scholarly journals The Essence and Role of Human Capital in Increasing Production Efficiency

Economics ◽  
2021 ◽  
Vol 104 (10-12) ◽  
pp. 16-27
Author(s):  
Nato Chikviladze Nato Chikviladze
Keyword(s):  
Human Capital ◽  
Production Efficiency ◽  
Economic Thought ◽  
Point Of View ◽  
Main Task ◽  
Capital Management ◽  
Human Capital Management ◽  
Fixed Assets ◽  
History Of

The article discusses the origin of the concept of "human capital". In the economic and social sciences, the first place is always occupied by human capital, whose creative qualities, abilities, strengths can improve one's personality and the world around it. But the development of the material and technical base of accelerated production overshadowed the problems of human development and its productivity capabilities. As a result of all this, for many years the capabilities of the producer were considered as one of the quantitative factors of production. At the same time the main task was only a qualitative combination of labor, working capital and fixed assets. The idea of human capital has long been rooted in the history of economic thought. One of his formulations can be found in William Pete's "Political Arithmetic", which was later reflected in Adam Smith's "Studies on the Nature and Causes of People's Wealth", in the Principles of Economics by Alfred Marshall and many other scholars. The theory of human capital was developed at the turn of the 50s and 60s of the 20th century. The paper analyzes the structural elements of human capital from the point of view of various authors. The author has studied the characteristics of human capital that distinguish it from other capital. The characteristics of the human capital of the organization were examined, the evaluation methods were determined, the role of human capital in the improvement of the efficiency of the organization was determined. It has been found that the effectiveness of human capital management depends on the mobility of working resources. As a result of the research, the author presented a model of human capital management of the organization. Keywords: human capital, organization, efficiency, formation, management, system.

scholarly journals HUMAN CAPITAL: ESSENCE AND ROLE IN IMPROVING THE EFFICIENCY OF THE ORGANIZATION

2018 ◽  
pp. 30-34 ◽  
Author(s):  
E. A. Yarushkina ◽  
A. A. Kobeleva
Keyword(s):  
Human Capital ◽  
Point Of View ◽  
Structural Elements ◽  
Capital Management ◽  
Human Capital Management ◽  
Characteristic Features ◽  
Labor Resources

In this article, the concept of human capital, its structural elements from the point of view of various authors, is considered. The author has studied the characteristic features of human capital, distinguishing it from other types of capital. The article also considers the features of the human capital of the organization, the methods of its evaluation, defines the role of human capital in improving the efficiency of the organization, and also reveals that the effectiveness of human capital management depends on the mobility of labor resources. As a result of the research, the author presented the model of human capital management of the organization.

scholarly journals Building organizational resilience through human capital management strategy

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Stephanie Douglas
Keyword(s):  
Human Capital ◽  
Management Strategy ◽  
Management Strategies ◽  
Organizational Level ◽  
Organizational Resilience ◽  
Capital Management ◽  
Human Capital Management ◽  
Capability Development ◽  
Content Type

Purpose This paper examines the role of human capital management strategy in shaping organizational resilience. Resilient organizations thrive in uncertain and adverse conditions. The organization’s capacity for resilience can be developed through human capital management strategies that are focused on employee capabilities, training, and development. When individual capabilities and resilience are developed, those can be aggregated at an organizational level to develop the capacity in an organization for resilience. Design/methodology/approach A review of relevant studies and literature was conducted to develop strategies and insight into developing the human capital of an organization to support organizational resilience. Findings Supporting individual capability development and resilience builds the organization’s capacity for resilience. By shifting human capital management strategies to building capabilities and then skills, organizations develop individual resilience and then organizational resilience. The implications of how to build such human capital management strategies are presented. Originality/value This paper provides support and guidelines for building individual capability and resilience to enhance an organization’s resilience.

The Convergence of Knowledge to Human Capital Management in Enterprises in Management Theory

2019 ◽  
Vol 8 (1) ◽  
pp. 15-18
Author(s):  
Елена Ширинкина ◽  
Elena Shirinkina
Keyword(s):  
Human Capital ◽  
Economic Thought ◽  
Management Theory ◽  
Effective Management ◽  
Capital Management ◽  
Human Capital Management ◽  
Enterprise Analysis

The article presents a study of the theory of the value of human capital in the context of the development of economic thought and management, provides an explication of tools for managing the human capital of an enterprise. Analysis of the formation of the theory of human capital allows us to form a system of principles of human capital management with the goal of its effective management and planning.

The Role of Human Capital Management in Enhancing Engagement and Retention Among Top Talent in Organization: A Critical Literature Revie

2016 ◽  
Vol 4 (4) ◽  
pp. 54
Author(s):  
Roshidi Hassan
Keyword(s):  
Human Capital ◽  
Performance Appraisal ◽  
Development Program ◽  
Capital Management ◽  
Human Capital Management ◽  
Continuous Training ◽  
Vital Component ◽  
The Many ◽  
Reward And Recognition

In this challenging global economic, organizations are fighting in the war of talent to remain competitive. It is no doubt that the role of human capital management (HCM) is the upmost important for organization and there are many aspects of HCM that can be applied and used by human capital practitioners. On the other hand, the organization needs to understand the many aspects of HCM and try to link it in order to make employees engage and retain in the organization especially the top talent. Employees who are engaged are said to become more committed to the organization and thus build some emotional link between the employees and employer, which in turn lead to retention. Detailed literature review was undertaken to explore the role of HCM in enhancing engagement and retention among the top talent.  Through the literatures reviewed, it was found that several HCM practices such as creating great work environment, encouraging positive discretionary behaviour, and competitive reward and recognition had actually help in enhancing employee’s engagement. While some HCM practices also such as equitable reward package, continuous training and development program, and fair performance appraisal significantly contributed to employee’s retention. Hence, this paper will focuses on discussing the role of HCM as a vital component to enhance engagement and retention of top talent based on findings and suggestions from reviewing the vast literatures.

scholarly journals IT Branch – Challenges for Human Capital Management

2019 ◽  
Vol 52 (2) ◽  
pp. 83-95
Author(s):  
Beata Krawczyk-Bryłka
Keyword(s):  
Human Capital ◽  
Management Styles ◽  
Selection Methods ◽  
Capital Management ◽  
It Professionals ◽  
Human Capital Management ◽  
It Industry ◽  
Factors Affecting ◽  
Recruitment And Selection

The article concerns the processes of human capital management in companies from the IT sector, where the greatest challenges concern two areas: employment and retention of IT specialists. HR departments providing services in IT companies outdo each other in applying solutions to acquire and motivate competent IT professionals to work for the company. The main goal of the article is to present recruitment and motivation practices in IT sector on the example of two selected companies. The comparison of the organizational culture, recruitment and selection methods, the management styles and the role of HR departments, as well as development practices was made. The results were presented in the context of factors affecting the IT industry characteristics, such as globalization, virtualization and competitiveness of the labour market.

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