The nature of surgeon human capital depreciation

2014 ◽  
Vol 37 ◽  
pp. 70-80 ◽  
Author(s):  
Jason M. Hockenberry ◽  
Lorens A. Helmchen
Keyword(s):  
Human Capital ◽  
Capital Depreciation

scholarly journals Human capital depreciation and job tasks

2021 ◽  
Author(s):  
Sonja Walter ◽  
Jeong-Dong Lee
Keyword(s):  
Human Capital ◽  
Industrial Revolution ◽  
Job Tasks ◽  
Core Skill ◽  
Technological Advances ◽  
Education Levels ◽  
Capital Depreciation ◽  
Mincer Equation ◽  
Learning Policies ◽  
Using Data

This research aims to investigate the link between human capital depreciation and job tasks, with an emphasis on potential differences between education levels. We estimate an extended Mincer equation based on Neumann and Weiss’s (1995) model using data from the German Socio-Economic Panel. The results show that human capital gained from higher education levels depreciates at a faster rate than other human capital. Moreover, the productivity-enhancing value of education diminishes faster in jobs with a high share of non-routine analytical, non-routine manual, and routine cognitive tasks. These jobs are characterized by more frequent changes in core-skill or technology-skill requirements. The key implication of this research is that education should focus on equipping workers with more general skills in all education levels. With ongoing technological advances, work environments, and with it, skill demands will change, increasing the importance to provide educational and lifelong learning policies to counteract the depreciation of skills. The study contributes by incorporating a task perspective based on the classification used in works on job polarization. This allows a comparison with studies on job obsolescence due to labor-replacing technologies and enables combined education and labor market policies to address the challenges imposed by the Fourth Industrial Revolution.

scholarly journals On the Determinants of Organizational Forgetting

2011 ◽  
Vol 3 (3) ◽  
pp. 100-123 ◽  
Author(s):  
Guy David ◽  
Tanguy Brachet
Keyword(s):  
Resource Allocation ◽  
Human Capital ◽  
Organizational Learning ◽  
Labor Turnover ◽  
Relative Importance ◽  
Production Experience ◽  
Efficient Resource ◽  
Capital Depreciation ◽  
Organizational Forgetting ◽  
Potential Channels

Studies of organizational learning and forgetting identify potential channels through which the firm's production experience is lost. These channels have differing implications for efficient resource allocation within the firm, but their relative importance has been ignored to date. We develop a framework for distinguishing the contributions of labor turnover and human capital depreciation to organizational forgetting. We apply our framework to a novel dataset of ambulance companies and their workforce. We find evidence of organizational forgetting, which results from skill decay and turnover effects. The latter has twice the magnitude of the former. (JEL D23, D83, J24, J63)

scholarly journals Depreciation of human capital: a sectoral analysis in OECD countries

2019 ◽  
Vol 40 (7) ◽  
pp. 1254-1272
Author(s):  
Valeria Lentini ◽  
Gregorio Gimenez
Keyword(s):  
Human Capital ◽  
Cognitive Skills ◽  
Structural Breaks ◽  
Educational Systems ◽  
Content Type ◽  
Sectoral Analysis ◽  
Potential Benefits ◽  
Capital Depreciation ◽  
Technological Intensity ◽  
High Skill

Purpose The purpose of this paper is to investigate which sectors are more vulnerable to human capital depreciation, with an emphasis on potential differences in skills and in ICT intensities. Design/methodology/approach The authors estimate an extended Mincerian earnings equation based on Neuman and Weiss’s (1995) model using the EU-KLEMS international database for 15 sectors for the period from 1980 to 2005. The authors also test structural ruptures in earnings and human capital depreciation in the labor market per decade controlling by technological intensity. Findings Human capital depreciation ranges from 1 to 6 percent. It is mainly significant in skill-intensive sectors regardless of the sector’s technological intensity. The analysis of structural breaks shows that human capital value indeed changed from decade to decade. It even appreciated in low skill-intensive sectors in the 1980s and in the high skill-intensive during the 1990s. Appreciation though, was mainly skill-biased. Research limitations/implications Information about on-the-job-training and non-cognitive skills that can also affect human capital depreciation are not included due to lack of data. Practical implications To prevent human capital from depreciating in particular sectors and periods educational systems should provide the tools for ongoing lifelong learning at all skills levels. Education is subject to dynamic effects that should be addressed to increase the potential benefits of technological change. Originality/value First, instead of using cross-section analysis which is considered to be a pitfall in studying the depreciation of knowledge, the authors observe its dynamic on a longitudinal basis. Second, the international macro-sectoral approach goes beyond limited micro-sectoral analysis in certain countries.

Estimation of the human capital depreciation rate: an international comparison and policy implications in South Korea

2021 ◽  
pp. 213-257
Author(s):  
Ga Woon Ban
Keyword(s):  
Human Capital ◽  
Capital Accumulation ◽  
Empirical Support ◽  
Policy Implications ◽  
Policy Interventions ◽  
National Differences ◽  
Skills Retention ◽  
The Social ◽  
Capital Depreciation ◽  
World Point

This chapter emphasizes skills retention instead of human capital accumulation, which is prominently featured in the social investment literature. The chapter discovers strong empirical support for the so-called use-it-or-lose-it hypothesis, which is that utilising people's skills at work is critical to retaining human capital. Considerable cross-national differences in human capital depreciation across the Organisation for Economic Co-operation and Development (OECD) world point to workplaces as the key site, as differences in workplace organisation may shape differences in how skills are used and, accordingly, differences in human capital depreciation. Considering the differences in skills depreciation, the chapter calls for tailored policy interventions rather than a one-size-fits-all approach. It argues that countries should take different approaches to preserving human capital, depending on their unique patterns of human capital use and depreciation.

scholarly journals Human capital depreciation during hometime

2008 ◽  
Vol 61 (Supplement 1) ◽  
pp. i98-i121 ◽  
Author(s):  
D. Gorlich ◽  
A. de Grip
Keyword(s):  
Human Capital ◽  
Capital Depreciation
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