Human Capital
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With ever-increasing demand for software professionals, time has come for the information technology (IT) industry to unearth competencies required for software professionals. The majority of IT companies have been employing outsourcing software projects to inexpensive hubs in developing nations. Therefore expectations from highly skilled software professionals are rising. The purpose of the study is to recognize the technical competence levels associated with software professionals in a range of profiles which are found in India's major IT organizations. There are three basic objectives of the present study. The first objective is to conduct a literature survey of description of the software engineers in IT domain. The second objective is to quantify the competency levels of the software engineers in IT sector. Finally, the third objective is to conduct a survey-based empirical study on software engineers. The professional occupation is set up through seven successive profiles.

2022 ◽  
Vol 17 (1) ◽  
pp. 293-300
Olena Krasnonosova ◽  
Daria Mykhailenko ◽  
Ihor Yaroshenko ◽  

The main wealth of the country, its main strategic resource that can ensure political, economic, environmental, and spiritual growth, is human capital. Its intellectual, entrepreneurial, and productive potential, the ability to create and accumulate knowledge, implement it in the production of goods and services, develop unique technologies, invent new types of energy, materials, information, etc., is the engine of scientific and technological progress and innovative restructuring of the economy. Investment in human capital, in intelligence, in the health of the nation, in education and science, and in creating conditions for the normal functioning of everyone is a prerequisite not only for improving the quality of life of the people, but also for achieving the Millennium Goals and Sustainable Development Goals, advancing the country’s development, and its social and political stability. The research is aimed at developing theoretical, methodological, and practical provisions for the formation of strategic priorities for sustainable development of territories based on the reproduction of human capital. The theoretical basis was the available scientific works, certain provisions of normative legal acts, international framework documents, in particular from United Nations: Agenda 21 and the report Our Common Future, as well as local studies. The generalization of various scientific points of view regarding the category of human capital allowed us to establish that it is an integral part of its carrier, and therefore, it is proposed to understand as such a set of personal qualities of a person formed, developed, accumulated and preserved as a result of investments in productive abilities, personal qualities and motivational behavior of an individual, as well as the ability to develop and accumulate the necessary qualities that are in his property, which he uses in economic activities and which provides him with a corresponding income. The article substantiates the value of the category human capital for sustainable development. The territorial features of the reproduction of human capital are determined, based on which it is proposed to consider the region as space. It is proved that the reproduction of human capital occurs in the relationship and interdependence with the general periods of the life cycle of the generation, which served to distinguish the four phases of the reproduction of human capital. The architectonics of determining the strategic priorities of sustainable development of territories based on the reproduction of human capital, which is aimed at solving theoretical, methodological, and applied problems, is proposed.

2021 ◽  
Nurfadilla Nur Ali

Sumber daya manusia (SDM) adalah salah satu yang sangat penting bahkan tidak dapat dilepaskan dari sebuah organisasi, baik institusi maupun perusahaan. SDM juga merupakan kunci yang menentukan perkembangan perusahaan. Pada hakikatnya, SDM berupa manusia yang dipekerjakan di sebuah organisasi sebagai penggerak, pemikir dan perencana untuk mencapai tujuan organisasi itu.Karyawan bukan sebagai sumber daya belaka, melainkan lebih berupa modal atau aset bagi institusi atau organisasi. Karena itu kemudian muncullah istilah baru di luar H.R. (Human Resources), yaitu H.C. atau Human Capital. Di sini SDM dilihat bukan sekadar sebagai aset utama, tetapi aset yang bernilai dan dapat dilipatgandakan, dikembangkan, dan juga bukan sebaliknya sebagai liability (beban,cost). Di sini perspektif SDM sebagai investasi bagi institusi atau organisasi lebih mengemuka.

2021 ◽  
Vol 6 (4) ◽  
pp. p34
Mariam Haitham Roumieh ◽  
Dr. Elie Basbous

Nevertheless, whether managing organizational conflicts improves or degrades employee performance is a point of contention. The purpose of this study was to see how managing organizational conflict approaches, such as negotiation, mediation, cooperation, and denial, affected performance of employees in a private hospital in Lebanon. Human capital, human relations, and contingency theories were used in the research. On a daily basis, every organization faces conflicts. Conflicts are inevitable but they can be managed and detected early. It is vital to keep track of the organizational signals that indicate their presence on a constant basis. There are many ways to manage conflicts, relying on the reasons of conflicts, this study concentrates on communications role in managing conflict because it is considered to be a key element in solving conflicts. Conflicts are regional in the whole society. The research followed a positivist quantitative methodology, which is “a methodological process” that aims to record the results and generalize conclusions from different studies employing statistical means. The research embraced the research of descriptive design. The employees of this research were chosen from hospitals in Lebanon. Stratified and random sampling technique procedures were used to choose an 80-person sample.

2021 ◽  
Vol 12 ◽  
Xingyang Yu ◽  
Mingji Liu

The economic restructuring and rapid rise of the economy in Northeast China have resulted in a proliferation of new ventures. Studying the psychology of new entrepreneurs is conducive to understanding the relationship between human capital and economic growth. The work reported here aims to explore the impact of human capital on economic growth in Northeast China and the influencing factors of psychological capital of new entrepreneurs in the entrepreneurial process. Based on Cobb–Douglas production function, the relationship between labor, physical capital, or human capital and economic growth in Northeast China is analyzed by econometric methods, and a model of human capital and economic growth in Northeast China is constructed. Besides, a psychological capital intervention (PCI) model is proposed to develop the psychological capital of new entrepreneurs, and the psychological quality structure model of entrepreneurial entrepreneurs and its operation mechanism. The results of the empirical analysis demonstrate that the elasticity coefficient of human capital in Northeast China is 0.15902, five times smaller than that of labor and physical capital. Moreover, 70% of new ventures are willing to accept higher education. The fitting degree of using the PCI model to develop the psychological capital of new ventures is only 0.3%. In addition, the modified external environment PCI instead of the external environment PCI model has a huge operating potential in the macro-entrepreneurial environment. In conclusion, the impact of human capital on economic growth in the northeast is smaller than the impact of labor and material capital investment on regional economic growth. The development of human capital and research on the composition and mechanism of psychological quality of entrepreneurial entrepreneurs are of significant theoretical and practical values to promote the economic growth in the northeast.

Caitlin Ray ◽  
Anthony J. Nyberg ◽  
Mark Andrew Maltarich

2021 ◽  
Vol 36 (4) ◽  
pp. 4-16
Lev S. Mazelis ◽  
Andrey A. Krasko ◽  
Elena V. Krasova ◽  

Introduction. The study has been conducted within the framework of the urgent scientific and practical task of accumulation and development of human capital of Russian regions. Under the conditions of risks and limited resources, the regional management faces the task of optimal distribution of financial resources invested in the development of human capital and improvement of the quality of life. The study aims to build and test the dynamic optimization model of financial resources distribution by areas of investment in human capital through the example of the Primorye Territory (Russian Federation). Materials and methods. The multi-period economic and mathematical model describes the influence of the volumes and structure of public and private investments on the regional human capital in the form of recurrent dependencies. The target function of the model is an integrated index of achieving the objectives for the development of human capital in the region. The model is a mathematical programming problem, the optimization variables are the shares of investment resources distributed by investment areas and years. Results. In a practical sense, the proposed model is a management tool for searching the optimal structure of investments in human capital by areas of investment and periods. Based on the annual results of modeling and numerical calculations through the example of the Primorye Territory (Russian Federation), the structure of the investments that allow advancing in the achievement of target values of strategic indicators in the field of human capital development is offered. Conclusion. In the long term, the achievement of target indicators will be facilitated by a more even structure of investments in the following areas: along with education and health care, it is advisable to increase investments in other areas, first of all, in the issues of national importance, national security, public order, and social policy.

2021 ◽  
Vol 111 (12) ◽  
pp. 3923-3962
Yiqun Chen

This paper studies whether team members’ past collaboration creates team-specific human capital and influences current team performance. Using administrative Medicare claims for two heart procedures, I find that shared work experience between the doctor who performs the procedure (“proceduralist”) and the doctors who provide care to the patient during the hospital stay for the procedure (“physicians”) reduces patient mortality rates. A one standard deviation increase in proceduralist-physician shared work experience leads to a 10–14 percent reduction in patient 30-day mortality. Patient medical resource use also declines with shared work experience, even as survival improves. (JEL I10, J24, M12, M54)

2021 ◽  
Vol 13 (12) ◽  
pp. 118
Oumar Keita ◽  
Yu Baorong

This study shed light on the extent to which foreign direct investment contribute to employment in Guinea. FDI per GDP net inflows and unemployment rate are adopted as key indicators whereas inflation, trade openness, credit to private sector are control variables.  The empirical evidence is computed through ARDL method and the subsequent findings are established: first, foreign investment negatively and insignificantly affects unemployment in the short run. This result may be linked to the fact that a huge portion of FDI in Guinea is resource seeking type which itself does not generate enough jobs in the affiliate firms. Moreover, the interactions between such kind of investment and local suppliers are very limited, mitigating its effect on employment in the supplier’s side. Second, the short term coefficients for inflation and credit to private sector are positive and insignificant, contradicting a popular macroeconomic theory known as Phillips curve.   Overall, government should promote investments that can have transformative effect on domestic economy through linkages and spillovers. Furthermore, special emphasis must be put on human capital (education and healthcare) so that Guinean youth could be more competitive and capable to seize job opportunities offered both by foreign multinationals and local firms.  

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