scholarly journals SKILLS DEVELOPMENT OF UNIVERSITY EMPLOYEES AS A DEVELOPMENT OF THE MAIN COMPONENTS OF THEIR HUMAN CAPITAL

2021 ◽  
Vol 4 (4) ◽  
pp. 69-73
Author(s):  
N.A. Uvarov ◽  
Keyword(s):  
Human Capital ◽  
Skills Development ◽  
University Employees ◽  
Main Components

FORMATION OF HUMAN CAPITAL IN THE DIGITAL TRANSFORMATION PARADIGM

2020 ◽  
Vol 2 (5) ◽  
pp. 115-119
Author(s):  
M. V. SAVINA ◽  
◽  
A. A. STEPANOV ◽  
I.A. STEPANOV ◽  
◽  
...  
Keyword(s):  
Human Capital ◽  
Digital Age ◽  
Digital Transformation ◽  
Educational Process ◽  
Knowledge And Skills ◽  
Main Components ◽  
The Impact ◽  
Modern Era

The article highlights the problems of the impact of "digitalization" of society on the formation and transformation of human capital, and above all, the development of new competencies, knowledge and skills. The main components of human capital in the modern era, the features of the formal and informal educational process are clarified and disclosed. The necessity of minimizing the precariat class is proved. The main directions of qualitative improvement of human capital adequate to the challenges of the digital age and globalization are defined.

Human capital in the new development strategy of Russia

2021 ◽  
pp. 410-423
Author(s):  
Konstantin Konstantinovich Kolin
Keyword(s):  
Human Capital ◽  
Development Strategy ◽  
Socioeconomic Development ◽  
Innovation System ◽  
Developed Countries ◽  
Modern Concept ◽  
National Human ◽  
The World ◽  
The Developed Countries ◽  
Main Components

The article analyzes the modern concept of human capital and its role in the socioeconomic development of society. The structure of human capital in Russia and the state of its main components have been studied. The necessity of creating mechanisms for significantly more effective use of the intellectual potential of scientific and educational institutions of the country, as well as of the formation of a national innovation system, is shown. It is demonstrated that according to the World Bank estimates, today the national human capital in developing countries accounts for more than half of their national wealth, and in the developed countries of the world – for about 70-80%. Thus, human capital is now considered as the most important economic category, the importance of which will significantly increase in the 21st century. The author believes that it is advisable to use the positive experience of the functioning of such a system in China.

MANAGING THE DEVELOPMENT OF HUMAN CAPITAL IN TERMS OF INNOVATIVE DEVELOPMENT OF THE REGION

2016 ◽  
Vol 4 (1) ◽  
pp. 39-46
Author(s):  
Галина Тугускина ◽  
Galina Tuguskina
Keyword(s):  
Human Capital ◽  
Innovative Development ◽  
Innovative Economy ◽  
Main Components ◽  
Development And Management

In article the role of the human capital in innovative development of economy is considered. Indicators of innovative development on the example of the Penza region are analyzed. The structure and level of investments into the main components of the human capital are considered. The conclusion that the development and management of the human capital directed on the solution of a problem, actual for Russia connected with transition to formation of innovative economy demands systematic investments is drawn.

scholarly journals Human capital expenditures and company sales turnover

2017 ◽  
Vol 14 (3) ◽  
pp. 320-328
Author(s):  
Reginah N. Makgata ◽  
Collins C. Ngwakwe
Keyword(s):  
Human Capital ◽  
Capital Investment ◽  
Health And Safety ◽  
Secondary Data ◽  
Capital Expenditures ◽  
Skills Development ◽  
P Value ◽  
Correlation Statistics ◽  
Safety Investment ◽  
The Relationship

Employee skills development, Health and Safety are key human capital expenditures to enhance company productivity and profitability. Therefore, this research evaluated the relationship between human capital expenditures and company turnover. The study was deemed necessary to evaluate how employee’s productivity can be improved in the existing companies through human capital investment, which will result in good performance towards the firm’s profitability. The research inclined on two major objectives – to analyse the relationship between employees’ health and safety investment and turnover, and to evaluate the relationship between employees’ skill development investment and turnover. Applying a quantitative approach, the correlation statistics was used to analyse the secondary data collected over a period of 5 years (2011–2015) from the archives of selected companies in the JSE SRI. Findings from statistical analysis revealed that for objectives 1, P-value was 0.05, which signifies a relationship between health and safety investment and turnover. This also implies that the lesser the Lost time Injury frequency rate due to health and safety the higher the company turnover. For objective 2, the P-value was less than 0.05, which implies that the more companies invest on skills development of their workforce the higher the turnover. Based on these findings, the paper recommends that companies may expedite strategic investment in employees’ health and safety and skills development to enhance growth in corporate sales turnover.

Intellectual Capital in Knowledge-Intensive Firms

2007 ◽  
pp. 29-39
Author(s):  
P. Sáez
Keyword(s):  
Human Capital ◽  
Intellectual Capital ◽  
Strategic Alliances ◽  
Balance Sheet ◽  
Building Blocks ◽  
Empirically Supported ◽  
Structural Capital ◽  
Route 128 ◽  
Knowledge Intensive ◽  
Main Components

During more than a decade, the literature has provided several intellectual capital models. Nevertheless, empirical evidence is still necessary in the field, and empirically supported models for classification and measurement of intellectual capital are not very common. This work finds the main components or building blocks of an intellectual capital balance sheet, taking the three most common components of intellectual capital (human capital, structural capital, and relational capital) and testing empirically if this grouping of intangible assets is supported by the evidence obtained from a sample of knowledge-intensive firms from Boston’s Route 128. Findings suggest a classification of intellectual capital according to four categories: human capital, structural capital, relational business capital, and strategic alliances.

Analysis of the Human Capital of Employees of Different Specialties Demanded by the Pharmaceutical Company

2021 ◽  
Vol 9 (4) ◽  
pp. 89-96
Author(s):  
V. Skorobogach ◽  
A. Karpov ◽  
A. Kupriyanov
Keyword(s):  
Human Capital ◽  
Career Development ◽  
Pharmaceutical Industry ◽  
Pharmaceutical Company ◽  
Labor Productivity ◽  
Skills Development ◽  
Optimum System ◽  
Theoretical Approaches ◽  
Characteristic Features ◽  
Stimulation Of

The article points to the relevance of the development of human capital of employees of the organization to maintain the growth of labor productivity at the enterprise. Theoretical approaches of various researchers to the concept of "human capital" and its structure are considered. The current situation and possible reasons for low labor productivity in the pharmaceutical industry are considered. The results of the study of human capital of the most popular representatives of four specialties in the pharmaceutical field: doctors, pharmacists, biotechnologists, chemists. Based on the characteristic features of the studied specialties concerning qualification requirements, the period of professional skills development, the timing of career development and the implementation of work projects, the author's model of human capital was proposed, which also includes elements that affect labor productivity. According to the study of the elements and parameters of human capital representatives from reporting professions were no significant differences in the parameters of the fields and the dominant elements of human capital that will allow further research to develop the optimum system of stimulation of labor productivity of employees of organizations.

HUMAN CAPITAL IN AN ENTERPRISE – RESEARCH CHALLENGES

2020 ◽  
Vol 21 (1) ◽  
pp. 177-190
Author(s):  
Agata Pierścieniak ◽  
Mariia Bialkovska ◽  
Joseph Ohimor
Keyword(s):  
Human Capital ◽  
Demographic Data ◽  
Scientific Research ◽  
Entrepreneurial Activity ◽  
Institutional Perspective ◽  
Construction Companies ◽  
Research Challenges ◽  
Experience Education ◽  
Main Components ◽  
The Individual

The article is part of the discussions related to the knowledge of the essence of human capital and the problem of its measurement. The typology of human capital has been presented in the mainstream, taking into account the individual and institutional perspective. The main components of human capital were presented, which dominated in scientific research conducted in the last two decades. These include experience, education, entrepreneurial activity, demographic data and psychological aspects. In these article we find an example of measuring human capital in two construction companies. The authors have modelled the A. Mayo model by calculating the numerical value of human capital. The conclusions present research challenges related to the measurement of human capital ordered according to three key areas: definition context, methodical context and organization of research.

scholarly journals HUMAN CAPITAL APPROACH TO INCREASING PRODUCTIVITY OF HUMAN RESOURCES MANAGEMENT

AdBispreneur ◽  
2017 ◽  
Vol 2 (1) ◽  
Author(s):  
Iwan Sukoco ◽  
Dea Prameswari
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Human Resources Management ◽  
Human Capital Approach ◽  
Individual Motivation ◽  
Descriptive Research ◽  
Main Components ◽  
Optimal Approach ◽  
A Company

ABSTRACTThis paper discusses the human capital approach to manage human resources becoming more productive. The method used in this research is qualitative method with descriptive research. Human capital approach for the implementation has five main components, namely individual capability, individual motivation, the organization climate, workgroup effectiveness and leadership. the importance of the role of human resources in the activities of the company, then the company should manage human resources as best as possible because the key to success of a company is not only the benefits of technology and the availability of funds, but also on the human factor. Based on observations in Indonesia, there  are still many companies thathave not implemented the most optimal approach to human capital. The results of the study indicate that the human capital component is not yet optimal, especially in terms of individual capability and individual motivation.Keywords : Human capital approach, individual capability, individual motivation, the                   organization climate, workgroup effectiveness and leadership ABSTRAKTulisan ini membahas pendekatan human capital untuk mengelola sumber daya manusia yang lebih produktif. Metode yang digunakan dalam penelitian ini adalah metode kualitatif dengan jenis penelitian deskriptif. Pendekatan human capital menerapkan lima komponen utama, yaitu individual capability, individual motivation, the organization climate, workgroup effectiveness dan leadership. Menyadari pentingnya peran sumber daya manusia dalam kegiatan perusahaan, maka hendaknya perusahaan perlu mengelola sumber daya manusia sebaik mungkin karena kunci sukses suatu perusahaan bukan hanya pada keunggulan teknologi dan tersedianya dana, melainkan juga pada faktor manusianya. Berdasarkan pengamatan masih banyak perusahaan di Indonesia yang belum menerapkan pendekatan human capital secara optimal. Hasil penelitian mengindikasikan bahwa penerapan komponen human kapital belum optimal terutama pada aspek individual capability dan individual motivation.Kata kunci : Pendekatan human capital, individual capability,  individual motivation,  the                      organization climate,  workgroup effectiveness and leadership

scholarly journals DEVELOPMENT OF HUMAN CAPITAL OF ENTERPRISE AS A CONDITION OF ECONOMIC GROWTH OF SOCIETY

2020 ◽  
pp. 17-25
Author(s):  
Ruslan Mann ◽  
Dmytro Lyashov
Keyword(s):  
Economic Growth ◽  
Human Capital ◽  
Economic Development ◽  
National Economy ◽  
Cultural Development ◽  
Social Progress ◽  
Individual Enterprise ◽  
Main Components ◽  
Capital Development

The growth of crisis processes at present stage of socio-economic development of Ukraine increases the importance of understanding the role of individual in achieving social progress. Traditional approaches of understanding the sources of economic development are losing their relevance, shifting the emphasis to the intangible resources of innovative renewal, especially human capital. That is why investigation of role and importance of human capital development of enterprise in ensuring the economic growth of national economy and improving the welfare of its population in particular is very important.The purpose of the research is justification of scientific approaches to understanding the nature and importance of human capital of enterprise in ensuring the economic growth of society.The article substantiates the role of human capital of enterprise in the economic growth of individual, enterprise and society as a whole. The essence of the category «human capital of enterprise», the forms of its manifestation depending on the stage of implementation, the functions and need for its development for enterprise are determined. The author's vision of human role in formation and using of human capital in the context of achieving economic development of society is presented. The role and types of investments in formation and development of human capital of enterprise are substantiated. The peculiarities of this type of investments different from the financing of other enterprise capital are presented. Separated three main components of human capital, the development of which requires investment: health, education and cultural development of employees. The possibilities of investment of these directions by enterprise are characterized. There was noted that the relevant costs should be considered not as consumer but as investment, as they are profitable not only for one person but also for society, providing a significant effect of national economy growth as a whole.

scholarly journals ISLAMIC BANK AND SHARIA BUSINESS UNIT IN INDONESIA: A COMPARISON ON INTELLECTUAL CAPITAL DISCLOSURE PRATICES

2018 ◽  
Vol 8 (1) ◽  
pp. 1
Author(s):  
Ihyaul Ulum ◽  
Ismi’ Nor Amdini ◽  
Setu Setyawan ◽  
Nafsiah Mohamed
Keyword(s):  
Human Capital ◽  
Intellectual Capital ◽  
Annual Reports ◽  
Relational Capital ◽  
Islamic Banks ◽  
Business Unit ◽  
Islamic Bank ◽  
Business Units ◽  
Structural Capital ◽  
Main Components

This study aims to compare the intellectual capital disclosures (ICD) in annual reports between Islamic Banks and Sharia Business Unit in 2015. Intellectual capital (ICD) is divided into three main components namely; Human capital, Structural capital and relational capital.  The components used in this study is the ICD-In framework written by Ulum (2015) which consists of 36 items of intellectual capital. This study uses purposive sampling to determine the sample of Islamic bank and Sharia business units registered in Bank Indonesia in 2015, with a sample of 34 banks. The results indicate that there was a difference practices on intellectual capital disclosures of Islamic banks and Sharia business unit. Islamic banks disclosed on IC higher than Sharia business unit.

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