Characteristics Of Human Capital Research Articles

Social Capital and Human Capital in Supporting Sustainable Aquaculture: The Case of Patuguran Village, Indonesia

Patuguran Village is one of the aquaculture center in Pasuruan Regency. Aquaculture that is carried out by the village community is able to improve the local economy. By implementing sustainable aquaculture, the development of aquaculture not only focuses on profit, but also reduces losses and other negative impacts on nature and society. However, the carrying capacity of pond land, availability of fish seeds, limited use of technology, along with limited assistance and training are problems faced by fish farmers in Patuguran Village. Social capital and human capital can be a strategy for aquaculture development by considering the ability of human resources. This study aimed to determine the influence of social capital and human capital in developing sustainable aquaculture in Patuguran Village, Rejoso District, Pasuruan Regency. The data collection method used a questionnaire aimed at 93 respondents and was analyzed with descriptive statistical analysis to identify the characteristics of social capital, human capital, and aquaculture that will be followed by SEM (Structural Equation Modeling). The result showed that the social capital, human capital, and aquaculture is in good condition. There is a positive and significant relationship between social capital and human capital towards sustainable aquaculture.

СУЧАСНІ ТЕХНОЛОГІЇ УПРАВЛІННЯ ЛЮДСЬКИМ КАПІТАЛОМ: ВПЛИВ НА ЛОЯЛЬНІСТЬ ПРАЦІВНИКІВ

In the article authors investigated the critical significance of evaluating the efficacy of human capital management technologies and their influence on organizational staff loyalty. The impetus for this study arises from the prevailing adverse conditions within Ukraine's labor market and its ongoing stagnation, which negatively affect business performance. The contemporary business landscape necessitates that both private and public sectors should adopt advanced human capital management technologies to enhance employee efficiency and loyalty and overall organizational effectiveness, ultimately striving to fulfill strategic objectives. These technologies not only serve to optimize operational performance but also function as effective instrumental tools for managing staff loyalty, particularly in times of resource constraints and under crisis conditions. The primary aim of this article is to provide a theoretical framework that substantiates the effectiveness of contemporary human capital management technologies and their role in fostering employee loyalty. The research methodology employed encompasses methods of systematization, generalization, and analytical examination. In the article, the authors summarized the characteristics of a staff's human capital and analyzed the specifics of the influence of human capital management technologies on employee loyalty. The components of modern human capital management technologies are characterized and a conclusion is made about their primary focus on individual technologies aimed at building partnership relations with employees, while collective technologies mainly provide the basic needs of the team and the employee. The findings of this study contribute to a deeper theoretical comprehension of the concepts of 'human capital management', 'technology effectiveness', and 'staff loyalty' while also establishing a demonstrable link between these technologies and enhanced staff satisfaction and loyalty. The authors propose future research directions with focusing on a comprehensive analysis of the specific impact that various human capital management technologies exert on the broader spectrum of stakeholder loyalty and the attainment of strategic organizational goals, particularly amid resource crises.

An Empirical Study on the Perception of Human Resources Managers

Human resource management (HRM) has undergone a formidable evolution since its inception.The role of HR managers has broadened with multiple responsibilities aligned with the output of the organization. The journey has taken them to the business partner’s protagonist and connected them to each and every aspect of the functions of the business.This is possible as they are quick in their approach and equipped with available information about the functioning of various operations through innovative modern technologies. To be effective in the system,HR managers need to evaluate the results engendered by the design and implementation of HR policies and procedures through HR Audit. It includes analysis and valuations of the HR policies and their level of fit with the strategy of the firm, and the characteristics of human capital. It is imperative that HR Audit should be advanced enough to evaluate strength and weakness of the HR systems of the enterprise. It must also be in position to suggest improvements in area of concerns of the HR system. Since HR managers are the major stakeholder of HR systems and HR audit outcomes, the researchers are making an attempt to understand perception of HR managers about the human resources audit (HRA) function’s evolution to match its pace with the fast-changing HR systems.

Human capital as a fundamental factor in innovative transformations and management at the regional level

The article considers the process of introducing innovative technologies and modernizing production. Asystematic analysis of national economies during the modernization of technological structures is presented. It is substantiated that the condition for the emergence of a stable demand for innovations is the process of total modernization of production. Historically, the increased efficiency of the work of innovative active local networks based in regions, which are characterized by a certain set of favorable conditions for innovative activity, has been proven. The need is identified for the distribution of the interstate system of suppliers of components for manufactured products on the one hand and the zoning of various elements of production on the other. The importance of innovative changes in the regional economy, the need for industrial reorganization in accordance with the principles of Industry 4.0 and the subsequent internal reorganization of the enterprise, especially in the approach to human capital, are shown. Fundamentally different processes in the study of digitalization and digital transformation are revealed. From a historical and economic point of view, the concept of human capital is considered from the position of a determining factor of an innovative economic system. The classification of human capital has been expanded, taking into account the regional level. The characteristics of positive and negative human capital are revealed. It has been proved that in order to achieve a positive effect of human capital, it is necessary to initially form an innovative strategy that includes algorithms for investing in human potential. The features and structure of human capital are revealed with the addition of the element of possessing environmentally significant information. The analysis of academic sources significant in economics, offering various conceptual approaches to the study of human capital, has been carried out.

Human capital: the essence and factors of development

Methods. During the research, methods of generalization and scientific abstraction were used – when determining the essence of human capital; analysis and synthesis – when identifying the structure and factors of human capital development. Results. The article analyzes the evolution of views on the essence of human capital. On the basis of the category construction principle, which consists in clarifying its three key interrelated elements – «the most significant aspect of the phenomenon», «the mechanism of unfolding the essence of the phenomenon» and «the result of the realization of this phenomenon», the author's definition of this concept is proposed. Human capital is presented as a set of knowledge, skills and abilities acquired both by nature and in the process of learning, the use of which in the process of social production brings person a certain income. It is emphasized that the influence on knowledge, skills and abilities of a person as structural elements of human capital through targeted socio-economic investments allows to develop human capital and contribute to the general socio-economic progress of society. Investments in education, health care, social infrastructure, as well as on-the-job training, secondary, secondary-professional, higher education and research sector are proposed as factors for the development of human capital. Novelty. The definition of the essence of human capital has received further development, the types of social and economic investments have been singled out as factors of the development of human capital. Practical value. The results of the research can be used by state and non-state institutions in the process of researching qualitative and quantitative characteristics of national human capital.

Microfoundations of Knowledge-Based Dynamic Capabilities

Although knowledge-based dynamic capabilities literature argues that dynamic capabilities foster knowledge management activities, it does not explain how such fostering occurs. To answer this question, this study focuses on dynamic managerial capabilities, applying microfoundational analysis at the individual level to improve understanding of organizational phenomena. It focuses on three dimensions of dynamic managerial capabilities: the managerial abilities of sensing, seizing, and transforming; the psychological abilities of intuition and emotion; and the managerial characteristics of human capital, social capital, and cognition. The study makes three contributions. First, it shows that the microfoundations of dynamic capabilities generate knowledge management activities. Second, it demonstrates the link between managers’ psychological abilities (intuition, emotion) and knowledge management activities. Third, it describes the role of sensing, seizing, and transforming in knowledge management activities.

Human capital as a factor of employment

Summary. The purpose of the article is to study the development of human capital and the growth of its role in modern society as a factor of employment. It is said that in modern world practice, the development of human capital is a condition for sustainable economic growth. Increased investment in human capital can enable future generations of Azerbaijan to make greater use of the opportunities created by the digital revolution. It is noted that the formation and development of human capital, along with the development of technologies to use its potential, is becoming a key factor in the development of the productive forces of society. A person, possessing a combination of various knowledges and abilities, is a factor of economic growth. At the same time, it is important to remember that without the innovative approach of human capital, digital economy is simply untenable. The following tasks are solved in accordance with the set goal: Clarification of the concept of ‘human capital’. Identification of the main characteristics of human capital. Identification of types of human capital and factors affecting it. Analysis of the situation of human capital in Azerbaijan, identification of risks and problems. Giving relevant recommendations for improving human capital in Azerbaijan. The object of research is human capital in the process of changing socio-economic relations in the information economy. The main results of the study are as follows: The concept of human capital is defined as an important component of economic growth in market conditions. The type, functions and principles of human capital development are substantiated. Attitudes towards the role of education, health, and social protection in the reproduction of human capital have been studied. The situation of human capital in Azerbaijan and the factors affecting it are shown. Suggestions and recommendations were made on the development of human capital in Azerbaijan.

Victimological Aspects of Human Capital in Old Age

The presented article is devoted to the problem of the formation and use of human capital in old age. It is shown that modern studies of human capital focus on the psychological characteristics of this phenomenon, including the study of late ontogenesis. Particular attention is paid to the victimological characteristics of human capital in old age, which is implicitly present in a number of scientific studies, but is not specifically singled out as a special layer of research. As a research method, a case method was used with subsequent processing of case texts by the method of meaningful content analysis. Two types of cases were created: generalized, reflecting typical problems of the elderly, and individually defined, fixed on a pronounced fact, but having a general social significance in the future. The material of the cases was conversations with older people, materials from the media, examples from judicial practice, etc. The scientific novelty of the study lies in the application of the victimological approach, which consists in highlighting the victim problems of human capital in the elderly, as well as in suggesting ways to neutralize some of the victim factors affecting on older people. It is noted that human capital in old age has both advantages and disadvantages compared to other ages. It has been revealed that the traditionally distinguished advantages of old age in knowledge, experience and professionalism can become, if they are not in demand, factors of victimization of both the elderly themselves and their environment. It is concluded that one of the significant elements of human capital in old age is the psychological readiness for life in late ontogenesis based on special knowledge and skills, including financial planning for this period of life. The results of the work can be used in the development of social programs to help the elderly, including programs that teach the rational use of human capital.

Identification of Characteristics of Employee’s Individual Human Capital with Data on Self-Reports of Professional Skills and Personal Characteristics

In the field of recruitment and human resources management, the problem arises of automatization of the assessment process of the characteristics of human capital, taking into account, among other things, the personality characteristics of the employee. The article is devoted to the problem of identification of such characteristics that have the greatest contribution to some indicators of the effectiveness of an employee of an organization with self-reported data on professional skills and answers to questions–statements about various psychological aspects of personality. The general structure of the survey tools based on self-reports of employees is proposed, as well as the formalization of the proposed methods of data analysis. The cluster analysis was used for the identification of groups with similar professional skills. Special psychometric scales based on the questions–statements are selected and analyzed via the item response theory approach, giving the estimates of the latent variable, that reflects personal characteristics. At the final stage of the study, the relationship between the estimated factors (identified clusters and estimated latent variables) and the indicator of employee effectiveness was assessed. As such indicator, the fact of a managerial position was used. The proposed approach is a structure of a pilot study that allows to identify the characteristics of human capital (professional skills and personality traits) that have the greatest contribution to the performance indicators of an employee or organization, and is aimed at reducing labor costs at subsequent stages of a more detailed and targeted study. The possibilities of the proposed approach are demonstrated with data collected among state civil servants in Russia. The fact of having a managerial position is used as an indicator of effectiveness.

A study of human capital on institutional system of horticultural agribusiness

Agricultural institutions are one of the supporting factors in the development of horticultural agribusiness. Various previous scientific studies explain that good human capital will have implications for strengthening agribusiness institutions. The primary objective of this study is to examine the characteristics of human capital in the horticultural agribusiness institutional system. In this study, there were 5 (five) parameters of human capital were measured: individual capability, individual motivation, leadership, the organizational climate, and workgroup effectiveness. The five parameters reflect the characteristics of human capital, which are related to the institutional system. This research was conducted in Bantaeng Regency with 120 sample respondents, which were selected at simple randomness. Then, the collected data were processed and analyzed using a Likert scale and descriptive statistics. Each parameter that is measured is assigned a value and category of assessment. The scores and categories used were with a score range of 3.67-5.00 (good), 2.34-3.66 (fairly good), and 1.00-2.33 (poor). The results of the study indicated that, in general, the characteristics and quality of the human capital of farmers who manage horticultural agribusiness institutions were in “fairly good” category. This is indicated by the average score of the parameters measured, namely for the individual capability at 3.60, the individual motivation at 3.14, the leadership at 3.38, the organizational climate at 3.63, and the workgroup effectiveness at 3.30. Based on these research results, it can be concluded that the farmers, as the main actors in the cultivation and development of horticultural crops in the research location, had good skills in managing the institutional system as part of the supporting factors for the development of horticultural agribusiness.

MODERN CHALLENGES TO RUSSIA'S ECONOMIC SECURITY IN THE CONTEXT OF THE FORMATION AND USE OF HUMAN CAPITAL: ANALYSIS METHODOLOGY

The development of the national economy and economic priorities, both in the medium term and in the long term, is determined by the qualitative composition and use of human capital. The current situation is such that the unfriendly actions of other countries and the increasing imbalance of the entire system of relations on the world stage lead to the need to strengthen the internal potential of the country and search for opportunities to ensure competitiveness and sus-tainability, which brings to the fore a detailed study of threats to economic security, as well as clarifying the methodological tools of their analysis for taking prompt response measures. In this article, an attempt is made to systematize and study the challenges of Russia's economic security related to the formation and development of human capital. We developed express tools for economic security issues related to the formation and development of human capital. In the process of studying the problem of differentiation of the countries of the world and the federal districts of the Russian Federation, methods of statistical analysis were used, as well as methods of expert assessments, ranking, rating assessment, generalization, and traditional methods of economic analysis to substantiate the presented method of operational assessment of threats to economic security. It is concluded that the use of the presented methodological tools in practice will allow classifying challenges regarding the most important qualitative characteristics of human capital, as well as using the results obtained for the development of strategies for the development of territories that take into account their specific features of functioning.

ІНКЛЮЗИВНИЙ ПІДХІД ДО ПІДВИЩЕННЯ КОНКУРЕНТОСПРОМОЖНОСТІ ЛЮДСЬКОГО КАПІТАЛУ В УМОВАХ МАКРОЕКОНОМІЧНОЇ НЕСТАБІЛЬНОСТІ

The article defines the growing role of human capital in the modern world, as well as its huge potential for the economic development of various national economies, including the economy of Ukraine. It is emphasized that in the modern post-industrial society, the importance of financial capital is increasingly replaced by the importance of human capital. The role of human capital is growing in conditions of disruption of macroeconomic stability. Different approaches to determining the essence of human capital are considered. The article offers a proper interpretation of human capital as a set of knowledge, abilities, skills and competencies that are inherent to individuals and that contribute to the increase of personal and social well-being. It is emphasized that a person is the basis of human capital. It is a person can accumulate knowledge, skills and experience, therefore all characteristics of human capital directly or indirectly determine the state of a person. The article proposes to consider human capital from the point of view of its quantitative and qualitative characteristics. Demographic trends and migration processes are defined as the main quantitative characteristics of human capital, and education and science, economic activity, health status are defined as qualitative characteristics. It was found that as a result of the full-scale war of the russian federation against Ukraine and the disruption of macroeconomic stability, the quantity and quality of human capital underwent certain changes. Negative demographic trends of human capital and negative dynamics of the main indicators of economic activity are determined. The dynamics and nature of migration processes have changed. It is noted that despite the high indicators of the cult of higher education, there are certain difficulties in this field, as well as in the field of health care. In order to increase the competitiveness of human capital, it is proposed to apply an inclusive approach to it, in particular in the field of education, in the field of labor and/or entrepreneurial activity, and in the field of health care.

Человеческий капитал как национальное богатство

The subjects of the research are the retrospective and the modern approaches to the definition of human capital. The purpose of the work is to prove the need to include more indicators of human capital in the system of national accounts, as well as characteristics of human capital that are not directly related to its role in economic production. Thanks to the analysis of various approaches of international organizations to the definition of human capital, it has been established that despite the numerous difficulties in assessing human capital as an intangible asset, in the future there will be an expansion of the positions by which human capital will be included in the central structure of the System of National Accounts. It is noted that in domestic studies little attention is paid to the role of households as cells of society in which the production of human capital begins and new generations are socialized. Attention is drawn to the need for wider use of the concept of "human capital reserves", which allows for a more correct comparison of both the characteristics of human capital of different regions and to take into account the impact of migration on human capital. In this regard, the approach of a number of researchers to the assessment of human capital on the basis of its depreciation has been subjected to reasoned criticism. In modern conditions, the quality of human capital in the country is also determined by the policy pursued to identify talents, in which STEM talents occupy a special place. It is concluded that for the Russian society and economy, the formation of human capital and improving its quality should become long-term goals, the achievement of which will help to reduce differences in the level of development of territories.

Visão geral dos fatores que influenciam a competitividade das startups: uma revisão sistematizada da literatura

Abstract: This research presents a systematized literature review to identify the main critical success factors (CSFs) that influence startups’ competitiveness. Considering that aspects related to competitiveness should be the target of organizations, especially early-stage companies, this paper identifies a broad of factors regarding startups’ competitiveness. A total of 36 articles were selected in Scopus and Web of Science databases and an in-depth bibliometric analysis of the corpus was performed using the VOSviewer software. 25 CSFs that influence startups’ competitiveness were identified and categorized into three fundamental points of view (FPVs), namely: organizational, human, and environmental. Organizational FPV covers factors that define the internal characteristics of startups. Human FPV, in turn, consists of characteristics of human capital, while the Environmental FPV refers to external factors and the startup context. This work could help practitioners and policymakers by enlightening them about startups’ competitiveness and the elements involved therein, along with providing them with a robust conceptual framework.

NON-COGNITIVE CHARACTERISTICS OF HUMAN CAPITAL AND LIFE OUTCOMES

The modern theory of human capital no longer interprets education, professional qualifications, and work experience as the only sources of income and labor productivity. There is a growing interest in the research of non-cognitive characteristics of human capital, which represent the socio-psychological qualities of an individual that affect the capitalization of knowledge and skills. The author focuses on such non-cognitive characteristics of human capital as self-efficacy, resilience, and agency. The article aims to analyze the relationship between non-cognitive characteristics of human capital and indicators of individual achievement (economic and non-economic). Applied descriptive sociological research is conducted in accordance with the positivist paradigm. Frequency distributions, comparison of averages, and correlation method are used in data analysis. The sampling represents the working population of the region (n = 1 261). The results show that self-efficacy, resilience and agency are represented differently in various socio-demographic, professional and status groups, but these differences are small. Life results are statistically significantly correlated with the values of the indices of non-cognitive characteristics of human capital. Correlations between economic achievements (job satisfaction, professional fulfillment) are higher than correlations with non-economic achievements (life satisfaction, confidence in the future). The author concludes that individuals demonstrate not only higher subjective assessments of life achievements, but also have higher wages if they are more confident in their abilities when solving work tasks, persistent in achieving professional goals, and independent in their activity.

POLICIES OF DEVELOPING HUMAN RESOURCES FOR UNIVERSITY SPIN-OFFS TO MEET THE 4TH INDUSTRY REVOLUTION REQUIREMENTS

Creating University spin-offs (USOs) is considered one of the most effective ways to transfer scientific research results and promote national science and technology resources. However, several studies have identified factors limiting their growth: a lack of management skills among entrepreneurial teams. Therefore, human resources development in general and scientific and technological human resources, in particular, are the most critical factors to promote the development of USOs. This paper analyzes some general characteristics of human capital for USOs, finds some experiences to promote USOs' human resources development in China, and then gives some recommendations for USOs of Vietnam. Keywords: Human Resource Development, Entrepreneurship Development, University Spin-Offs.

DOES BOARD USAGE OF KNOWLEDGE AND SKILLS AFFECT INTERNATIONALIZATION PERFORMANCE OF SMES? A CASE OF LITHUANIA

Internationalization of SMEs is encouraged by the advantages of new environmental conditions and appealing business opportunities, but remains a challenging process. Top management teams and more specifically board of directors appear to be a critical determinant in addressing internationalization issues. In recent years, investigation of boards in small firms’ context has been an interest of scholars, however few investigated characteristics of human capital. This study aims to investigate whether board usage of knowledge and skills is a mediator linking characteristics of human capital of board and internationalization performance of SMEs in Lithuania. The results revealed that usage of knowledge and skills mediates the relationships between international business skills and internationalization performance. Obtained results contribute to international entrepreneurship and upper-echelons theories by highlighting the role of the board in SMEs and linking it to higher internationalization performance through their usage of knowledge and skills. This study fills the research gap and extends the extant studies in internationalization of SMEs. First, the study responds to the need to investigate how board’s capital affect internationalization. Secondly, the study responds to the need to go beyond input-output models.

The Essence and Role of Human Capital in Increasing Production Efficiency

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.

Human Capital in the Context of the Principle of Diminishing Marginal Returns

The article examines the historical prerequisites for the emergence of the concept of the principle of diminishing returns of production factors. The analysis of the manifestation of this principle in the context of all factors of production. As a result of the analysis of the characteristics of human capital, an approach is proposed according to which the principle of diminishing marginal return does not apply to investments in human capital at the macrolevel and in the long term. It is shown that human capital at the macro level and in the long term (in the context of long waves of economic cycles) shows a trend of increasing returns. And it is the increasing return on investment in human capital that prevents the manifestation of diminishing returns on other factors of production. The reasons that determine the increasing return of human capital, as opposed to the physical, are systematized, among which: it, during a certain period of the process of use, improves, grows in quality and accumulates; does not disappear without a trace, contributes to the growth of human capital of other individuals, investments in human capital provide positive externalities, the component of human capital is a resource of knowledge, is inexhaustible and shows an exponential growth trend, the process of investing in human capital is greatly influenced by national, historical, psychological and socio cultural factors, investment in human capital, as a rule, provide a high rate of return.

CОЦИОКУЛЬТУРНЫЕ КООРДИНАТЫ ПОЛИТИЧЕСКИХ СТРАТЕГИЙ СОВРЕМЕННОГО ПРЕДПРИНИМАТЕЛЬСТВА: РОССИЙСКИЙ КЕЙС

The article examines the value foundations of entrepreneurial activity in Russia, reveals the national specifics of interaction between the state and business. In this regard, the authors analyze the causal mechanisms and socio-cultural prerequisites for structural deformations of classical forms of entrepreneurship in Russian society, the stereotypes of articulation of political and ethical justifications by entrepreneurship of economic strategies in their relationship with the characteristics of national human capital. Based on the methodological premises of W. Baumol's concept, the authors describe the patterns of transformation of entrepreneurial values, paying special attention to the sociocultural and political factors in the development of productive, unproductive and destructive (destructive) entrepreneurship in modern Russia. Productive entrepreneurship develops due to the generation of innovative rent, unproductive entrepreneurship makes a profit due to the redistribution of the state treasury and assets, and destructive entrepreneurship develops due to the use by political actors of their capabilities to force entrepreneurs to pay political rent. Historical examples demonstrate the role of private Russian capital in creating a system of "political rent seeking" unproductive for society and creating political preferences for the realization of economic interests. The focus of the article is also concentrated on the study of the correlation of the value attitudes of Russian business with the resource-oriented economy and the peculiarities of the Russian political regime, the historical and cultural context of the political discourses of Russian business entities, which creates, establishes or imposes rules and norms not only economic, but also political, social, legal behavior. The manifested values, meanings and political and ethical substantiation by Russian business of everyday economic practices and their movement into the political sphere are revealed; historical forms of expression of political positions by entrepreneurship are decoded. On the other hand, the article analyzes the political mechanisms of the state's construction of the institutional design of entrepreneurship and its management.