ROLE OF UNIVERSITY IN THE PROCESS OF FORMATION OF INDIVIDUAL HUMAN CAPITAL: THEORY AND PRACTICE

This paper uses the Wiles test in an attempt to distinguish between the Human Capital and Screening theories on the role of higher education. Regressions on Canadian survey data reveal support for Human Capital theory at the expense of Screening theory.

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The Role of Investment in Human Capital: Evolution Between Microeconomic and Macroeconomic Approach

Applied Economics and Finance ◽

10.11114/aef.v5i2.2999 ◽

2018 ◽

Vol 5 (2) ◽

pp. 111

Author(s):

Babacar NDIAYE

Keyword(s):

Economic Growth ◽

Human Capital ◽

Significant Role ◽

Critical Analysis ◽

Capital Investment ◽

Human Capital Investment ◽

Human Capital Theory ◽

Capital Theory ◽

Long Time

It has been acknowledged for a long time that labour factor quality plays a significant role in the process of economic growth. The human capital theory that gained prominence notably with the works of Schultz (1961) and Becker (1964) underline that the knowledge gained by people is crucial to society, for education is an investment and a tool for improving productivity. The objective of this paper is to propose, in the neoclassical vision, a critical analysis of the developments and controversies surrounding human capital investment

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Why recruit temporary sponsored skilled migrants? A human capital theory analysis of employer motivations in Australia

Australian Journal of Management ◽

10.1177/0312896219895061 ◽

2020 ◽

pp. 031289621989506 ◽

Cited By ~ 1

Author(s):

Chris F Wright ◽

Andreea Constantin

Keyword(s):

Human Capital ◽

Jel Classification ◽

Human Capital Theory ◽

Limited Attention ◽

Survey Analysis ◽

Theory Analysis ◽

Worker Productivity ◽

Role Of Government ◽

Capital Theory

This article uses human capital theory to analyse employer motivations for recruiting skilled migrants on temporary sponsored visas, a group receiving limited attention within human resource management (HRM) scholarship despite being an increasingly important part of the workforce in many organisations and countries. We address this gap through a survey analysis of 1602 employer respondents who sponsored temporary skilled visa holders in Australia. The findings indicate that cost-effectiveness as a motivator for recruitment decisions can be achieved not only through HRM strategies to maximise worker productivity, as human capital theories emphasise, but also by identifying groups of workers perceived as harder working than other groups. The findings also draw attention to the role of government policy in this identification process, specifically visa regulations constraining the mobility of temporary sponsored skilled migrants, which allows employers to utilise these workers’ human capital effectively. JEL Classification: J61, M12, M51, O15

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Labour market and human capital. Theory and practice. [Munkaerőpiac és emberi tőke. Elmélet és gyakorlat.]

The Hungarian Educational Research Journal ◽

10.1556/063.2020.00009 ◽

2020 ◽

Vol 10 (1) ◽

pp. 97-100

Author(s):

Zsófia Kocsis

Keyword(s):

Human Capital ◽

Labour Market ◽

Human Capital Theory ◽

Theory And Practice ◽

Capital Theory

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Policy and Practice in University–Business Relations

The Oxford Handbook of Higher Education Systems and University Management ◽

10.1093/oxfordhb/9780198822905.013.13 ◽

2019 ◽

pp. 217-235

Author(s):

Ewart Keep

Keyword(s):

Human Capital ◽

Productivity Growth ◽

Institutional Support ◽

Human Capital Theory ◽

Policy And Practice ◽

Capital Theory ◽

Skilled Labour ◽

Market Driven ◽

War For Talent

Policy, driven by simple readings of human capital theory, expects universities to deliver skilled labour to drive productivity growth and competitiveness. This approach ignores the wider role of learning in HE. England has tended to follow a market-driven approach, with weakly coordinated relationships between employers and HE, whereas Scotland has sought to provide more structured institutional support for this interaction. In both countries, there are significant issues over the ability to forecast future skill need, to match supply with demand, and to enlist employers in co-production and co-funding. In addition, there are ongoing debates about employability, a ‘war for talent’, and how best to structure interactions between business and universities.

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Education in Korea: Efficiency vs. Equity

Korean Journal of Policy Studies ◽

10.52372/kjps05004 ◽

1990 ◽

Vol 5 (0) ◽

pp. 53-68

Author(s):

Dong-Kun Kim ◽

Joong-Ryul Kim

Keyword(s):

Human Capital ◽

The United States ◽

Human Capital Theory ◽

Labor Income ◽

Capital Theory ◽

Unequal Distribution ◽

Labor Market Segmentation ◽

Policy Tool ◽

Labor Quality

This paper attempts to analyse the effects of education on income distribution in Korea. The human capital theory suggests that an unequal distribution can be reduced by improving the distribution of education because variations in labor income are due to the differences in labor quality in terms of the amount of human capital, especially education, acquired by the workers. On the other hand, a general skepticism about the role of education also can be observed. Thurow, for instance, has shown that in the United States, a country which is a prominent example of educational expansion, schooling has had only a negligible effect in reducing income inequality, although education constitutes one of the key elements in economic growth. Critics of human capital theory, one example is the labor market segmentation theory, asserts that education cannot improve earnings inequality unless other institutional factors, such as occupational earnings structure, are changed. By investigating those two approaches, we can assess whether education can be used as a policy tool to improve the earnings distribution.

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21st century HR: a competency model for the emerging role of HR Analysts

Personnel Review ◽

10.1108/pr-12-2019-0670 ◽

2020 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Steven McCartney ◽

Caroline Murphy ◽

Jean Mccarthy

Keyword(s):

Human Capital ◽

Human Capital Theory ◽

Competency Model ◽

Capital Theory ◽

Content Type ◽

The Usa ◽

Business Acumen ◽

Recruitment And Selection ◽

Practical Implications

PurposeDrawing on human capital theory and the human capital resources framework, this study explores the knowledge, skills, abilities and other characteristics (KSAOs) required by the emerging role of human resource (HR) analysts. This study aims to systematically identify the key KSAOs and develop a competency model for HR Analysts amid the growing digitalization of work.Design/methodology/approachAdopting best practices for competency modeling set out by Campion et al. (2011), this study first analyzes 110 HR analyst job advertisements collected from five countries: Australia, Canada, Ireland, the United Kingdom and the USA. Second a thematic analysis of 12 in-depth semistructured interviews with HR analytics professionals from Canada and Ireland is then conducted to develop a novel competency model for HR Analysts.FindingsThis study adds to the developing and fast-growing field of HR analytics literature by offering evidence supporting a set of six distinct competencies required by HR Analysts including: consulting, technical knowledge, data fluency and data analysis, HR and business acumen, research and discovery and storytelling and communication.Practical implicationsThe research findings have several practical implications, specifically in recruitment and selection, HR development and HR system alignment.Originality/valueThis study contributes to the evolving HR analytics literature in two ways. First, the study links the role of HR Analysts to human capital theory and the human capital resource framework. Second, it offers a timely and empirically driven competency model for the emerging role of HR Analysts.

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