Human Capital Evaluation Research Articles

Defining Work Ethics in the Modern Labour Market: Ethical Competence Criteria Emerging from Technological Development and Moral-Theological Documents

Ethical competence is not an easily defined concept, especially with respect to the job requirements resulting from new technologies and digital transformation of the economy. The present paper attempts to define the competence profile of a worker in knowledge-based economy and workplaces using automation and digital technologies, but in relation to sources from encyclicals and other moral-theological documents. This profile includes specific ethical criteria, which are relevant and valid regardless of the times. Moreover, in the face of technological progress in modern economies, these criteria seem to have the power to influence the effectiveness of work processes. Thus, features such as respect for human dignity, responsibility, honesty, quality, courage, trustworthiness, justice, and secrecy should be considered as key for recruitment and evaluation of human capital in the modern labour market. As these are values mentioned in moral-theological documents, including papal encyclicals, they refer to the essence of human work and ensure that no man is reified.

Human capital evaluation of Chinese forestry listed companies based on the improvement of organizational resilience

Human capital evaluation of Chinese forestry listed companies based on the improvement of organizational resilience

Digital dimension of human capital development

Methods. When conducting the research, the following methods were used: scientific generalization – when determining the essence of the categories «digitalization», «digital economy», «human capital»; analysis and synthesis – when clarifying trends and forms of development of digitalization processes; logical analysis – when establishing the correlation between indicators of the development of the digital economy and human capital. Results. The article analyzes theoretical approaches to defining the concepts of «digitalization» and «digital economy». The importance of digital transformation processes in modern society is emphasized, in particular as a transition to new ways of working and thinking with the use of digital, social, mobile and new technologies. The main digital systems of the digitized environment are characterized. It is emphasized that the functioning of the digital economy based on digital systems is due to, firstly, the presence of a special infrastructure formed with the help of hardware, software, telecommunications, and secondly, specific business models that function based on the use of computer networks within virtual interactions and, thirdly, electronic commerce, through which trade operations are implemented within the global Internet network. The essence of human capital, its types and conditions of formation are analyzed. The existing approaches to the evaluation of human capital are considered, the need to take into account aspects of information technology ownership when measuring its level of development is emphasized. The indicators of the development of the digital economy and human capital were considered, a direct correlation between them was established. Novelty. Correspondence between the indicators of the development of human capital and the digital economy has been established. Practical value. The results of the study can be used in the process of assessing the level of development of national human capital.

Diagnosis of The Training of Business Administrators of The National School of Sports and Its Incidence on The Generation of Soft Skills Year 2023

Objective: The research carries out a diagnosis of the training of business administrators and its impact on the generation of soft skills of the students of the program, at the National Sports School University Institution for the year 2023. Method: A theoretical-empirical investigation was carried out, whose approach is descriptive, keeping in mind the objective to be achieved. Reflecting whether the training activities in which the student is involved really contribute to the development of soft skills. Starting from the idea of ​​the constant change that is evident today in the capture of human capital by organizations, turning the above into a fundamental and necessary point for the evaluation of human capital. Research Findings and Discussions: The labor field was identified as a generating source of soft skills in the majority of the research participants, being of utmost importance the incursion into the program of activities that generate the previous ones, starting from the confrontation of the academic field with the economic sector, in simulated environments. Implications of the research: The research involved determining the scope and limitations of business administrator training around soft skills, a fundamental aspect regarding the student's employment relationship. Value originality: This research helps higher education entities identify adjustments or changes that they must make regarding the training of business administrators in favor of a successful connection to the labor field.

Temporal Availability and Women Career Progression: Evidence from Cross-Time-Zone Acquisitions

This study investigates whether an increase in the demand for nonconventional work schedules helps explain the gender gap in career advancement. We look at employees of U.S. firms acquired between 2010 and 2014 and distinguish between same and different time-zone acquisitions. The idea is that time-zone differences between the headquarters and the newly acquired firm increase the demand for and value of working outside the standard working schedule. This, combined with social norms about women’s role as caregivers, puts female employees at a disadvantage relative to men. Based on Zephyr-LinkedIn matched data, our results show that women are about 9.5% less likely than men to be promoted in cross-time-zone acquisitions than in same-time-zone acquisitions. The gap rises to 10.6% for managerial occupations, and it is higher for time-zone differences of two and three hours. We discuss the implications of our results for the management, evaluation, and retention of human capital in organizations and, more generally, for gender equality in the workplace. Funding: The authors thank the Editor and three autonomous referees for their comments on previous drafts of the paper. The authors also thank participants to the Strategy Science Virtual Conference 2020, the Strategy, Innovation and Entrepreneurship (SIE) Virtual Seminars held in December 2020, the Wharton Technology and Innovation Conference 2021, and the Work and Organization Workshop held in Madrid in May 2022. The authors acknowledge the financial support of the Invernizzi Center for Research on Innovation, Organization, Strategy and Entrepreneurship (ICRIOS) at Bocconi University. S. Breschi also acknowledges financial support through the MUSA – Multilayered Urban Sustainability Action [ECS 000037] and the GRINS – Growing Resilient, INclusive and Sustainable [PE00000018] projects, funded by the European Union – NextGenerationEU, under the National Recovery and Resilience Plan (NRRP). Supplemental Material: The online appendices are available at https://doi.org/10.1287/orsc.2023.17685 .

Analysis and Assessment of Human Capital in the Regions of Slovakia

Introduction. The human capital of any country is a priority factor of national wealth and well-being, as it creates the necessary potential in knowledge, experience and skills of people. It also accelerates intellectual and technical progress in society and strengthens a country's international competitiveness. The international experience in human capital formation confirms the importance of intellectual potential, education quality, and the need to accumulate it. The major reason for concentrating the human capital is the growing role of the population`s social protection and providing favourable conditions for personal and overall country development.
 Aim and tasks. The aim of the study is to develop a comprehensive approach to the analysis and evaluation of human capital by identifying its main components in the Slovakian regions. The average multivariate method was used for the research, considering the dynamics of the economic development indicator.
 Results. Based on the proposed algorithm for human capital analysis, an assessment of the human capital development level in Slovakian regions was carried out using the average multivariate method, considering intellectual, educational, physical, science, and innovative capital. The calculations and comparative graphic analysis for the period 2018-2020 revealed a close connection between the dynamics of GDP and human capital development, which can be traced in each region of Slovakia. The change in GDP in the calculation period is proportional to the change in human capital assessment indicators. The synchronicity in the graph`s dynamics of the average multidimensional indicators of GDP and human capital in Slovakia for the period 2018-2020 is graphically substantiated. This confirms that the indicators selected for analysis and evaluation indicate a stable connection between investments in the individual components of human capital and the country's economic development.
 Conclusions. The analysis and assessment show that Slovakia has significant reserves for human capital development, which must be realized by implementing institutional changes both at the national and regional levels. This can be realized through the implementation of state programs to support youth, increase the level of funding, develop a business incentive system, and activate people’s creative potential. The methodology of the analysis and the proposed measures will help improve the level of human capital in the country. A set of measures to improve the efficiency of the use and development of a country's human capital was proposed.

Evaluation of human capital using the example of the chemical and petrochemical industry of the republic of Kazakhstan using the cobb-Douglas production function

Evaluation of human capital using the example of the chemical and petrochemical industry of the republic of Kazakhstan using the cobb-Douglas production function

Analisis Struktur Komparatif Industri pada Perkembangan Industri

The concept of comparative advantage explains how a country can allocate its resources efficiently in an open economy. The concept of relative advantage also means a measure of potential advantage or competitiveness. This study aims to obtain the results of an analysis of the comparative industrial structure of industrial development. In this study using the literature review method. Four countries have adopted their policies titled Making Indonesia 4.0 Indonesia, Industry 4WRD Malaysia, Industrial Strategy Building a Britain Fit for The Future and “New Industrial Structure” by Japan. Industry 4.0 policies in Indonesia and three other countries can enhance the evaluation of values, human capital, complexity, institutional framework and sustainable resources. Indonesia's policies have not yet achieved AI, health and biotech research priorities while Indonesia has a large domestic market.

Methodological Evaluation of Human Capital in the Digital Economy

"The purpose of this paper is to analyse methodological approaches to form human capital in a way to improve them. Among the methods used were the analytical method, the functional method, the systematic analysis method, the deduction method, the comparison method and the synthesis method. The authors identified the parameters affecting human capital and the main areas for improvement and staff development in the context of digitalisation. They provided the recommendations on the choice of qualitative assessment methods and on the challenges of human capital development in the digital economy. The researchers defined the essence and the directions of overcoming human capital dysfunction when ensuring effective development of intellectual capital in the digital economy. They pointed out the importance of human capital in the development of modern economic relations and the direction of technological development in the economy. The authors identified the advantages and the disadvantages of existing methodologies for the measurement of human capital in the functioning and development of the modern economy."

The Knowledge Content of the Greek Production Structure in the Aftermath of the Greek Crisis

Contrary to the traditional approaches for the evaluation of human capital, this study proposes the assessment of human capital through its qualitative characteristics (knowledge, skills, abilities, and working activities). To investigate the knowledge content density in the Greek production structure for the year 2018, the methodology followed concerns a sectoral analysis of the economy and the matching of each occupation with four knowledge items from the O*NET database. The findings indicate that the prevailing knowledge characteristics (66% of total) of the Greek production structure of 2018 concern a simple rather than sophisticated knowledge background which is reflected in the economic structure and in middle and low specialization of the workforce. This study contributes to the literature by providing an original and robust way to evaluate the knowledge content in total within the economy without being based on model forecasts but sectoral data. Furthermore, it provides policymaking insights for the intervention in specific areas of the knowledge content which could “nudge” economic growth of the existing production structure. The grounds for policymaking concern education, reskilling, and especially lifelong learning programs.

AN OVERVIEW OF ROMANIAN ACCOUNTANTS REGARDING THE INTRODUCTION OF HUMAN CAPITAL IN FINANCIAL STATEMENTS

Human capital is an indispensable element that strongly contributes to the success and performance of organizations, being considered the most valuable resource of companies. This study aims to bring to the fore the development of human capital and, at the same time, to identify the position of accounting experts regarding the quantification of human capital and how this measurement can contribute to obtaining a more accurate and faithful picture of the financial position of the company. Therefore, to achieve these objectives, a survey was created that was distributed to the members of the Body of Expert and Licensed Accountants of Romania (C.E.C.C.A.R.), thus obtaining a number of 139 responses. The results show that 122 of the respondents consider it necessary to quantify human capital to present the company’s image in a more accurate and realistic way. At the same time, 80 of these respondents do not consider that, once human capital is measured, it should be included in the financial statements, respectively in the balance sheet. This paper can provide an updated picture of the point of view of accounting professionals who have participated in the research on human capital, but also a starting point for the future steps of entrepreneurs in terms of human capital development, outlining new directions of development of professionals in the field. Also, this paper may be of interest to the institutions that regulate the relevant professions in the financial-accounting field, to outline new directions in the measurement and evaluation of human capital.

Evaluation of human capital in the system of strategic enterprise management

Introduction. The special role of strategic management of human capital in the implementation of the mission of the enterprise is proven. Human capital is the driver of the company's development, the main alpha-stacker of business processes, which creates additional value at the micro-level of the economy. It is the strategic management of capital, first of all, human capital, that allows the enterprise to achieve the strategic mission of the enterprise's functioning. The purpose of the paper is critical evaluation of existing methods of evaluating human capital in the system of strategic management of the enterprise. Results. The elements of the structure of human capital are considered: abilities, deployment, development, skills. Existing traditional methods of evaluating human capital at the enterprise are analyzed. A model for evaluating the human capital of the enterprise was built, taking into account the elements of human capital and age. It was determined that it is the combination of quantitative and qualitative assessment that makes it possible to eliminate the shortcomings of traditional assessments of human capital. Conclusion. Numerous studies and publications pay attention to the evolution of human capital, its evaluation in the strategic management system of the enterprise. From a conceptual standpoint, human capital does not have sufficient explanatory power, the assumption that the effectiveness of economic and social development largely depends on human capital is almost unanimously accepted in scientific circles. Hence, there are also corresponding concerns of the academic, business and public business community regarding the assessment of human capital and the impact on enterprise development. In this context, it is necessary to evaluate human capital at all levels of the life cycle of an individual.

Analysis of Approaches and Methods of Assessing Human Capital in the Economy

Human capital is the primary source of development of the state organization. The assessment quality of human capital can contribute to improving the understanding of factors determining economic growth, assessing the longterm sustainability of a country’s development model, as well as measuring productivity and production productivity. The N.A. Nazarbayev and President K. K. Tokayev, in their messages, the strategic development plan of state stressed the importance of human capital development and designated it as the main force of the country’s development. The article discusses the methods of determining and evaluating human capital quality and comparative analysis based on their advantages and disadvantages. Scientific novelty – development of a methodology for determining the quality of human capital, including the definition of a flexible methodology that takes into account the economic and social characteristics of the country, based on a comparative analysis of traditional and innovative methods of human capital quality management models, their indicators. Made its own analysis of the formation and evaluation of human capital. Analysis of the problems of methods for assessing human capital, objectivity, and sufficiency of data for constructing an assessment. As a result, the advantages and disadvantages of the methods used to determine the quality of human capital were identified, and the possibility of application in practice was assessed. The evaluation used the methods of scientific abstraction, induction, deduction, analysis, and synthesis methods. The results can be presented as a practical tool for enterprises conducting the human capital assessment as a methodological means of teaching at university.

Methodological Approach to Identification of Innovative Determinants of Human Capital Management

This article summarizes the arguments and counter-arguments in the scientific discussion on identifying the essential characteristics of human capital and key quantitative indicators of its evaluation. The article determined the evolutionary patterns of changing approaches to interpreting the essence of human capital. The study's main purpose is to form an integrated indicator of human capital assessment and identify the most relevant innovative drivers and inhibitors of its development. Systematization of literature sources and approaches to solving the human capital evaluation problem has shown a significant variation in both national approaches to solving the problem and their supranational counterparts. Given the lack of a unified approach to evaluating human capital, the article proposes an author's approach to solving the problem using the Fishburne formula and additive convolution. The relevance of the selection of normalized partial indicators to the integrated indicator is confirmed based on the Cronbach's alpha test. The composite human capital evaluation indicator includes several social, economic, and institutional indicators. Given the transformation of all components of the business environment and the national economy due to the formation of Industry 4.0, it is necessary to determine the most relevant innovative factors of human capital development. A sample of potential drivers and inhibitors of impact on the composite indicator of human capital evaluation, which have an innovative nature, is formed to achieve this goal. The panel data regression model was built. All calculations were performed using Stata 12/SE software product. Modeling results showed that most determinants of innovation development do not have a statistically significant impact on Human Capital Index and vice versa. Human Capital Index is positively influenced by information and communication technology exports but negatively influenced by the imports of computers, communications and services, and high-tech exports. At the same time, the growth of the Human Capital Index has a negative impact on the growth of the share of exports of computers, communications, and services in the structure of commercial imports and high-tech exports. The study results could be useful to scientists, public authorities, local governments, businesses, and entrepreneurs.

Unindustrialized Nations and Migration of Work Force: Evaluation of Human Capital during Globalization Era

Among four essential features of globalization, which have been identified by the International Monetary Fund, immigration and leaving fatherland, has an important place, because it is about the human capital, which is the basis for social motion, organization, and evolution. During the last three decades of the 20th century, and continuing through the first two decades of the 21st century, there has been an increasing inflow of immigration to the world’s most highly developed countries. Parallel to the said move, brain drain, as well, is defined as the migration of educated workers in search of higher salaries, better standard of living and quality of life, access to advanced technology and more stable political circumstances in different places around the world. Limited career structures, poor intellectual stimulation, lack of research funding, threats of violence; and absence of good schooling are among the well-known motives for migration. By the way, brain drain has long been regarded as a serious restraint on the development of poor countries. While early literature supports the view that skilled migration is definitely damaging for those left behind, there are several recent studies that suggest that migration may in fact foster human capital formation and growth in sending countries. Before globalization, psychological problems of immigrants, like acculturation, had already a specific place in psychiatry. Now, while with increasing number of migrants, new accommodations and programs for responding to psychosocial complications of this huge number of refugees, outcasts, or valid émigrés seems more mandatory than before, the move toward universal measures, diagnoses and treatments of mental illness is inconsistent with the belief that mental distress is culturally and socially mediated. In the present article, the aforesaid circumstances, with reference to developing societies, have been surveyed from different perspectives.

Human Capital Accounting Implications on Firm Market Value: A Survey of Kenyan Private Universities

Purpose-The study examined the findings of an empirical evaluation of Human Capital (HC) accounting implications on firm market value among Kenyan private universities. Design/methodology/approach- a Cross-sectional survey on finance and human resource directors in Kenyan private universities.Findings- Kenyan Chartered Private Universities were successful because they accounted for, and reported their HC as material investments. However, further research was recommended to establish whether: the 4.2% who did not enjoy a good reputation and image consecutively for the past three financial periods; the 47% who did not enjoy easy access to Kenya’s capital markets consecutively for the past three financial periods; the 25% who did not retain their quality HC consecutively for the past three financial periods; as well as the 30% who did not enjoy high ROI consecutively for the past three financial periods: did so solely because they did not account and report their HC as material investments or there were indeed other factors motivating the results. Originality/Value-Accounting for HC is a big deal in Kenyan Knowledge-Information-Service-Sector (KISS) firms such as private universities because HC is the intervening factor for competitive advantage: Yet the discipline is unexplored in existing Kenyan empirical works.

Human capital, below the limits of national accounting standards

"Human capital, as a part of intellectual capital, is restricted by the situation provided by current accounting and national and international financial reporting standards. The human factor is the one that mirrors the result and performance of the company. It is the one that guides the fulfilment of the objectives. The fear of human capital detailed reporting is attested in the current situation of Romanian society reporting. The research objective is to identify the limitations imposed by national standards in evaluating human capital. Using the analytical research – theoretical knowledge method, the research is based on the analysis of Romanian laws and standards, which aims human capital. It is known that employees are an indispensable element in any company, and its presentation cannot be limited by elements of financial analysis. Through the analysis of national standards, it could be identified that the evaluation of human capital is descriptive and is limited to factors such as time, budget, descriptive and subjective methods. It is important to know the legislation that attests the human factor evaluation and presentation, to know its situation in terms of Romanian reporting."

Влияние цифровизации на формирование и использование человеческого капитала

The article focuses on human capital formation and evaluation. The contradictory impact of the digitalization on institutions that determine the reproduction and use of human capital is analyzed. Special attention is paid to human capital development in Russia.

Evaluation of Human Capital in the Macroregion (on the Example of the Yenisey Siberia)

The article is devoted to the problem of measuring and estimating the human capital of the natural resource macroregion, whose territory is characterized by a high level of social and economic asymmetry. It presents results of testing of modified index of human capital in context of interdisciplinary approach. The study was based on survey findings, along with statistical data. The satisfaction of the population with the quality of life is a key indicator of the dynamics of human capital in the long term. The authors give recommendations on the development of information support of territorial policy

Methodologicalapproaches to assessing the effectiveness of human capital in innovative companies

The article is devoted to the study of the features of the use and provision of methodological approaches to assessing the effectiveness of human capital in innovative companies. Quantitative and qualitative types of methods are considered, their influence in the evaluation of human capital is also characterized. A number of examples of modern international practice of personnel assessment methods are given. As a result of the effective application of human resources assessment, it was possible to determine the possibilities of its use for the improvement of innovative companies.