scholarly journals Are Online Job Postings Informative to Investors?

2020 ◽  
Vol 66 (7) ◽  
pp. 3133-3141 ◽  
Author(s):  
Elizabeth Gutiérrez ◽  
Ben Lourie ◽  
Alexander Nekrasov ◽  
Terry Shevlin
Keyword(s):  
Human Capital ◽  
Value Creation ◽  
Labor Intensity ◽  
Marginal Productivity ◽  
Future Performance ◽  
Modern Corporation ◽  
New Information ◽  
Key Factor ◽  
Job Postings ◽  
Future Growth

Human capital is a key factor in value creation in the modern corporation. Yet the disclosure of investment in human capital is scant. We propose that a company’s online job postings are disclosures made outside of the investor-relations channel that contain forward-looking information that could be informative to investors about future growth. We find that changes in the number of job postings are positively associated with changes in future performance and that this relation is stronger when postings likely represent growth rather than replacement. Consistent with job postings providing new information to the market, investors react positively to changes in the number of job postings. The market reaction to postings is stronger when firms are likely to be hiring for growth rather than replacement and for firms with low labor intensity (and therefore high marginal productivity of labor). This paper was accepted by Brian Bushee, accounting.

Innovative Techniques and Strategies of Skill Building for Human Resource Development in SMEs, India

2016 ◽  
Vol 2 (2) ◽  
Author(s):  
Arti Awasthi
Keyword(s):  
Human Capital ◽  
Human Resource Development ◽  
Skill Development ◽  
Education And Training ◽  
Global Competitiveness ◽  
Knowledge Based ◽  
Knowledge Based Economy ◽  
Key Factor ◽  
Skill Building ◽  
And Training

India has gradually evolved as knowledge based economy due to the abundance of capable, flexible and qualified human capital. With the constantly rising influence of globalization, India has immense opportunities to establish its distinctive position in the world. However, there is a need to further develop and empower the human capital to ensure the nations global competitiveness. Despite the empathetic stress laid on education and training in this country, there is still a shortage of skilled manpower to address the mounting needs and demands of the economy. Skill building can be viewed as an instrument to improve the effectiveness and contribution of labor to the overall production. It is as an important ingredient to push the production possibility frontier outward and to take growth rate of the economy to a higher trajectory. This paper focuses on skill development in Small and Medium Enterprise (SMEs) which contribute nearly 8 percent of the country's GDP, 45 percent of the manufacturing output and 40 percent of the exports. They provide the largest share of employment after agriculture. They are the nurseries for entrepreneurship and innovation. SMEs have been established in almost all-major sectors in the Indian industry. The main assets for any firm, especially small and medium sized enterprises are their human capital. This is even more important in the knowledge based economy, where intangible factors and services are of growing importance. The rapid obsolescence of knowledge is a key factor of the knowledge economy. However, we also know that for a small business it is very difficult to engage staff in education and training in order to update and upgrade their skills within continuous learning approach. Therefore there is a need to innovate new techniques and strategies of skill development to develop human capital in SME's.

Living It Up at the Hotel California: Employee Mobility Barriers and Collaborativeness in Firms’ Innovation

2021 ◽  
Author(s):  
Eunkwang Seo ◽  
Deepak Somaya
Keyword(s):  
Human Capital ◽  
Value Creation ◽  
Knowledge Spillovers ◽  
Value Capture ◽  
Employee Mobility ◽  
Mobility Barriers ◽  
Collaborative Innovation ◽  
Complex Knowledge

Research has long recognized the importance of collaboration for innovation, but relatively little is known about the strategic drivers of collaborative innovation in firms. We posit that robust collaboration within firms can increase the interfirm mobility of inventors and increase spillovers of innovative knowledge to competitors by mobile inventors. Therefore, by mitigating these value capture hazards associated with collaboration, barriers to employee mobility may induce firms to increase collaborativeness in innovation. Additionally, consistent with the mechanism underlying this proposition, we hypothesize that firms whose innovation entails more complex knowledge, which is known to impede interfirm knowledge spillovers, will increase collaboration less when employee mobility increases. We test these hypotheses by leveraging quasi-exogenous changes in two legal mobility barriers for inventors across U.S. states and find that higher-mobility barriers are associated with greater inventor collaboration (as observed in patented innovation), and this effect is weaker for firms possessing more complex knowledge. These findings deepen our understanding of the strategic tradeoffs between value creation and value capture entailed in collaborative innovation within firms and of human capital strategies that help to manage these tradeoffs.

Social entrepreneurship: creating social value when bridging holes

2018 ◽  
Vol 14 (4) ◽  
pp. 410-428 ◽  
Author(s):  
Suvi Kokko
Keyword(s):  
Value Creation ◽  
Social Enterprise ◽  
Institutional Logics ◽  
Social Enterprises ◽  
Social Value ◽  
Content Type ◽  
For Profit ◽  
Social Value Creation ◽  
Key Factor ◽  
Shared Goal

Purpose This paper aims to understand how social value is created in a context characterized by institutional complexity. By identifying stakeholders interacting in a social enterprise and the logics guiding their expected and experienced value, the study describes how social value is created when different institutional logics embedded in strong-tie networks are bridged. Design/methodology/approach Concepts of structural holes and institutional logics were applied to the empirical case of a social enterprise. Interviews provided the primary empirical material, but multiple data collection methods were used. Findings A shared goal facilitated co-existence of competing value logics, and provided common space forming multiple social value outcomes as products of the different logics. Research limitations/implications Limited to one case, this study shows that the interaction of otherwise unconnected stakeholders in a social enterprise, and their embeddedness in different institutional logics, provides one explanation for why and how social value is created. Practical implications Acknowledging and addressing gaps in knowledge and resources can lead to social value creation if social enterprises remain open to different logics. This suggests that co-existence of different logics can be a key factor for successful social value creation in social enterprises, if the competing logics are turned into complementary sources. Originality/value Dependency on logics from different networks of stakeholders shapes social enterprises to produce outcomes consistent with the different logics. The multiplicity of social value outcomes poses challenges for evaluating the success of social enterprises, especially when the tendency is to use evaluation approaches from the for-profit sector, focusing on the economic logic.

scholarly journals ExTaxsI: an exploration tool of biodiversity molecular data

2020 ◽  
Author(s):  
Giulia Agostinetto ◽  
Anna Sandionigi ◽  
Adam Chahed ◽  
Alberto Brusati ◽  
Elena Parladori ◽  
...  
Keyword(s):  
Molecular Data ◽  
Data Availability ◽  
Future Research ◽  
Distribution Data ◽  
Biodiversity Data ◽  
Related Information ◽  
New Information ◽  
Starting Point ◽  
Key Factor ◽  
New Research

AbstractBackgroundThe increasing availability of multi omics data is leading to continually revise estimates of existing biodiversity data. In particular, the molecular data enable to characterize novel species yet unknown and to increase the information linked to those already observed with new genomic data. For this reason, the management and visualization of existing molecular data, and their related metadata, through the implementation of easy to use IT tools have become a key point for the development of future research. The more users are able to access biodiversity related information, the greater the ability of the scientific community to expand the knowledge in this area.ResultsIn our research we have focused on the development of ExTaxsI (Exploring Taxonomies Information), an IT tool able to retrieve biodiversity data stored in NCBI databases and provide a simple and explorable visualization. Through the three case studies presented here, we have shown how an efficient organization of the data already present can lead to obtaining new information that is fundamental as a starting point for new research. Our approach was also able to highlight the limits in the distribution data availability, a key factor to consider in the experimental design phase of broad spectrum studies, such as metagenomics.ConclusionsExTaxI can easily produce explorable visualization of molecular data and its metadata, with the aim to help researchers to improve experimental designs and highlight the main gaps in the coverage of available data.

scholarly journals Network Education Capital as a Specific Digital Economy Asset

2020 ◽  
Vol 35 ◽  
pp. 01023
Author(s):  
Natalia A. Yegina ◽  
Elena S. Zemskova ◽  
Natalia Sh. Vatolkina
Keyword(s):  
Human Capital ◽  
Network Formation ◽  
Interdisciplinary Approach ◽  
Digital Economy ◽  
Highly Qualified ◽  
Network Education ◽  
Positive Externalities ◽  
Communication Processes ◽  
New Information ◽  
Psychology Pedagogy

In the context of the global digital transformation, the most important factors determining socio-economic progress are the specific properties of human capital that are inherent only in the digital economy. In the new conditions, the role of integratively distributed network interaction of participants of global, national, corporate and social networks in the training of highly qualified specialists with new information and network skills and competencies is growing, a new form of human capital is emerging - network education capital (network education capital). On the basis of an interdisciplinary approach (economics, sociology, psychology, pedagogy, etc.), positive externalities are described that arise as a result of the inclusion of education in network communication processes. One of the main specific features of modern education is the departure from its linearity and verticality. It is shown that the network formation capital acquires the properties of a specific asset that brings a quasi-rent, and acts as a social elevator only if the involvement of more entities in the network increases

Knowledge Management - An Enabler for SNAME & Naval Architects

2014 ◽  
Author(s):  
Nicholas Parkyn
Keyword(s):  
Knowledge Management ◽  
Best Practices ◽  
Competitive Advantage ◽  
Value Creation ◽  
Value Proposition ◽  
Engineering Process ◽  
The Core ◽  
Key Factor ◽  
Knowledge Structuring ◽  
Naval Architect

Introduction A Knowledge Management System is a valuable tool for the Naval Architect or Marine Professional. It plays an important role in transforming the data to information and information to knowledge which is known as the transformation lifecycle. Knowledge Management is a key factor for creating value and competitive advantage. A common approach to knowledge structuring facilitates the sharing of knowledge and collaboration with others, based on knowledge sharing, which increases the value proposition of organizations like the SNAME. “The transformation of information into knowledge is a critical one, lying at the core of value creation and competitive advantage” – Stewart 2001 Positioning Knowledge Management can be applied in many different ways related to the specific requirements of organizations, societies, companies and individuals. National Shipbuilding Research Program (NSRP) has done extensive work in the area of Knowledge Aware Engineering to enable: - Active Delivery Relevant Knowledge - Cultivation of Technical Memory - Enablement of Engineering Decision Support - Integration into the Engineering Process - Supports for standards, heuristics and best practices.

Leadership and Sustainability

2018 ◽  
pp. 28-49
Author(s):  
Fatma Ince
Keyword(s):  
Human Capital ◽  
Generational Differences ◽  
Management System ◽  
Sustainable Leadership ◽  
Family Enterprise ◽  
Key Factor ◽  
Family Smes ◽  
Creativity And Innovation

This chapter on leadership and sustainability from the first to the second generations of SME Ownership addresses both the leadership and sustainability from the perspective of different generations in family SMEs. Because, sustainable leadership is seen as a key factor of the competitiveness in a family enterprise. Without effective and efficient human capital, the SMEs cannot gain the goals such as growth, internationalization and increasing performance. Generational differences in SMEs may improve the creativity and innovation, providing that the established appropriate management system and strategy. From this viewpoint, this chapter provides an overview of generations, leadership, sustainability and competitiveness about SMEs

Standards for Skill Training and Development

2009 ◽  
pp. 810-816
Author(s):  
Lichia Yiu ◽  
Raymond Saner
Keyword(s):  
Human Capital ◽  
Skill Training ◽  
Formal Schooling ◽  
Management Tools ◽  
Firm Level ◽  
Skill Levels ◽  
Ongoing Training ◽  
Continued Education ◽  
Key Factor ◽  
The Government

Human capital is seen as one of the key factor conditions contributing to national competitiveness and economic performance (Porter, 2002). Productivity performance of OECD countries tends to correspond to the skill levels of the workforce in specific countries. Hence, governments increasingly view human capital formation, both quantity and quality of workforce, as one of the key levers in ensuring sustained productivity gains and standard of living. Skill development of the workforce requires major investments beyond formal schooling. It demands ongoing training investment in continued education and workplace training in order to help the workforce keep pace with technological innovations and continued adoption of new technology in the workplace. Private and public partnership in this context dictates both the government and private companies and organizations participate in the training effort. Investment in training requires effective and efficient methods, which in turn calls for sound and robust management tools and standards at the micro (firm) level to ensure continuity and sustained efforts. This article examines two training related standards, “Investors in People” (IIP) and ISO 10015, in order to identify similarities and differences of these two instruments.

A Place Where Women Shine?

2020 ◽  
pp. 32-56
Author(s):  
Bill Emmott
Keyword(s):  
Human Capital ◽  
Corporate Culture ◽  
Critical Mass ◽  
Working Hours ◽  
University Education ◽  
Low Fertility ◽  
Leadership Roles ◽  
Long Working Hours ◽  
Work Style ◽  
Job Postings

Gender inequality lies at the core of Japan’s human capital weakness as well as of its social ailments of declining marriage and low fertility. Prime Minister Abe Shinzo declared his ambition, soon after taking office in late 2012, of achieving much greater female empowerment. Progress has been made, notably in increased childcare provision, but considerable barriers remain. The human capital embodied in Japanese women has improved greatly thanks to the rise in access to university education for female students in the 1990s and 2000s, but this has not yet been translated into leadership roles in part because most organizations use hierarchies ordered strictly by age but also because corporate culture (in the private and public sectors alike) is oriented towards long working hours, enforced socializing, and short-notice job postings, in continued disregard of families and of the now-dominant double-earner households. More women are however fighting back against overt discrimination, the Abe government has introduced a Work-Style Reform Bill to combat long working hours, and more companies are taking the need for diversity seriously. Role models have emerged in a wide range of fields and soon a critical mass of women in decision-making positions will be achieved.

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