Abstract
The problem of identifying the category of “human capital” for the purposes of management activity is becoming urgent in the context of the development of socio-economic relations and the revision of the role of man as a productive force. Studying various interpretations of the category of “human capital”, both at the macroeconomic level and micro-level, as well as the causes and processes of the evolution of the attitude towards man as a factor of production, allowed formulating and adapting, for the purposes of human capital management, a conceptual model of the formation of the category under study, including various aspects of human capital at the organizational level. The process of evolution is considered through a system of gradual institutional changes in social reproduction, as a progressive change in not only macro- but also microeconomic views reflecting the interrelation of approaches at the level of the state and the firm. At the same time, management approaches in the firm are more specifically aimed at integrating the production and creative potential of a human resource into the formation of a new value. The model is based on the value chain of human value formation, which takes into account two conditions that are significant for economic entities: self-forming skills and qualifications within the framework of the institutional model of society and the motivational component of monetization of this qualification in practice. The proposed model makes it possible to vary the personnel potential management system at the corporate level through mechanisms for improving individual qualification requirements, knowledge and skills, taking into account institutional constraints.
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