scholarly journals Accumulated Human Capital, Unemployment, And Subsequent Wages

2011 ◽  
Vol 22 (4) ◽  
Author(s):  
Vera Adamchik ◽  
Thomas Hyclak
Keyword(s):  
Human Capital ◽  
Labor Market ◽  
Significant Determinant ◽  
Font Size ◽  
Wage Setting ◽  
Market Experience ◽  
Economic Forces ◽  
Data Source ◽  
Specific Human Capital ◽  
The Impact

<p class="MsoNormal" style="text-align: justify; margin: 0in 34.2pt 0pt 0.5in; mso-layout-grid-align: none;"><span style="font-size: 10pt; mso-bidi-font-family: 'Times New Roman';"><span style="font-family: Times New Roman;">The objective of this paper is to empirically examine the determinants of post-unemployment wages and to identify the underlying economic forces triggering the observed wage setting mechanisms. Specifically, the paper focuses on the impact of accumulated human capital on post-unemployment wages and investigates the following issues: (1) Is formal educational attainment a significant determinant of post-unemployment wages? (2) What type of previous labor market experience (general vs. job-specific) is more valued by a new employer? (3) Are workers who find a new job in the same sector, industry or occupation more likely to retain their specific human capital and, thus, earn higher post-unemployment wages? The 1994-2001 Polish Labor Force Surveys are used as the data source for this study. </span></span></p>

scholarly journals HUMAN CAPITAL AND ITS ROLE IN THE FOURTH INDUSTRIAL REVOLUTION

2021 ◽  
Author(s):  
Yelyzaveta Snitko ◽  
Yevheniia Zavhorodnia
Keyword(s):  
Economic Growth ◽  
Human Capital ◽  
Labor Market ◽  
Technological Change ◽  
Industrial Revolution ◽  
Skilled Workers ◽  
Fourth Industrial Revolution ◽  
Modern Economy ◽  
The Future ◽  
The Impact

The development of a modern economy, in the context of the fourth industrial revolution, is impossible without the accumulation and development of human capital, since the foundation of the transformation of the economic system in an innovative economy is human capital. In this regard, the level of development and the efficiency of using human capital are of paramount importance. This article attempts to assess the role of human capital in the fourth industrial revolution. In the future, human talent will play a much more important role in the production process than capital. However, it will also lead to a greater division of the labor market with a growing gap between low-paid and high-paid jobs, and will contribute to an increase in social tensions. Already today, there is an increase in demand for highly skilled workers, especially in high-income countries, with a decrease in demand for workers with lower skills and lower levels of education. Analysis of labor market trends suggests that the future labor market is a market where there is simultaneously a certain demand for both higher and lower skills and abilities, combined with the devastation of the middle tier. The fourth industrial revolution relies heavily on the concept of human capital and the importance of finding complementarity between human and technology. In assessing the impact of the fourth industrial revolution, the relationship between technology, economic growth and human resources was examined. The analysis was carried out in terms of three concepts of economic growth, technological change and human capital. Human capital contributes to the advancement of new technologies, which makes the concept of human capital an essential factor in technological change. The authors emphasize that the modern economy makes new demands on workers; therefore it is necessary to constantly accumulate human capital, develop it through continuous learning, which will allow the domestic economy to enter the trajectory of sustainable economic growth. The need to create conditions for a comprehensive increase in the level of human capital development is noted.

Wages of Skilled Migrant and Native Employees in Germany: New Light on an Old Issue

2021 ◽  
pp. 019791832110405
Author(s):  
Stephan Brunow ◽  
Oskar Jost
Keyword(s):  
Labor Market ◽  
Wage Gap ◽  
Wage Structure ◽  
Current Debate ◽  
Skilled Workers ◽  
Wage Setting ◽  
Demographic Ageing ◽  
Labor Market Experience ◽  
Market Experience ◽  
Experience Curves

The German Council of Economic Experts (GCEE) argues for a labor market-driven immigration of skilled migrants into Germany to overcome a decline in workforce due to demographic ageing. We pick up this current debate on skilled immigration by analyzing the migrant-native wage differential for skilled workers in Germany and consider various information on firms. Our results indicate that the wage gap is mainly explained by observable characteristics, especially labor market experience and firm characteristics. However, we find lower rewards for migrants’ labor market experience than for natives (flatter experience curves). Our results show that these differences in experience curves become negligible in the long run. Moreover, we reveal firms’ wage-setting policies: Firms evaluate a worker's education independent of migration backgrounds, as migrants possess the same productivity levels as their German counterparts in the same occupations and task levels. Due to Germany's heterogeneous immigration structure, we are able to compare the results for different migrant subgroups and, thus, derive valuable insights into the migrant-native wage structure with a wide reach beyond Germany. This article adds to current debates in various industrialized countries with demographic ageing patterns, as it focuses on an important group for domestic labor markets: skilled immigrants.

Promotion Signaling and Human Capital Investments

2020 ◽  
Vol 12 (1) ◽  
pp. 125-155 ◽  
Author(s):  
Michael Waldman ◽  
Ori Zax
Keyword(s):  
Human Capital ◽  
Labor Market ◽  
Capital Investment ◽  
Investment Decisions ◽  
Human Capital Investment ◽  
Capital Investments ◽  
Human Capital Investments ◽  
Asymmetric Learning ◽  
Specific Human Capital ◽  
Investment Choices

In a world characterized by asymmetric learning, promotions can serve as signals of worker ability, and this, in turn, can result in inefficient promotion decisions. If the labor market is competitive, the result will be practices that reduce this distortion. We explore how this logic affects human capital investment decisions. We show that, if commitment is possible, investments will be biased toward the accumulation of firm-specific human capital. We also consider what happens when commitment is not possible and show a number of results including that, if investment choices are not publicly observable, choices are frequently efficient. (JEL D82, J24, J31, M12, M51)

The Reluctant Transformation: State Industrialization, Religion, and Human Capital in Nineteenth-Century Egypt

2015 ◽  
Vol 75 (1) ◽  
pp. 65-94 ◽  
Author(s):  
Mohamed Saleh
Keyword(s):  
Nineteenth Century ◽  
Human Capital ◽  
Technical Change ◽  
Data Source ◽  
The Impact ◽  
Second Wave

In 1805–1882, Egypt embarked on one of the earliest state industrialization programs. Using a new data source, the Egyptian nineteenth-century population censuses, I examine the impact of the program on the long-standing inter-religious human capital differentials, which were in favor of Christians. I find that there were inter-religious differentials in reaping the benefits (or losses) of industrialization. The first state industrialization wave was “de-skilling” among Muslims but “up-skilling” among Christians, while the second wave was “up-skilling” for both groups. I interpret the results within Lawrence F. Katz and Robert A. Margo (2013) framework of technical change.

scholarly journals SPECIFIC FORMATION OF HUMAN CAPITAL UNDER THE CONDITIONS OF THE LABOR MARKET TRANSITION TO A DIGITAL MODEL OF DEVELOPMENT

2020 ◽  
pp. 117-125
Author(s):  
Светлана Михайловна Ефремова ◽  
Ирина Васильевна Скоблякова
Keyword(s):  
Human Capital ◽  
Labor Market ◽  
Market Transition ◽  
Competitive Advantages ◽  
Economic Stability ◽  
Modern Economy ◽  
Digital Competencies ◽  
Capital Development ◽  
The Impact ◽  
Digital Capital

Цель исследования - оценить влияние цифровой трансформации на уровень развития человеческого капитала как источника обеспечения конкурентных преимуществ индивида на рынке труда. Научная новизна состоит в обосновании необходимости включения нового компонента в человеческий капитал - «цифровой капитал», формировании авторского подхода к определению цифрового капитала и оценке влияния цифровых компетенций на структуру и формы занятости его носителей. В качестве общего итога обоснована необходимость формирования кадрового потенциала, владеющего цифровыми компетенциями, как основы социально-экономической стабильности общества. The purpose of the study is to assess the impact of digital transformation on the level of human capital development as a source of ensuring the competitive advantages of an individual in the labor market. A model for the formation of human capital based on the inclusion of digital capital as a leading component that determines the level of its development in a modern economy is proposed. Scientific novelty consists in highlighting the issues of the influence of carriers of digital competencies on the growth of their employment and income. As a general result, the need for the formation of human resources with digital competencies as the basis for the socio-economic stability of society is substantiated.

scholarly journals Measurement of the Human Capital Applied to the Business Eco-Innovation

2019 ◽  
Vol 11 (12) ◽  
pp. 3263 ◽  
Author(s):  
Raquel Ortega-Lapiedra ◽  
Miguel Marco-Fondevila ◽  
Sabina Scarpellini ◽  
Fernando Llena-Macarulla
Keyword(s):  
Decision Making ◽  
Human Capital ◽  
Empirical Research ◽  
Theoretical Framework ◽  
Management Control ◽  
Decision Making Process ◽  
Resource Based View ◽  
Specific Index ◽  
Specific Human Capital ◽  
The Impact

Despite the growing number of studies on eco-innovation, the specific human capital applied to the eco-innovative processes by firms has not been thoroughly analyzed to date. Due to this gap, this study carries out an empirical research about the definition and measurement of the human capital applied to business eco-innovation in terms of knowledge. For this purpose, we define a human capital specific index (HCSI) to analyze the influence of firms’ human capital in their eco-innovative activities. The results have been obtained through the analysis of a sample of eco-innovative Spanish firms and they show some relevant implications for practitioners regarding the decision-making process in promoting eco-innovation and for the management control of eco-innovative processes. One of the study contributions for academics is to increase the knowledge about the measurement and the impact of the specific human capital applied to eco-innovation by firms in the theoretical framework of the resource-based view theory (RBV).

scholarly journals Graduates of Russian Universities in the Labor Market (Data from the Rosstat Survey)

2020 ◽  
Vol 8 (3) ◽  
pp. 108-124
Author(s):  
Galina A. Cherednichenko
Keyword(s):  
Social Sciences ◽  
Higher Education ◽  
Human Capital ◽  
Labor Market ◽  
Capital Social ◽  
Business Law ◽  
Field Of Study ◽  
Specific Human Capital ◽  
Russian Universities ◽  
General Human Capital

The materials from a representative survey of Rosstat in 2016 of higher education graduates in 2010–2015 allowed to analyze the processes of their employment. Almost ½ worked during the education that provided advantages in employment. After graduation, 2/3 searched for work and found it relatively quickly, using most often social networks; 1/3 were not busy looking for work, of which ¼ had a provided job. Imbalances between the structure of supply and the structure of demand in the labor market led to the fact that about 1/3 of graduates got a job that did not related to their field of study; more likely ones from fields that generate more general human capital (social sciences, business, law) – on the contrary, for specific human capital (medicine, computer science). Besides, more than a 1/3 of graduates acquired occupational statuses that do not require higher education; the mismatches “job – field of study” significantly worsened this situation. HE graduates had higher employment and lower unemployment compared to SVE graduates; and the differences in average salaries between them were significantly smaller than for all employees with similar levels of education. The beginning of a career evens out the differences in average salaries of HE graduates who have received different statuses.

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