vol 53 (1) ◽  
pp. 182-200 ◽  
Author(s):  
Brad K. Blitz ◽  
Rosemary Sales ◽  
Lisa Marzano
Keyword(s):  
Human Capital ◽  
Human Rights ◽  
Public Opinion ◽  
Brain Drain ◽  
Policy Making ◽  
Individual Choice ◽  
Welfare Services ◽  
Protection Of Human Rights ◽  
Individual Decisions ◽  
The Uk

The forced removal of 35 Afghan nationals from the UK in April 2003 calls into question the viability of the government's voluntary repatriation schemes and undermines the voluntary nature of return programmes. This article draws on the results of research conducted in 2002 to explore the views of the Afghan community about return. We evaluate three motivations for promoting return programmes: justice-based arguments, where return is the ‘end of the refugee cycle’; human capital explanations, which focus on individual decisions to reverse the effects of brain-drain; and burden-relieving explanations, where return is an alternative to repatriation. Our findings suggest that domestic interest based arguments, rather than those founded on the protection of human rights, are driving the policy-making agenda. Returns are portrayed as a means of relieving the burden on welfare services, and placating an increasingly anti-immigrant public opinion. As well as individuals forcibly removed from Britain, other Afghans are being urged to return by means of financial inducements, and sometimes under the threat of repatriation. In this context, we can discern a new category of ‘non-voluntary’ returns where individual choice has little real meaning.

Education, Work and Wages in the UK

2005 ◽  
Vol 6 (3) ◽  
pp. 395-414 ◽  
Author(s):  
Paul Bingley ◽  
Ian Walker ◽  
Yu Zhu
Keyword(s):  
Human Capital ◽  
Low Income ◽  
Labour Supply ◽  
Complex Function ◽  
Budget Constraint ◽  
Return To Education ◽  
Utilization Rate ◽  
The Uk ◽  
Work Education ◽  
The Relationship

Abstract This paper is concerned with the relationship between education, wages and working behaviour. The work is partly motivated by the sharp distinction in the literature between the returns to education and the effect of wages on labour supply. Education is the investment that cumulates in the form of human capital while labour supply is the utilization rate of that stock. Yet, variation in education is usually the basis for identifying labour supply models - education is assumed to determine wages but not affect labour supply. Moreover, it is commonly assumed that the private rate of return to education can be found from the schooling coefficient in a log-wage equation. Yet, the costs of education are largely independent of its subsequent utilization but the benefits will be higher the greater the utilization rate. Thus the returns will depend on how intensively that capital is utilized and we would expect that those who intend to work least to also invest least in human capital. Indeed, the net (of tax liabilities and welfare entitlements) return to education will be a complex function of labour supply and budget constraint considerations. Here we attempt to model the relationship between wages, work, education and the tax/welfare system allowing for the endogeneity of education as well for the correlations between the unobservable components of wages and working behaviour. We use the estimates to simulate the effect of a new UK policy designed to increase education for children from low-income households.

A Life in the Week of an Information Specialist in a Global Consulting Firm

2004 ◽  
Vol 4 (1) ◽  
pp. 25-27
Author(s):  
Angela Cleaver
Keyword(s):  
Human Capital ◽  
Financial Services ◽  
Financial Management ◽  
Employee Benefits ◽  
Business Services ◽  
Information Centre ◽  
The Past ◽  
The World ◽  
125Th Anniversary ◽  
The Uk

Watson Wyatt is a global consulting firm focused on human capital and financial management. We specialise in four areas: employee benefits, human capital strategies, technology solutions and insurance and financial services. Supporting these is Business Services, of which the Information Centre is part. We are based in the European headquarters in Reigate, Surrey. The firm itself has more than 6,300 associates in 86 countries around the world, and in the UK we have been included in the Sunday Times Best Places to Work for the past two years. We also celebrate our 125th anniversary this year.

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