Human Capital Investment Strategies Research Articles

Human Capital Strategies to Foster Employee Engagement Within Post Pandemic Layoffs

Purpose: The purpose of this study is to highlight productivity and engagement issues being experienced across industries, subsequent to strategic human capital realignment, in response to changes in the business environment. The linkages among employee engagement as related to leadership communication, work-life balance, and professional development are explored as the discussion draws on previous research examining employee’s organizational behavior to leadership response within the midst of exceptional events. Design/Methodology/Approach: The authors draw upon 15+ years in general management, communications consultant, and research in organizational behavior. Findings: Research shows that the restoration of trust and a path to creating an organizational culture which invites job engagement through organizational commitment are paramount. The combination of specific strategies coupled with organizational resource management during crises such as rapid and massive layoffs, change, and uncertainty indicates the necessity for tenacity with adaptability facilitated by strategic leadership communication of a shared vision. It will be important for organizational leaders to consider human capital investment strategies that can boost engagement. Practical Implications: Within the context of uncertainty organizational leaders must communicate empathy with employees and examine how much of a role an individual’s perceived career mobility and skill competence plays in strengthening their work engagement. Employees with positive work-life balance can exercise resilience, creativity, and tenacity. As organizations tackle the varying factors related to employee retention and engagement, they should implement strategies that not only retain employees but equip them with the characteristics that define psychological capital within the future of work. Post-pandemic organizational behavioral practices must empower employees to obtain a work lifestyle that allows them to feel in control of their personal and professional trajectories. Originality/value: The current study contributes to the stream of literature on layoff anxiety, productivity issues, and the role leadership communication and human capital strategies play in bolstering employee engagement. Furthermore, the current study highlights the importance of strategic leadership communication as organizations grapple with the challenges of a post layoff exercise, such as, how to increase productivity, engagement, retention, adaptability to the future of work, and profitability for long term growth.

Health and job-related factors associated with work ability in older working populations of Korea.

Knowledge about determinants of workability is crucial for designing interventions to increase the participation of older employees in the workforce and maintain or increase their productivity levels at work. This study explored the impact of health conditions and job characteristics on poor work ability. This study used data from the Korean Longitudinal Study of Aging (KLoSA) from 2014 to 2020, which is a nationally representative population-based panel study of Korean citizens aged ≥45 years. The KLoSA survey assessed subjective work ability using work ability score. The participants were asked if they had been diagnosed with any underlying diseases by a physician. The job characteristics were assessed in terms of working conditions and satisfaction. Generalized estimating equations were used to calculate the odds ratios (ORs) and 95% confidence intervals for workers' health-related variables and job characteristics associated with poor work ability. The results showed that workers' health-related factors were associated with poor work ability; poor vision (OR = 1.52) and bad hearing ability (OR = 2.37); low gripping strength (OR = 2.29); poor self-rated health (OR = 3.77) and various diseases such as hypertension, diabetes, cancer, chronic lung disease, liver disease, heart disease, cerebrovascular disease, mental illness, arthritis, prostate disease, gastrointestinal disease and disc disease. Additionally, high physical work demands (OR = 1.51) and low job satisfaction (OR = 4.23) were highly correlated with poor work ability. The findings addressing poor work abilities caused by individuals' health- and job-related factors can help prioritize worker health management and the development of more effective human capital investment strategies at the workplace.

Impact of Place/Space on Rural Community College Human Resource Management: A Systematic Review

In the following systematic review, the author examines how rural community college leaders address the unique challenges and strengths of working in a rural environment as they strive to retain, support, develop, compensate, and invest in their employees. Factors such as geographic isolation, small population sizes, and close-knit social networks require the rural leader to rely more heavily on locally available resources and existing infrastructure to support leadership decisions. Using the Preferred Reporting Items for Systematic Reviews and Meta-Analyses alongside Flora and Flora’s 2008 Community Capital Framework, this systematic review synthesizes research that addresses human resource issues and explores human capital investment strategies employed by rural community college leadership. This article has important implications for future leadership development and training strategies across the community college sector, making clear the need for contextualized, strengths-based research that utilizes the experiences of rural community college leaders.

Управление человеческим капиталом региона на основе типологии инвестиционного поведения населения

Abstract. Introduction: in modern geopolitical and economic conditions, the border regions are becoming the most important territories they are ensure national security, which determines an increased attention to the population of these regions. Of particular importance is human capital, the management of which should take into account the behavioral characteristics of various population groups. Objectives: to develop and test a methodology for assessing regional human capital, based on the identification of stages in the life cycle of an individual, each of which has its own “investment profile” with a dominant investment actor. Methods: data of the labor force in the Republic of Karelia, with the sample size of 7486 respondents. Primary exploratory data analysis and economic and mathematical (cluster) analysis were carried out, on the basis of which a typology of the investment behavior of the population in the labor market was developed. Results: the task of constructing a regional human capital model was implemented. The type-forming basis of this model is a variety of human capi tal investment strategies. The authors proved that the investment behavior of an individual is determined by his primary and secondary social environment that acts as an investment actor. The operationalization of investment strategies is carried out through two groups of indicators – socio-demographic and economic activity of the region’s population. Conclusions: the regional human capital model can become an analytical tool for analyzing and monitoring regional inequality, identifying areas of the greatest socio-economic disadvantage, and finding effective tools to overcome the destructive processes in territorial development of the Russian Federation.

Research on the Relationship between Enterprise Developmental Support and Turnover Intention ——The moderating role of person-job matching and professional self-management

Previous studies on the relationship between developmental support and turnover intention are inconsistent. Therefore, this article introduces person-job matching and professional self-management as the moderating variables of the relationship between the two. The study found that ability matching and professional self-management both regulate the relationship between the two. For employees whose abilities do not match, developmental support has a negative predictive effect on their turnover intention; however, developmental support is not correlated with the turnover intention of the ability-matched individuals. For individuals with high professional self-management tendencies, developmental support has little correlation with turnover intentions. For individuals with low professional self-management tendencies, developmental support will be transformed into a sense of organizational support, which negatively predicts employees’ turnover intentions. Finally, person-job matching and professional self-management jointly regulate the relationship between the two. The research results of this article provide some enlightenment for the human capital investment strategy of enterprises.

Jamaica’s development of women entrepreneurship: challenges and opportunities

PurposeThe purpose of this paper is to assess how far Jamaica has come regarding women economic empowerment, female entrepreneurship and its development policies in favour of women entrepreneurship development.Design/methodology/approachThis exploratory study employs a mixed method approach to achieve its research objectives, consisting of literature review and corroboration with existing database and indices. Key insights of research on female entrepreneurship are used to reflect on published data to assess progress of female entrepreneurship development in Jamaica. The 2017 editions of the Global Entrepreneurship Monitor and Gender Entrepreneurship and Development Index were examined to gain a better understanding of how the Jamaican business environment has progressed or regressed over time and how the economic development and business environment impact female participation in Jamaica’s labour force and entrepreneurial initiatives.FindingsThe economic conditions in Jamaica and the role of females as domestic caregiver have made it difficult for women to enter the labour force even though Jamaican women are relatively better educated than men. Women remain at a disadvantage in the labour force. Jamaica’s legislation and budget allocations in favour of female entrepreneurship are analysed to identify where and how Jamaica is investing its efforts to improve women’s participation in the labour force. The authors conclude with suggestions on how the Jamaican government could facilitate further women entrepreneurship development to reach a more gender balanced inclusive socio-economic development.Originality/valueWhile global policy has been promoting women empowerment through entrepreneurial development, little is known on the actual outcome of such human capital investment strategy and the critical vectors that contribute to such outcome. This scarcity of knowledge is also applicable to Jamaica. This paper attempts to contribute to women entrepreneurship research by reaching beyond the output-oriented perspective of various skill development programmes and attempts to link policy choice with overall macro results of entrepreneurship development in general and women entrepreneurship development in specific. The study thus provides a rare glimpse of the entrepreneurship ecosystem in Jamaica.

إستراتيجية الاستثمار البشري في ظل منهجيات نموذج التميز الأوروبي (EFQM) وفق منطق الرادار (RADAR) : دراسة تحليلية = Human Investment Strategy in Light of the Methodologies of the European Excellence Model EFQM in Accordance with the Logic of the (RADAR) : An Analytical Study

إستراتيجية الاستثمار البشري | نموذج التميز الأوروبي | منطق الرادار | التميز | إدارة التميز | Human Capital Investment Strategy | The European Excellence Model EFQM | The Logic of the Radar | Excellence | Excellence Management

Human Capital Investment Mechanism in the United States and Its Enlightenment to China

Human capital is the key capital for enterprises and even the whole country to gain competitive advantage. At present, China's investment in human capital has obvious gap compared with that of developed countries. Dealing with the investment of human capital is the key to realize the sustainable development of our country. Based on the analysis of the status quo and characteristics of human capital investment in China and the situation of human capital investment and strategy of America, From creating good legal environment of the human capital investment, establishing and improving China's human capital market, strengthening the occupation training investment and improving the occupation training investment system and other important aspects to put forward the feasible suggestions on China's human capital investment strategy.

“中国制造2025”背景下辽宁装备制造业人力资本投资研究

“中国制造2025”提出打造具有国际竞争力的制造业，并将“人才为本”纳入其行动纲领的指导思想中。辽宁是中国制造业的老基地，应当为中国制造业的新一轮发展做出贡献。本文从辽宁装备制造业人力资本的现状出发，分析辽宁装备制造业人才需求的具体目标，设计辽宁人力资本的投资“三模块”路径，并从人力资本环境、人力资本结构、开发管理机制三方面提出人力资本投资策略，从而壮大辽宁装备制造业人才队伍，满足辽宁装备制造业发展需求。 Under the background of globalization, the “made in China 2025” is put forward to build interna-tionally competitive manufacturing industry, taking into account the “talent” programme of action of the guiding ideology. The old China manufacturing industry base in Liaoning shall make a contribution to the new development of China’s manufacturing industry. In this paper, starting from the present situation of Liaoning equipment manufacturing industry of human capital, the specific targets of talent demand in Liaoning equipment manufacturing industry is analyzed, Liaoning “three modules” path of human capital investment is designed, and based on the three aspects: the environment of human capital, structure of human capital, development and management mechanism, the human capital investment strategy is put forward, so as to strengthen the personnel in Liaoning equipment manufacturing industry, meet the development demand of Liaoning equipment manufacturing industry.

Social enterprise self-employment programs

Purpose The purpose of this paper is to introduce social enterprise self-employment programs (SEPs) as a two-dimensional human capital investment strategy that can potentially advance economic development. Design/methodology/approach SEPs are frequently utilized as a tool for increasing economic self-sufficiency in poor communities. Literature discussing the use of commercial enterprise SEPs to increase economic development highlights the potential for creatingthe similar programs geared toward creating social enterprises. Human capital theory is used to illustrate how social enterprise SEPs can foster human capital, a predictor of economic growth and development. Examples of existing social enterprise SEPs are discussed to highlight how they can be designed. Cases of human capital-oriented social enterprises are also used to outline different business forms social enterprise SEPs can help create. Findings This general review paper suggests that social enterprise SEPs can be a sound two-dimensional human capital investment strategy. It argues that social enterprise SEPs can train aspiring social entrepreneurs to create businesses than subsequently foster human capital in their local communities. Research limitations/implications This paper introduces the concept of social enterprise SEPs, opening up a new area of research for scholars to explore. Researchers should examine participant and organizational factors of existing social enterprise SEPs to assess their impact, as literature has linked them to success rates of commercial SEPs. Practical implications This paper emphasizes the need for SEPs to offer task-related training as opposed to general business training to prepare social entrepreneurs in effort to run successful social enterprises. Originality/value The concept of social enterprise SEPs is new, and literature pertaining to it is scarce. This paper introduces them as a tool for attending to community problems while equipping future generations of social entrepreneurs with the skills to create social enterprises.

Intended And Unintended Effects Of The War On Poverty: What Research Tells Us And Implications For Policy.

During the mid-1960s, the United States adopted a series of cash and in-kind transfer programs, as well as human capital investment strategies, as part of the War on Poverty. A number of other programs were first proposed as part of this "war" but were not implemented until the mid-1970s. These programs had noble goals: to increase incomes at the bottom of the income distribution, reduce poverty, and improve nutrition, heath, and human capital. However, various features of the programs also had the potential to produce unintended consequences: for example, means-tested programs can discourage work. In this paper, we comprehensively evaluate the main War on Poverty programs that were aimed at the low-income nonelderly population along with several follow-on programs. We focus on both intended and unintended consequences, drawing on the most compelling causal evidence. We conclude with a series of lessons learned and questions that are outstanding.

A Portfolio Approach to Mortality Shocks and Fertility Choice: Theory and Evidence from Africa

Abstract: The effects of the HIV/AIDS epidemic on fertility in Africa remains ill understood. To align the contrasting findings of recent empirical research, we develop a portfolio model that captures the potential trade-off between quantity and quality of offspring. According to this theoretical model, the overall impact of mortality shocks on fertility is heterogeneous, and involves changes in human capital investment strategies. A key prediction is that investment switching and fertility impacts are conditional on income levels. We use African panel data to test the implications of the model, and find strong support for key model predictions. In particular, the impact of HIV prevalence on both fertility and human capital investments varies with income in a manner that is consistent with model predictions.

Enhancing Human Capital Investment - Key to Unlock China's Economic Plight of Unbalanced Development

In recent years, it is very important for China to maintain the strong and sustainable economic growth, and we believe enhancing human capital investment is the key. According to the statistics, China's current human capital investment has fallen into the low-level trap, which means that the economic growth heavily depends on labor-intensive and resource-driven investment, and the relationship between human and physical capital investment becomes imbalanced. In addition, the coexistence of human capital shortage and employment pressure, the mismatch between human capital investment structure and talent demand, and insufficient human capital investment caused by unfair income distribution are becoming more and more serious. We advise a re-examination of our human capital investment strategy as the main policy to solve the problems.

The challenges for educational achievements of young Mainland Chinese migrants in Hong Kong

Hong Kong's population has increased by around one million per decade from the end of World War II till the 1990s. A large proportion of this growth came from the mass influx of migrants from Mainland China, and the children born to them. During the 1960s and 1970s when Hong Kong's economy was booming rapidly, career advancement opportunities were abundant even for the less educated migrants and their children. But when the economic restructuring occurred in the 1980s and 1990s, trades such as manufacturing and construction sectors, where a large number of workers with migration background were employed, were hit most hardly. The problem of the intergenerational transmission of poverty and low social mobility has now become the focus in the agenda of poverty alleviation. This article aims to use a subsample of the 2006 By-Census dataset to explore whether children with migration background from Mainland China were generally disadvantaged in their educational attainment and income. The findings confirmed this hypothesis, indicating that the human capital investment strategy in Hong Kong is not sufficient to break down the barriers for children in disadvantaged social positions.

Economic System and Welfare Regime Dynamics in Japan since the Early 2000s – The Case of Occupational Pensions

AbstractThis article discusses significant changes of Japanese occupational pensions since the early 2000s. Our analysis shows that these schemes have been key components of policies to promote private welfare provision and have been highly compatible with human capital investment strategies that are based on long-term employment relationships of regular workers. However, since the 1990s, occupational pensions have come under increased pressure due to underfunding problems caused by depressed stock markets and changes in accounting standards that made these underfunding problems apparent. In response to these challenges, Japanese companies have restructured their occupational pension arrangements. The nature of these efforts can be explained with reference to existing institutional complementarities with the economic system on the one hand and changes in the cost–benefit calculations of employers, employees and the civil service on the other hand. Whereas complementarities, especially with human resource management factors, have ultimately defined the limits of these changes, an actor-centered analysis helps to explain the particular nature of changes within these boundaries.

Defining advancement career paths and succession plans: Critical human capital retention strategies for high-performing advancement divisions

There are many factors that can influence whether a highly talented staff member will build a career within an institution or use it as a stepping stone. This article defines and explores the notions of developing career paths and succession planning and why they are critical human capital investment strategies in retaining the highest performers in advancement divisions. The article discusses how developing career paths and engaging in succession planning is a long-term human capital investment with a powerful return. The article will give advancement managers the rationale to develop career paths and succession plans for their highest performers and for sustaining high performance advancement divisions.

Health and Productivity as a Business Strategy: A Multiemployer Study

To explore methodological refinements in measuring health-related lost productivity and to assess the business implications of a full-cost approach to managing health. Health-related lost productivity was measured among 10 employers with a total of 51,648 employee respondents using the Health and Work Performance Questionnaire combined with 1,134,281 medical and pharmacy claims. Regression analyses were used to estimate the associations of health conditions with absenteeism and presenteeism using a range of models. Health-related productivity costs are significantly greater than medical and pharmacy costs alone (on average 2.3 to 1). Chronic conditions such as depression/anxiety, obesity, arthritis, and back/neck pain are especially important causes of productivity loss. Comorbidities have significant non-additive effects on both absenteeism and presenteeism. Executives/Managers experience as much or more monetized productivity loss from depression and back pain as Laborers/Operators. Testimonials are reported from participating companies on how the study helped shape their corporate health strategies. A strong link exists between health and productivity. Integrating productivity data with health data can help employers develop effective workplace health human capital investment strategies. More research is needed to understand the impacts of comorbidity and to evaluate the cost effectiveness of health and productivity interventions from an employer perspective.

Steps Toward Independence

The Family Development Center (FDC) is an important local welfare reform demonstration located at Lafayette Courts, one of Baltimore, Maryland's largest public housing developments. The FDC approach consists of bringing an array of services on-site and coordinating the delivery of these services to address the myriad of problems facing poor families. To determine if the program was beginning to meet its goal of achieving family economic independence, an evaluation was conducted to investigate the program's early effects during its first 2 years of operations. Using a quasi-experimental design, examining both primary and secondary data, and incorporating a multivariate strategy, the research found that the FDC was successful at increasing participation in programs designed to increase people's labor market participation and earnings. Participation in the FDC was accompanied by increased educational aspirations, higher self-esteem, and a greater sense of control over one's life. Importantly, families'economic circumstances were not altered by participating in the FDC in its early years. On the contrary, employment among non-FDC participants increased, whereas that of FDC participants de clined This research found that higher levels of participation in education programs explained lower rates of labor market participation by FDC participants, suggesting that human capital investment strategies, like the FDC, may not lead to economic gains over the short term. But if investment in human capital brings with it increased economic returns, the accompanying absence from the labor market may indicate a longer-term payoff. This suggests that a longer amount of time will be necessary to determine if the FDC is able to help families become economically independent.