Human capital is a set of competencies, knowledge, abilities, skills used to meet the diverse needs of an individual and society as a whole, as well as social attributes of an individual, including creative, cognitive abilities, embodied in working abilities.
Human capital is seen as an activity that cannot be delegated to third parties. Human capital cannot be sold or transferred to others.
The term “human capital” was first coined by Theodore Schultz.
According to Theodore Schultz, “one of the forms of capital is education, it is called human because this form becomes part of a person, and capital is due to the fact that it represents a source of future satisfaction or future earnings, or both together.” Schultz later expanded his theory as follows: “Consider all human abilities as either innate or acquired attributes... that are valuable and that can be developed with appropriate investment will be human capital.”
Classification of human capital:
- individual human capital – individual level;
- human capital of an organization (firm) – micro level;
- regional human capital – meso level;
- national human capital – macro level;
- supranational (global) human capital – global level.
Human capital provides for a multi-level development model. Lower-level human capital originates in the cognition, learning, skills, behavior and other characteristics of individuals. Individual human capital produces knowledge and innovation. Then individual human capital is strengthened by interaction with the environment, and manifests itself as human capital of a higher level as a collective phenomenon - the human capital of an organization, national human capital, supranational human capital. At the same time, the collective phenomenon of human capital is manifested and at the same time remaining part of individual human capital.
Individual human capital, in contrast to collective human capital (human capital of an organization, national human capital), is a non-renewable source.
Individual human capital it is an economic type of talent that includes the inherent personal qualities of a person, tied to his body and accessible only through his own free will, for example:
- physical and mental health;
- knowledge, skills, abilities;
- natural abilities, ability to set moral examples;
- education;
- creativity, inventions;
- courage, wisdom, compassion;
- leadership, indescribable personal trust;
- labor mobility.
In a narrow sense, the value of individual human capital can be described through the formula:
Where,
Zi – human knowledge;
Ui – human skills;
Oi – human experience;
AI – human initiatives.
The intellectual, emotional and motivational skills that individuals possess determine their potential and importance in society or an organization. Each of these elements of individual human capital contributes to success not only in a person's professional life, but also in a person's personal life.
The skills that a person acquires are a form of capital—individual human capital. Skills are acquired through intentional investments in education. Human capital theory views education as a commodity that must be used for economic gain. Individual human capital includes expenses and investments for obtaining education and maintaining health, which leads to an increase in the productivity of the bearer of this human capital.
The relationship between knowledge and individual human capital can be understood if a person realizes that capital is formed through investment. Investments in human resources are intended to increase productivity and the ability to earn more.
The cost of individual human capital in in a broad sense is determined by the formula:
Where,
CCi – the cost of individual human capital;
PSi is the initial cost of individual human capital;
SUZi=γ1× PSi – the cost of outdated knowledge of individual human capital;
SPZi=γ2× PSi – the cost of acquired knowledge, skills of individual human capital;
SIi is the cost of investment of individual human capital;
SZNi=γ3×PSi – the cost of tacit knowledge, abilities of individual human capital;
γ1, γ2, γ3, γ4 - weighting coefficients determined by experts.
Knowledge quickly becomes outdated, so it is important for a person to constantly acquire and apply useful knowledge. People accumulate knowledge and skills, which are considered one of the main forms of capital in the modern economic system. Analyzing the components of formula 2 of individual human capital, we come to the conclusion that the amount of human capital depends on the production of knowledge.
- knowledge embodied in physical tools, machines, developments, research, that is, accumulated knowledge that becomes obsolete over time;
- knowledge embodied in individuals for the purpose of obtaining education, qualifications, and acquiring skills;
- non-embodied (implicit) knowledge, for example: books, textbooks, instructions, guides.
Knowledge transfer helps increase human capital. Knowledge transfer includes components such as the source (sender) of knowledge, the recipient of knowledge, the relationship between the source and recipient of knowledge, the transmission channel, and the overall context. Knowledge transfer occurs at the individual level, micro level, meso level, macro level and global level.
Human capital of the organization (enterprises, firms)
Knowledge within the organization is used to ensure innovation, productivity, quality and is a determining component for winning the competition in finding customers, technologies, technical solutions, specialist knowledge, financing, which creates intangible advantage. The knowledge economy, the dynamics of the development of organizations and local systems are based on the exploitation of cognitive and intangible resources and intangible objects. An intangible advantage is formed by the assortment of attributes of an enterprise's intangible assets.
Human capital refers to the intangible assets of an organization, which do not have a physical form, but at the same time have a certain value for the organization. Human capital turns into organizational assets. Human capital is not fungible. In an organization, individual human capital shapes the corporate culture and environment. Human capital is inherent in people and cannot be owned by an organization.
The concept of human capital of an organization (firm) can be interpreted in different ways. This can be a resource that belongs to the organization - ideas, technologies, know-how, equipment, scientific research, job descriptions and so on. . On the other hand, human capital is the wealth of an organization in relation to the qualifications of its personnel. An organization's human capital is created through employees, their innate and acquired knowledge, skills, abilities, talent and competencies. Therefore, the human capital of an organization represents the total value that the company’s employees create in accordance with their knowledge, skills, capabilities, using the organization’s resources.
The formation of human capital of an organization is carried out using the following methods:
- acquisition (selection and hiring);
- attraction and retention;
- development and training;
- merger and (or) acquisition.
Ways to increase the human capital of an organization:
- trainings;
- performance monitoring;
- direct communication;
- certain job responsibilities;
- motivation.
The most common professional development tool is employer-provided training.
The cost of human capital of an organization (firm) depends on the category of employee (unskilled and skilled workers, creative specialists, managers, etc.). The value of an organization’s human capital is influenced by: high professional competence, intellectual and creative potential, ability to perceive innovations and be a participant in innovations, adaptability to rapidly changing production conditions, mastery of several specialties, professional mobility, responsibility, personal characteristics. The cost of an organization's human capital is probabilistic in nature.
An organization's human capital has a value that must only be understood in economic terms. This type of value does not take into account the importance of the individual to family, society, or other aspects of one's social network. The primary focus of an organization's human capital value is strictly on the skills, knowledge and experience that an individual possesses and how much these assets are worth in relation to a particular employer. An organization's human capital creates other forms of capital.
An example of how a person acquires human capital is the professional training of athletes. Often, an athlete begins the process of preparing for a sports career by learning the basics of this sport: receiving an education, participating in sports events, and gaining experience in a particular sport. Assuming that the combination of knowledge, talent and experience is sufficient, then the athlete is offered the opportunity to play professionally, where he gains additional experience. This entire process has economic value because the athlete's human capital is this species sport increases, and this leads to sporting achievements (results) in various competitions. The value of such an athlete’s human capital increases as a result of his performance, and he becomes a salable “brand.”
The human capital of an organization (HC) can be represented as the sum of the individual human capital of the employees of this organization:
An organization's human capital is a source of competitive advantage and includes collective competencies, know-how, innovation, organizational procedures, intelligent technologies, corporate culture and relational capital. Armstrong identifies the three most important factors in achieving competitive advantage: innovation, quality and cost of leadership, but all of these depend on the quality of the organization's human resources. In the modern economy, the very existence and development of an organization depends on its innovativeness.
Human capital, as an asset of an enterprise, needs accounting.
The reputation of the organization and the employer brand influence the attraction of human capital to the company. Human capital may leave the organization in search of better opportunities for the work environment, training and development, for better evaluation and recognition.
Regional human capital
Currently, human capital is the main factor in the socio-economic development of the region.
The economic development of the regions should include the formation of a “resource portfolio” that ensures the growth of the competitiveness of the regional economy due to (see Figure 1):
- investments;
- innovation and technology;
- accumulated funds.
Figure 1. Stages of growth of competitiveness of the regional economy.
The economic success of a region depends on the population living in a given territory, the capabilities of regional human capital, and the level of unemployment. In regions with high unemployment rates, there is an outflow of labor, and as a result, a decrease in regional human capital. At the same time, dynamically developing regions experience a shortage of labor resources. On January 1, 2015, the labor mobility program for Russians is being launched, for which 6 billion rubles are planned to be allocated from the federal budget in the next three years.
The property of human capital mobility is used in regional labor markets for intraregional movement of human capital. The mobility of the regional population is due to economic and social reasons. Most household families at the regional level support the migration of their grown children to large cities to study, search for higher-paying jobs, and labor mobility.
Intraregional migration of human capital does not require the cost of moving the whole family, and reduces tension in the labor markets of underdeveloped and depressed territories and single-industry towns in the region. Educational and labor migration of human capital within the region reduces pressure on the regional labor market. IN modern conditions labor migration of highly qualified workers is an important source of human capital accumulation, ensuring prosperity and economic growth in the region. Population mobility is modernizing the economic space of the region. With increasing mobility of the population, the unemployment rate decreases, and this leads to a change in the demographic structure of the region.
The human capital of the region is based on public consciousness and socio-political development. Regional human capital is assessed as the share of the population with a certain level of education in total economic activity, income or output per capita. The knowledge and skills of the region's people are a key contribution to the region's business competitiveness and ability to grow in the future. The importance of a region's human capital is reflected in the depth and breadth of education, training, qualifications and professions of the region's population.
The effect of human capital at the regional level depends on economic indicators:
- impact on the productivity of the region in the area of employment;
- expanding employment opportunities for individuals endowed with a certain level of individual human capital.
The effect of regional human capital depends on the level of wages in the region, the migration of university graduates to economically developing regions, the migration of students, the creation of local developing agglomerations, and the development of the region's infrastructure.
The pattern of student migration is observed from places of permanent residence to places with a higher level of education and subsequent first employment after receiving higher education. The flow of applicants to universities largely depends on the economic or innovative characteristics of the region. Migration of human capital contributes to the production of regional knowledge. The regional knowledge base plays an important role in attracting university graduates into local employment. The regional university system promotes the growth of the local regional knowledge base.
The region's innovation indicators are directly related to the number of university graduates remaining in the regional economy. Innovative regions that demonstrate significant regional knowledge assets tend to demonstrate a rich pool of skills, ideas and technologies, cultural environment, and business development. Skills, ideas and technologies are embodied both in the human capital of the region's workforce and in the physical capital of the region's population.
The deficit in regional human capital is a factor in reducing investment in the region's economy, and as a consequence, economic decline. Retaining professional and highly qualified personnel is one of the problems of retaining regional human capital. Globalization and dynamically developing regions influence the outflow of talent from less developed regions.
Innovative regions create a dynamically competitive economic environment that shapes the market. The presence of regional knowledge assets through local universities and research institutes ensures the innovativeness of the region. Local research develops regional business structures and generates a local workforce.
National human capital
Demography makes strict demands on future trends in the development of the national labor market and national human capital. The age structure of the population is shifting towards an increase in the number of people older than working age. The working age population is declining. These trends lead to a significant increase in the demographic burden on the working-age population.
National human capital is the human capital of a country, which is an integral part of its national wealth. The condition for the accumulation of human capital is a high quality of life. The development of human capital and improving the quality of life is significantly based on the implementation of national projects. Human capital is the ability of the population to ensure economic growth.
National human capital includes:
- social capital;
- political capital;
- national intellectual priorities;
- national competitive advantages;
- natural potential of the nation.
Increasing national competitiveness is a complex task, the success of which is determined by the development of human capital, economic institutions, the implementation and strengthening of Russia’s existing competitive advantages in the energy and raw materials industries and transport infrastructure and the creation of new competitive advantages associated with the diversification of the economy and the formation of a powerful scientific and technological complex and economy knowledge
National human capital is part of innovative (creative) labor resources, accumulated competitive and highly productive knowledge, an innovation system, intellectual capital and innovative technologies in all spheres of life and the economy, as well as the quality of life, which together ensure the competitiveness of the country’s and state’s economy in world markets in conditions of globalization.
National human capital is measured by its value, calculated by various methods - by investment, by the discounting method and others. The value of national human capital is calculated as the sum of the human capital of all people.
National human capital makes up more than half of the national wealth of each developing country and over 70-80% of the developed countries of the world.
The characteristics of national human capital determined the historical development of world civilizations and countries of the world. National human capital in the 20th and 21st centuries was and remains the main intensive factor in the development of the economy and society. National security of the Russian Federation is achieved through the development of a national innovation system and investment in human capital.
Tax incentive measures aimed at supporting investment and human capital development in Russian Federation:
- providing benefits for personal income tax;
- tax incentives for investment;
- support for production modernization;
- simplification of tax accounting and its convergence with accounting.
Supranational (global) human capital
Globalization refers to the free, natural movement of all resources: capital, goods, technology and people. The globalization of the economy forms a supranational, global level of human capital development. Globalization provides the opportunity to access new pools of human capital around the world. The mobility of human capital and talent across national borders creates a risk of economic growth for organizations, regions, and countries that leave the pool of human capital. Global mobility of human capital within global corporations and companies increases their economic returns. Cross-border migration of skilled labor over the next 20 years could lead to increased unemployment and social unrest.
Global human capital is the combination of education, experience, personal qualities and competencies that are represented in the workforce around the world that contribute to the development of the global economy. The concept of workers as important assets that have measurable economic value has led to development policies by international organizations in less developed countries. Much of international law revolves around workers' rights and the recognition of the importance of creating high value human capital for the health and stability of a country. The most competitive human capital is labor from China, India, and South Korea.
Analysts and international economic development organizations evaluate the potential of developing countries and the success of investment efforts through economic indicators such as the rate of human capital formation. The rate of formation of human capital is determined through the “Human Development Index” (HDI), which includes information on life expectancy, level of education and average personal income.
The concept of global human capital compares and evaluates labor force indicators in different countries. The globalization of human capital stimulates organizations to innovate and transform human capital management practices.
The formation of human capital in any country can be carried out through investments in education, the healthcare system, and strengthening conditions family life, civil rights.
Features of human capital
1) Unlike physical capital, human capital is not transferred; it is directly related to the person who bears it. The owner of human capital in a free society can only be the person himself.
2) This form of capital can also depreciate in a special way if, for example, its owner becomes ill, and is completely lost upon the death of the owner. This makes investing in human capital much riskier than investing in physical capital.
3) The inability to “transfer” it is also associated with the inherent dependence of human capital on the desires of its owner. Based on his tastes, life values or preferences, a person can use the capital contained in him with varying degrees of productivity. The productivity of the available amount of human capital (if it can be measured at all) will vary depending on the individual's propensity to use it. In reality, there may be a large discrepancy between the stock of human capital that the population has and the amount used in the labor market.
4) The size of investments in human capital is very difficult, if not impossible, to estimate. Unlike physical capital, the value of which can be calculated directly, human capital is assessed indirectly - by the value of future income. How to estimate these future earnings and, accordingly, calculate the real cost of investing in human capital is a serious empirical problem. It is also difficult, almost impossible, to determine the exact amount of human capital.
5) Unlike physical capital, investment in which is usually made only for the purpose of developing production, funds invested in human capital can be partially used unproductively. Thus, the costs for it cannot be fully attributed to investments. For example, most students studying history, fine arts and literature do this not only and not so much in order to increase the productivity of their work. All this makes it difficult to calculate the cost and return on investment in human capital.
Features of human capital can be presented in Figure 10.2
Figure 10.2 - Features of human capital
The similarities and differences between human and physical capital can be summarized in a table
Table 10.1 - Similarities and differences between human and physical capital
Types of human capital are presented in table 10.2
Table 10.2 – Types of human capital
| Type of human capital | Characteristic |
| Biological capital | The value level of physical abilities to perform labor operations, the level of public health. Physical strength, endurance, performance, immunity to disease, long period of work. Consists of two parts: one part is hereditary, the other is acquired |
| Labor capital | Knowledge and professional abilities of a person to perform a specific job. The more complex the work, the higher the requirements for the qualifications, skills and experience of the employee |
| Intellectual capital | Products creative activity, inventions, utility models used for a long time can serve as a source of income. |
| Organizational and entrepreneurial capital | Ability to develop fruitful business ideas, entrepreneurship, determination, organizational talent, knowledge of trade secrets |
| Cultural and moral capital | It is important both for the individual himself and for any company and society as a whole. Everyone is interested in the formation and enhancement of human capital; spend resources on maintaining health, developing culture, and promoting entrepreneurship |
The most important component of the Cheka is labor, its quality and productivity. The quality of work, in turn, is determined by the mentality of the population and the quality of life.
Human capital can be divided according to the degree of efficiency as a productive factor on negative (destructive) and positive (creative) human capital. Between these extreme states and the components of total human capital, there are states and capital components that are intermediate in efficiency.
Negative human capital- this is part of the accumulated human capital that does not provide any useful return on investment in it for society, the economy and impedes the growth of the quality of life of the population, the development of society and the individual. Not every investment in upbringing and education is useful and increases HC. An incorrigible criminal, a hired killer is a lost investment in them for society and the family. A significant contribution to the accumulated negative human capital is made by corrupt officials, criminals, drug addicts, and excessive drinkers of alcohol. And just quitters, slackers and thieving people. And, on the contrary, a significant share of the positive part of the Cheka is made up of workaholics, professionals, and world-class specialists. Negative accumulated human capital is formed on the basis of the negative aspects of the nation’s mentality, on the low culture of the population, including its market components (in particular, work ethics and entrepreneurship). Negative traditions of government structure and the functioning of state institutions on the basis of lack of freedom and underdevelopment of civil society, on the basis of investments in pseudo-upbringing, pseudo-education and pseudo-knowledge, in pseudo-science and pseudo-culture, contribute to it. A particularly significant contribution to the negative accumulated human capital can be made by the active part of the nation - its elite, since it is they who determine the policy and development strategy of the country, and lead the nation along the path of either progress, or stagnation (stagnation) or even regression. Negative human capital requires additional investment in human capital to change the essence of knowledge and experience. To change the educational process, to change innovation and investment potential, to change better side mentality of the population and improving its culture. In this case, additional investments are required to compensate for the negative capital accumulated in the past.
Positive human capital(creative or innovative) are defined as accumulated HC, providing a useful return on investment in it in the processes of development and growth. In particular, from investments in improving and maintaining the quality of life of the population, in the growth of innovative potential and institutional potential. In the development of the education system, the growth of knowledge, the development of science, the improvement of public health. To improve the quality and availability of information. CHK is an inertial productive factor. Investments in it yield returns only after some time. The size and quality of human capital depend, first of all, on the mentality, education, knowledge and health of the population. In a historically short period of time, you can get a significant return on investment in education, knowledge, health, but not in the mentality that has been formed over centuries. At the same time, the mentality of the population can significantly reduce the transformation rates of investments in HC and even make investments in HC completely ineffective.
Passive human capital- human capital that does not contribute to the country’s development processes, to the innovative economy, and is aimed mainly at its own consumption of material goods.
Elements of human capital are presented in Figure 10.3
The theory of human capital has accumulated sufficient scientific tools to clearly define the essence, content, types, methods of assessment and regulation of this active part of the capital of any enterprise. The issue of human capital is widely discussed in scientific, applied and educational literature. Human capital as an economic category has become one of the general economic core concepts that makes it possible to describe and explain many economic processes through the prism of human interests and actions. The composition of productive forces and capital, education and income distribution, economic growth and national wealth are adequately reflected in economic science using the category “human capital”.
In economics, human capital is understood as a person’s stock of knowledge, health, skills, and experience that are used by an individual to generate income. It should be noted that this is not just the totality of knowledge and abilities that a person possesses. This means that under the concept of “human capital” you need to see:
Acquired stock of knowledge, skills, abilities;
That it is advisable to use this reserve in one or another area of social activity, and this contributes to the growth of labor productivity and production;
That the use of this stock leads to an increase in earnings (income) of this employee in the future by refusing part of current consumption;
That increased income promotes employee engagement, and this leads to further investment in human capital;
That human abilities, talents, knowledge, etc. are an integral part of every person;
And that motivation is a necessary element for the process of reproduction (formation, accumulation, use) of human capital to be fully completed.
Features of human capital:
in modern conditions, human capital is the main value of society and the main factor of economic growth;
the formation of human capital requires significant costs from the individual himself and the entire society;
human capital in the form of skills and abilities is a certain reserve, i.e. may be cumulative;
human capital can physically wear out, change its value economically and be depreciated;
human capital differs from physical capital in terms of liquidity;
human capital is inseparable from its carrier - a living human personality;
Regardless of the sources of formation, which can be state, family, private, etc., the use of human capital and the receipt of direct income is controlled by the person himself.
The pioneers of human capital as an integral concept, T. Schultz and G. Becker, paid special attention to investments in human capital and assessment of their effectiveness. This is understandable, since investment of funds turns a resource into capital, making a simple good a capital good. Investments in improving human abilities lead to increased labor productivity and increased income, incl. to an increase in employee earnings. This means that reproduction and cumulative accumulation of income occurs with the help of human abilities, which turns them into a special form of capital.
L. Thurow, who summarized the first studies of human capital as an initial concept, gives the following definition: Human capital of people represents their ability to produce goods and services. This definition preserves classical tradition to recognize the importance of the role of work abilities. But among the abilities L. Thurow identifies a genetically basic economic ability. Economic ability, he writes, is not just another productive investment that an individual possesses. Economic ability affects the performance of all other investments. This implies an important point about the need for unity of life activity as a source of formation and accumulation of human capital.
Analogies with the capitalization of material assets made it possible to overcome mistrust in the unusual concept of “human capital.” I. Ben-Poret wrote that human capital can be considered as a special fund, the functions of which are the production of labor services in generally accepted units of measurement and which in this capacity is analogous to a machine as a representative of material capital.
However, human abilities as a capital good are significantly different from the physical properties of machines. F. Machlup proposes to distinguish between primary and improved abilities. Unimproved labor, he writes, must be distinguished from improved labor, which has become more productive thanks to investments that increase the physical and mental abilities of a person. Such improvements constitute human capital. Subsequently, Western scientists discussed the composition and structure of human abilities, which are profitable to capitalize, and determined the sequence and return on investment in human capital.
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Introduction
The relevance of the topic lies in the fact that the effective use and improvement of human capital is a priority in most countries of the world. It is human capital that contributes to the growth of the quality of life and the efficiency of the national economy. Human capital plays a major role in the country's economy.
It is possible to increase production and increase competitiveness through the development of human capital, which in turn will contribute to economic growth. The transition to an innovative path of development of the country without attracting human capital is impossible.
Thus, based on the relevance of the issue, the topic was chosen for consideration: “The theory of “human capital” and human resource management of the organization.”
Object of study: current state human capital of Russia.
Subject of research: the theory of “human capital” and human resource management of an organization.
Purpose of the study: to explore the theory of “human capital” and human resource management of the organization.
Research objectives:
Methods and means of solving problems: analysis and processing of scientific sources; analysis scientific literature, manuals and textbooks on the problem under study.
Degree of development: the problem is sufficiently covered in scientific and educational literature domestic authors: Kolganov A.I., Buzgalin, Vesnin V.R., Bylkov V.G., Zhulina E.G., Lemanova P.V., Suslova O.V., Savchenko P.V., Fedorova M.N. , Mineeva N.N., Neganova V.P., Vasilyeva A.N., Soboleva I., Ermakov Yu.V., Pashkus V.Yu., Mannapov R.G., Beresheva L.A., Lozhko V. IN. Kurgansky S.A.
Structure of the work: definitions, introduction, main part (two chapters), conclusion, list of sources used.
1 . Coverage of the theory of “human capital”, human resource management of an organization
1.1 Essence, concept and characteristics of human capital
human capital personnel
The definition of “human capital” owes its origin to the obvious similarity in the form of reproduction with the usual term “capital”. In both cases, long-term expenditure of funds is implied to recreate certain factors, which are then used productively and provide a return on the invested funds. Human capital (the terms “cultural” or “intellectual” are also used) provides, when used, a production effect that exceeds the cost of its creation.
However, the differences between capital and human abilities for creative activity are enormous, in order to justify combining them into the general class “capital”.
It is necessary to begin with the fact that the definition of “capital”, no matter how it is interpreted in different directions of economic theory, should be interpreted as a fundamental fact of the use of capital by a person in the process of activity (entrepreneurial or labor). Obviously, this interpretation of “human capital” is no longer suitable.
Human abilities, unlike capital, are not some kind of inert potential that requires, for its productive use, an external human active force. On the contrary, a person’s abilities for creative activity act as a necessary condition for the productive use of capital.
A person regularly forms his creative abilities and then uses them long before the end of the process of their formation. Accordingly, the cycle of advances of funds extends over the entire period active life person. In addition, the very process of using a person’s creative abilities is at the same time a process of their improvement, which cannot be said about the material components of capital - they only wear out in the process of use.
Human capital in a general sense is a set of personal, psychological and sociocultural qualities of employees: skills, knowledge and abilities for conscious actions, systematic development and improvement, i.e. it is essentially intellectual capital.
Thus, human capital has the peculiarity that it does not wear out, as in the usual case, but increases and is preserved as it is used (due to the acquisition of new knowledge and experience).
The following types of human capital are distinguished:
Transferable (general) as a set of theoretical or fairly practical universal knowledge that an employee possesses;
Non-movable (special), which refers to the specifics of the work and knowledge of people, their personal connections, trust in management and culture of communication.
This type of human capital exists exclusively within a particular organization.
Main characteristics of human capital:
Structure and number of personnel;
The physical and spiritual health of its carriers, which ensure their normal working capacity;
Experience, knowledge and qualifications;
Social and industrial activity;
Cultural and personal orientation;
Civil responsibility.
Thus, in economics, human capital is understood as a person’s stock of health, knowledge, experience, and skills that are used by an individual to generate income. It should be noted that this is not just a set of abilities and knowledge that a person possesses.
The main components of human capital are presented in (Fig. 1).
Figure 1 - Components of human capital
Thus, the definition of “human capital” must mean:
1. acquired stock of skills, knowledge and abilities;
2. a reserve that is advisable to use in one or another area of social activity, and this contributes to the growth of production and labor productivity;
3. the use of this reserve leads to an increase in income (earnings) of this employee in the future by refusing part of current consumption;
4. income growth will contribute to employee engagement, and this leads to subsequent investment in human capital;
5. human talents, abilities, knowledge, etc. represent an integral part of every person;
6. motivation is a necessary element for the process of reproduction (accumulation, formation, use) of human capital to be fully completed.
1.2 History of the origin and characteristics of the theory of “human capital”
At the moment, the theory of human capital is one of the widespread and popular theories that reveal the essence of the reproduction of labor potential. The theory of human capital shows the dependence of the income of enterprises, individuals and society as a whole on both natural and acquired abilities of people, their abilities, knowledge and skills. Key Point This theory was formulated by A. Smith. In its entirety, this theory of human capital was formed in the second half of the twentieth century.
One of the founders was G. Becker, awarded the Nobel Prize in Economics, his publications: article “Investment in Human Capital” (1962); monograph “Human Capital: Empirical and Theoretical Analysis” (1964).
The theory of human capital is explained by both subjective and objective factors. Objective changes are those that have occurred in the structure of the total employee. Subjective factors of the widespread popularity of the methodology of neoclassical analysis, which are presented by modern Economics.
The emergence of the theory of human capital means a subsequent expansion of the scope of use of this methodology, that is, the spread of market criteria and assessment principles for the analysis of various phenomena of social life. Any theory of “human capital” develops in the confrontation of ideas, ideas, concepts and views. Lemanova P.V. considers human capital as a system of human economic activity that accumulates human energy forces.
Suslova O.V., proposed her interpretation of human capital - this is the totality of the abilities of an individual “infidel”, argues that human capital - this is a special form of capital, which is represented by a system of abilities and needs interacting in the process of an individual’s activity.”
As is known, the theory of human capital is formalized in strictly scientific theory, and then developed Becker G. and Schultz T. Significant contributions to the development and establishment of this theory were made by Weisbord B., Mintzer J., Denison E. and many other scientists. The first ideologists of the theory of human capital are overwhelmingly representatives of the Chicago school of neoclassical economic thought. It is because of this that human capital theory was developed from the very beginning. and today it is developing abroad mainly within the theoretical and methodological framework of the named school.
Authors who go beyond the basic postulates of the neoclassical theory of human capital increase the potential of other concepts - human development, human resource management, etc. - without revising, but generally agreeing with established views on human capital.
The definition of human capital is necessary and advisable to expand and clarify, but all this should be implemented within the framework of the theoretical and methodological constructs and concepts of the Chicago school of neoclassics.
Following the classics political economy The theory of human capital Mainstream often considers human capital as a certain property and quality inherent exclusively to a specific person. Let us recall here that already Say J.B., Smith A., List F., Senior N., Mill J. St. and others believed that the productive abilities and qualities accumulated and acquired by the individual constitute fixed capital.
According to the second definition, human capital is investments that are aimed at forming the totality of those human qualities that develop his ability to generate increasing income and productive forces. Including, Mankiw N.G. believes that human capital represents “the accumulated investment in the training and education of people in the process of work.” And in this approach, as you can see, the personality of a person and his productive qualities are important - since they are formed by investments, their implementation ensures an increase in income in the process of economic activity.
Mainstream human capital theory investigators always emphasize that the properties and qualities that a person has accumulated are inseparable from his personality; they are an inalienable personal property of a certain individual.
It is the inseparability of the components of human capital from the personality of its bearer that is one of the main limits for expanding the interpretation of this capital. Considering the above, it is difficult to support those domestic authors who share the idea of the existence of “inalienable” and “alienable” types of human capital, since this kind of idea is evidence of a departure from the original postulate theories of human capital about the object and subject of human capital.
Vasilyeva A.N. as a component of human capital The organization considers “relationship capital,” which includes relationships with: shareholders, government authorities, business owners, suppliers and consumers, employees of related departments, and colleagues.
In the neoclassical approach of the theory of human capital, a person is an economic subject, that is, a profit maximizer in conditions of limited means, rationally used by the latter. In the process of making decisions about the direction of investment, each of the maximizers necessarily compares the marginal rate of return from alternative investments. Human capital is an alternative asset to other types of capital.
The modern understanding of human capital is based on an expanded interpretation of capital, going back to the views of Fisher I. Fisher I. considered capital to be everything that corresponds to the ability of capital to accumulate and generate income over time. It is because of this that many theorists currently consider capital as a special form of all human knowledge and abilities, skills and abilities, talents, which: for improvement and formation and improvement always require significant and varied costs that have a monetary value; have the ability to accumulate and are a certain reserve; Ultimately, the owner provides the owner with a higher future income relative to alternative investments due to sacrifices in current consumption.
Initially ideologues theories of human capital were mainly based on the goals of the market and production nature of the use of human capital. It is obvious that income with this formulation of the question can steadily increase as human productivity increases. It follows that everything that is in direct connection with increasing the efficiency of hired labor is human capital .
Subsequently, under the influence of the latest scientific achievements in the theory of human capital, such an extreme point of view was abandoned. In particular, scientists have identified other channels of relationship between human capital and income. With the development of productivity theory, the phenomenon of productivity growth, the types of returns from this growth and methods of assessment have become clearer. That, for individual wage workers, the benefits of productivity growth began to be reflected not only in wage rates, but also in stability and levels of employment, in the level of satisfaction with the work performed, in employment opportunities. Thus, based on numerous studies, it has been confirmed that the productive abilities of an individual are determined both by acquired skills, knowledge and abilities, and by inherited properties (“natural abilities”).
As a result of agreement with these and other intellectual innovations, many supporters of the theory of human capital began to share the view that human capital is a complex combination of qualities and properties of an individual (both acquired and innate), which have not only a direct, but also an indirect impact on the productivity of an individual .
As you can see, it is quite possible to expand the interpretation of human capital, both through deepening the understanding of productivity, consequences and factors of its growth, and on the basis of clarifying those properties and qualities of the individual that indirectly or directly contribute to the growth of productive forces. All this is nothing more than an expansion of ideas about the internal structure of human capital. However, here too it is necessary to be especially careful and not to confuse human capital with other phenomena, including “human potential”. Even authors who remain within the framework of the neoclassical economic approach to man try to distinguish between the latter.
Thus, based on the above, the definition human capital (like any scientific definition) needs further clarification. Everywhere, in this case, and even more so with its absolute revision of the interpretation of human capital, one should not go beyond certain limits.
1.3 Organizational human resource management
Currently in practice and in scientific publications Various definitions and concepts are used that relate to people management in organizations. The most commonly used were: “ HR management", "HR Management", "Human Resource Management" and "Personnel Management". All of them relate to managing people’s behavior in the process of labor (business, production) activities; synonyms are more often used, which have different interpretations and attitudes.
The concept of “personnel management” or “personnel management” characterizes a technical and economic, one might say technocratic approach, which boils down to providing the enterprise with personnel of appropriate qualifications, their rational placement, based on production tasks and the focus on their effective use and impact.
At the end of the twentieth century. The definition of “personnel management” has become more widely used, which has different interpretations by authors. So, for example, Shapiro S.A. writes that “personnel management is the process of providing personnel to an enterprise (firm), organizing their rational and effective use, as well as social and professional development.”
This interpretation seems too vague and general. Economists Minchenkova O.Yu. and Fedorova N.V. give the following formulation: “Personnel management of an organization is a purposeful activity that involves determining the main guidelines for working with personnel, as well as the means, methods and forms of managing them.” It is impossible not to note that personnel management in an organization involves not just determining the methods and directions of working with people, but also practical influence on them.
According to the definition of Professor A.Ya. Kibanov, “personnel management is a purposeful activity of the management of the organization, as well as specialists and heads of departments of the personnel management system, including the development of a strategy and concept of personnel policy, patterns, methods and principles of personnel management. Next, the types of activities and functions of personnel management are named, however, in the interpretation of the analyzed definition there is no emphasis on the practical implementation of various developments.
Based on the study of existing formulations and approaches, we propose the following definition: personnel management of an organization is the practical activity of managers to influence and coordinate employees in accordance with developed methods and principles for the implementation of certain works, functions, processes to resolve assigned tasks and achieve intended goals.
In the generally accepted understanding, the content of personnel management consists of the following types of work:
Determining the need for personnel, taking into account the development of the organization, services and volume of production;
Formation of qualitative and quantitative composition (personnel placement, recruitment system);
Personnel policy;
Release, retraining and redistribution of personnel;
System of professional and general training;
Adaptation of employees in the organization;
Incentives and remuneration;
Personnel development system (retraining and training, ensuring professional and qualification growth through career planning).
At the same time, there are other approaches and ideas. For example, researcher Egorshin A.P. defines a personnel management system as a set of methods and principles for personnel management of employees and workers in an organization, including the following subsystems: personnel policy; HR management concepts; personnel assessment; personnel adaptation; personnel placement; training.
In the diverse work with personnel in an organization, it is very important that specific patterns, functions and principles of employee management are important, which, in fact, determine actions, processes, and trends.
According to A.Ya. Kibanov’s definition, “The pattern of personnel management is an objectively existing required connection of phenomena, an internal significant relationship between effect and cause, a stable relationship between phenomena interconnected with personnel management, relationships between people and leaving a significant imprint on their character.” The author considers the following to be the main principles:
Compliance of the personnel management system with the characteristics, goals, trends and state of development of the production system;
Systematic formation of the personnel management system;
The optimal combination of decentralization and centralization of personnel management;
Proportional combination of the totality of system elements and subsystems of personnel management;
Proportionality of management and production;
Required diversity of the personnel management system;
Minimizing the number of management levels.
These patterns do exist, but it must be borne in mind that the level of significance of certain patterns during the development of the national economy, the transformation of the configurations and forms of domestic companies can change noticeably, which is what is observed in reality.
Management principles occupy an important place in the system of working with personnel in an organization. Economists Rudenko G.G., Odegov Yu.G., Babykina L.S. The following fundamental principles of working with personnel are called: professionalism; consistency; scientific character; equality; authority; result orientation; reward. It must be said that such a presentation is completely justified and very laconic. But there are other sets of principles of personnel management.
Considering management functions, it must be said that it is generally accepted to interpret them as types management activities, which include several problems that are solved using special methods, methods, techniques.
The common features of management functions are: homogeneity of the content of work that is performed within the framework of one function; target orientation of these works; separate complex of problem solving. There are specific (special) and general functions. The first include functions that are interconnected with the characteristics of a particular company in a certain industry (sphere) of social production. The second are considered as inevitable in any organization, these are organizational building, motivation, planning and control.
A group of economists define the functions of personnel management as “continuous and actual actions in the context of important areas of this type of activity, focused on meeting the specific needs of the organization.” Moreover, they distinguish 2 groups of functions:
1. Procedural functions of personnel management;
2. Core functions - marketing, controlling, information services and organization of personnel management, which are designed to support procedural functions.
It must be said that this approach reflects modern realities. XXI century In Russia, the concept of human resources has received some recognition, which is characterized by a specific approach to workers and employees as an important resource of the organization, which requires significant investments and increased attention from the management and owners of the company.
Economic thought conceptually approached the definition of “human resources” through the group “human capital,” originally identified by the American scientist T. Shultz and formulated by his followers.
Currently, scientists agree that “human capital is the skills, knowledge, thinking and creative abilities of people, their work culture and moral values.” In other words, “human capital is the productive assets (abilities, health, abilities and skills) belonging to a person that allow him to create income over a specific period of time and the resulting investments in them.”
It is quite important that in this vision there is such an important component as human health, which in many cases can ensure creative longevity and creative activity. Everywhere with education, skills, knowledge, and thinking abilities, the culture and health of the individual should be considered valuable elements of human capital.
To clarify the category of “human resources,” we present here two opinions that deserve attention: the first opinion is that human resources are a set of personal psychological properties and sociocultural characteristics of employees; The second view is that human resources include all the accumulated experience, judgment, knowledge, wisdom of people and appetite for risk associated with the firm. Obviously, these are indeed important, but not exhaustive interpretations.
The human resources of an organization are the totality of all employees who have specific human capital and various organizational and individual socio-psychological abilities (initiative, energy, creativity, efficiency, communication skills, innovation, etc.), ensuring the life and development of the organization.
Formation of human resources;
Use of human resources;
Human resource development.
Figure 2 - Block diagram of the content of human resource management activities in the organization
American researcher Armstrong M. defines human resource management as a logically consistent and strategic approach to managing the most valuable asset of an organization: the people working there, who individually and collectively contribute to solving the organization's problems. Moreover, the emphasis is on the strategic orientation of people management, which is interconnected with the business strategy of the organization. The main feature of the concept is human resource management, which is important due to the fact that it is included in the list of priority tasks and competencies of the organization's top management.
Based on the interpretation of a group of domestic scientists, the concept of human resource management is associated with the transfer of business strategy from immediate reserves of efficiency of production and economic activities (marketing, technological, financial, utilitarian motivation) to deep ones - moral, psychological and sociocultural, which are associated with the implementation of policy social partnership, the demand for skilled labor and the potential of employees who have a high level of social protection at the place of work and material well-being.
British scientists Graham H.G. and Bennett R. note that human resource management is a broader definition than personnel management. The goal of human resource management is to ensure that the organization's employees are used in such a way that the employer can get the maximum possible benefit from their skills and abilities, and the employees can get the maximum possible psychological and material satisfaction from their work.
Guest D. formulated the goals of human resource management more convincingly and clearly:
Strategic integration as the ability of an organization to integrate human resource objectives into its strategic plans;
Increased employee commitment;
High quality of management actions, transferred to the quality of services and goods;
Functional adaptability and flexibility of the organizational structure, which makes it possible to assimilate innovations.
It is required to recognize that the put forward goals are methodological in nature in understanding the essential foundations of the concept of human resource management and clearly demonstrate the fundamental features of its conceptual approach.
Subsequently, it is important to highlight the full focus of human resource management on increasing the final performance indicators of the organization. In this aspect, which deserves attention is the statement of the American researcher R.S. Shuler: “If in relation to personnel the tasks are to attract, motivate and retain employees, then the tasks of human resource management include the following indicators: profitability, survival, competitiveness, workforce flexibility and competitive advantages. While the objectives of attraction, motivation and retention remain important, they are essential as a means of improvement and achieving the bottom line.” Which also represents characteristic feature human resource management concepts. The study of the features of the concept of human resource management helps the authors of this study to assert that the paradigm under study is based to a significant level on the systematic construction, situational nature of actions and strategic orientation.
As is known, the situational approach involves the use of the possibilities of direct application of management science to certain situations. This approach is based on the fact that each organization is unique, its structural departments are also unique, often unique, as well as the types, functions of activities, problems and ways to resolve them. An important premise of the situational approach is that there is no best and only way to implement a particular management task, or functions. “The best methods and concepts can only be selected after becoming familiar with the particular circumstances in which one will have to act.” It seems undoubted that the situational and systemic approaches act as the main methodological foundations for the development of practical actions in both the tactical and strategic aspects of human resource management in an organization.
Thus, employees in human resource management are recognized as a valuable asset of the organization. Human resource management is logically integrated into the system strategic management organization and becomes the core, a key component of the effective functioning and development of the organization. Human resource management is a broader conceptual definition than personnel management; it is not considered as an alternative to traditional management, but only reflects the evolution of this type of management activity. Thus, human resource management appears as a new, more advanced model of personnel management in an organization. The transition from personnel management to human resource management is a natural phenomenon of the modern stage of social development.
Here it is necessary to highlight more important patterns of human resource management of an organization:
Recognition of employees as a key factor in the competitiveness and efficiency of the organization, causing the comprehensive growth of human capital;
Compliance of the personnel management system with the conditions of the external and internal environment;
The development of human resources determines the success of implementing the organization's strategy;
Optimization of the number, competencies and qualifications of the organization’s employees according to the specifics of its activities;
A combination of systematic, strategic and situational management influences.
According to what patterns are the general principles of human resource management of an organization: focus on strategic development employees; professionalization of people management; recognition of the social and economic feasibility of investing in the formation and development of employees; various labor enrichment; improving the quality of working life.
It should also be noted that on the basis of these general principles of human resource management, additional or particular principles can be determined, which are determined by the specifics of the organization’s functioning (size, versatility, scale of activity, etc.). As a rule, management principles should be recorded in the organization's personnel policy.
In the context of Russian transformations and the formation of an innovative economy, the concept of human resource management should receive due recognition as the most effective approach that meets the objective requirements of modern development, clearly emphasizing the installation of systematic, strategic and situational actions and because of which it is most appropriate for many domestic organizations .
Foreign scientists, taking into account the strategic orientation of human resource management, believe that the management of an organization should concentrate on considering the following important issues:
The aggregate size of the organization's workforce in the context of the overall corporate plan;
The amount of funds that should be allocated to training the workforce, taking into account strategic decisions on product price, quality level, production volume, etc.;
Establishing relationships with trade unions for effective management control over the organization as a whole;
Systematic analysis and assessment of the costs and financial benefits of personnel policies;
Assessing the human value of the organization's employees.
Resolution of these issues is indeed required in the human resource management system in a modern organization.
So, taking into account the above patterns, features and principles, as well as Russian conditions, the following should be considered the most important tasks of human resource management in domestic organizations:
Planning the need for employees;
Determining the required investment in human resources;
Weighted selection of personnel;
Effective use of employees;
Fair remuneration and active motivation of employees;
Systematic assessment and analysis of employee performance;
Systematic certification of employees, formation of a reserve;
Flexible regulation of relationships in teams based on the formation of employees’ commitment to their organization and the development of organizational culture;
Creating conditions for employees to be satisfied with their work activities;
Strategic development of human resources;
Mastering methods for assessing the effectiveness of human resource management in an organization and the impact on the final results of operations.
2 . Problems and prospects for the development of human capital in Russia
2.1 Trend in the development of human capital in Russia
The concept of human capital is now based on a strong scientific tradition and is central to debates regarding the subsequent development of health systems, education, the distribution of migration flows, etc. It finds widespread empirical confirmation and has a profound impact on real economic policy in all countries. The Russian Federation also emphasizes the importance of national human capital, which is recognized as an important increase in spending on education, healthcare, advanced training, and improvement of housing and other living conditions of the population.
An understanding of these expenses as a required investment in a person is formed. This approach is being implemented in relevant national projects. In the process of forming human capital, it is necessary to keep in mind that this is a multidimensional economic phenomenon that is heterogeneous, has a complex internal structure, dynamically developing over time, which can be presented not just as individual (personal) capital, but also as social capital different coalitions of individuals. In other words, according to the levels of aggregation this definition human capital needs to be studied both at the micro level (family, individual, organization) and at the macro level (region, corporation, National economy). Moreover, analytically at each level it is divided into relatively independent elements that characterize various economic aspects of people’s activities. It is advisable to call such elements human capital funds, since they form a specific stock that has some potential. If they are updated in the process of producing new income and value, such elements become assets.
Key assets of human capital: intellectual capital; production preparation capital; health capital; mobility capital; business capital; other types.
Let us consider the main promising trends in the development of the national human capital of the Russian Federation.
So let's start with the USSR, which was a leader in some technological and scientific fields, which was due, among other things, to the high general level of mass education, a developed scientific base and extensive applied research, coordinated on a national scale. The country had a significant amount of human capital, and of high quality, adequate to the level and focus of the tasks being solved.
Inherited new Russia two main comparative advantages are developed heavy and mining industries and accumulated human capital. The state had a fairly powerful scientific and educational potential, which in a number of parameters was comparable to the potential of developed countries. Moreover, during the transition period, it was natural resources that became a more intensively exploited component of national wealth, and raw materials industries took the main place in the world economy. At the same time, the human capital sector was unable to maintain its position and met less and less international standards. He suffered especially huge losses in the 90s. The growing structural imbalances increasingly alienated the education system from the needs of the real economy. Over the years of reform, scientific continuity has sharply weakened and the effectiveness of domestic science has fallen.
Innovative, inventive and entrepreneurial activity, which is characterized by significantly low indicators, continues to fall. As a result, the state has become a net importer in those areas that require intensive use of intellectual capital. In general, the available intellectual capital is less and less consistent with the structure, volume and technological level, and most importantly, with the tasks of modernizing the Russian economy. At the same time, a dangerous situation has developed in the area of national health capital. Against the backdrop of a sharp decline in living standards in the 90s. The quality of the population of the Russian Federation has significantly deteriorated, and according to a number of indicators, the state has crossed critical limits. As a result, the already accumulated intellectual capital cannot be effectively applied. Important reasons for these processes were a significant reduction in government investment in national human capital and a lack of incentives for private investment.
In general, an analysis of the dynamics and state of human capital in the Russian Federation over the last two decades is evidence that the problems of its formation, rational use and effective reproduction remain unresolved, even despite the implementation of relevant national projects. Meanwhile, the subsequent transformation of society and modernization of the Russian economy are impossible without a significant supply of high-quality human capital.
Over the past 5 years, a lot has changed both within the state and at the international level, and the impact of these changes on the achievement of the central result of the trend and the development of human potential in the Russian Federation is reflected in the new report, which was presented in October 2010.
The report is a conceptual continuation of several previous national reports, prepared by different groups of independent Russian experts with the support of the UNDP office in the Russian Federation. This document is a scientific and analytical study, the main purpose of which is to monitor the achievement of the central result of trends that are adapted for the Russian Federation, as well as to analyze economic and social trends in recent years. The report, first of all, noted that the Russian Federation has restored its status as a major economic state and confirmed its right to be in the group of world leading countries. Achieving political and macroeconomic stability in the state, which led to renewed interest in long-term problems of socio-economic development. With the help of rapid economic growth in the 2000s. and the increased financial capabilities of the state “geography” of positive social change expanded and they covered the entire state. Indicators have improved both in highly developed and more problematic regions of the Russian Federation, including the income deficit index, maternal and child mortality rates, etc.
However, in almost all regions there was an increase in income polarization and a decrease in the share of income of the poor 20%. The consequence of the economic crisis that began in 2008 is a slowdown in growth or stagnation of human development indicators in most regions of the country.
Thus, one of the main challenges for the Russian Federation is to maintain the positive results already achieved. To overcome the more global challenges facing the Russian Federation and achieve long-term goals, it is necessary to consistently change the institutional environment and the structure of the economy, which is currently formulated as modernization tasks. The problem of effective use and activation of Russian human capital must be resolved by non-economic methods, which requires the political will of the authorities.
2.2 Problems and prospects for the formation and use of human capital in Russia
Currently, the possibilities for developing the state economy and improving the well-being of the population are largely determined by the size of human capital, which, first of all, depends on the presence of a number of conditions for the formation of human capital, which is provided at the right time and at the appropriate level of quality. Increasing your intellectual edge is the key to success. The development of the intellectual factor in the current economic conditions is more effective than, for example, capital-intensive improvements in the organization of various outdated technologies.
Based on the opinion of Drucker P., we can conclude that no matter what material resources the system has, they do not have the ability to multiply on their own. Both the company and the state are developed by the intellect and energy of the people who make them up.
Currently, the problems of development and formation of human capital are coming to the fore. In Russia, human capital is currently not well developed, which is why it is necessary to find methods to increase it. One of the subjects of human capital formation is the household. A household is the socio-economic aspect of the life of a family or individual who carries out production activities, consumption and distribution of goods. Everywhere, the main function of a household is the reproduction of human capital, the initial stage of which is represented as the stage of human capital formation. But, despite this, in the Russian Federation not only is not enough attention paid to the household economy, but there are also a number of factors that impede its effective activities focused on the process of human capital formation, among which the following can be highlighted:
The household is one of the important economic entities and is at the center of economic relations, as a result of which the independence of households in supporting the livelihoods of individuals has sharply increased;
Due to the imbalance of the state budget, the state transferred the bulk of responsibility for providing health, education and housing, and caring for the future generation to households;
Due to the oversaturation of the market for consumer services and goods and services, the labor market, the financial market and paid services, households are faced with the problem of rationality and correct choice of consumer behavior;
The lack of job guarantees, price and income stability, and a sharp decline in the income level of the majority of the population led to a pronounced differentiation of household incomes, with public sector employees in many of the largest industrial organizations and the rural population finding themselves below the poverty line.
The presence of the above factors caused an increase in the protective function of households and a change in the goals of their functioning, among which the main one was survival in conditions of limited income, and not utility maximization, typical for households in developed countries. All this was the reason that at present the Russian household, in terms of its indicators of investment and income in human capital, is incomparable with the indicators of households in developed countries.
Under these conditions, the effective process of forming human capital, the investment potential of which is based on the structure and income of the household budget, becomes problematic.
The foundations of modern knowledge allow us to group important criteria that determine the quality of the process of human capital formation, and therefore the pace of socio-economic development of the state. Which should include:
Professional education that is in demand based on its quality and content;
Developed innovation activities and science;
High level of culture;
Quality of life that meets established state standards;
Decent pension provision and salary;
Reproduction of mental and physical health of the population;
Providing high-quality and affordable medical care;
Rational relationship with nature;
Labor, social and entrepreneurial activity of the population;
Effective public administration.
However, at the moment, the above factors can hardly be attributed to the characteristics that are inherent in Russian reality. Unfortunately, in Russia, socio-economic indicators are far from the level that facilitates the organization of an effective and targeted process of human capital formation, first of all, for which it is necessary to ensure conditions for childbirth and life for children, as well as conditions for the child’s education. The implementation of state policy in this area, first of all, requires the availability of housing conditions, a specific number of maternity hospitals that meet modern requirements, qualified and timely provision of health care services, as well as an effective system of science, culture and education that promotes the development of the child and guarantees his subsequent employment.
Conclusion
While writing the course work, the topic was considered: “The theory of “human capital” and human resource management of an organization.”
The purpose of the study was achieved: to explore the theory of “human capital” and human resource management of the organization.
Research objectives resolved:
Cover the essence, concept and emergence of the theory of human capital;
Explore the essence and concept of human resource management of an organization;
Analyze the trend in the development of human capital in Russia.
Identify problems and promising areas for the development of human capital in the Russian Federation.
In conclusion, we can draw the following conclusion that the prosperity of the Russian Federation largely depends on strategic decisions in the field of human capital management, which is due to the increasing importance and strengthening of the role of humans, which are also characteristic of the innovative type of economy. Human capital is the most important element of the modern economic system, and ensuring the efficiency of its formation is the key to successful functioning, as well as the socio-economic, resource-ecological and scientific-technological development of the state. In this regard, the effective formation of human capital is currently one of the country’s strategic goals.
To resolve existing problems in the process of forming human capital, it is primarily necessary to focus on improving the socio-economic, demographic, cultural and educational conditions of government functioning. Priority directions In order to improve the use of human capital, it should be noted that budget policy is focused on ensuring a high standard of living for the population.
It is necessary to implement a number of measures: to achieve a balanced budget, taking into account the growth of revenues, and not the reduction of expenses; increasing guarantees and rationalization of state financing of the social sphere, health care and education. One should not ignore such an aspect as motivating a person to perform highly productive and high-quality work.
Thus, it is clear that in Russia there are problems that prevent the effective use of human capital, but at the same time there are prerequisites for improving this situation.
Thus, thanks to incentives for employees of organizations and with the right government policies, Russia’s human capital can be used to its full potential.
List of sources used
1. Kolganov A.I., Buzgalin A.V. Economic comparative studies: Textbook. - M.: INFRA-M, 2011. - 746 p.
2. Vesnin V.R. Management - M.: TK Welby, Ed. Prospect, 2012. - 504 p.
3. The theory of human capital - [Electronic resource]. - UGL: http://centeг-yf.гu/data/economy/Teогiya-chelovecheskogo-kapitala.php (accessed November 20, 2014).
4. Bylkov V.G. Components of human capital: issues of theory and practice. News of IGEA. - 2011. No. 6 (80) - P. 109 - 116.
5. Zhulina E.G. Labor Economics: textbook. posb. / E.G. Zhulina. - M.: Eksmo, 2010. - 208 p.
6. Lemanova P.V. The essence of human capital at the current stage of development of society // Tegga Economicus. - 2009. T. 7. No. 3-2. - P. 25 - 28.
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Social essence of human capital
(to the theory of the issue)
Active research on human capital began in the second half of the twentieth century, when American scientists Gary Becker and Theodore Schultz published the first works on it, considering the socio-economic significance of human capital for the growth of the well-being of society and the individual. They actually created the theoretical and methodological basis for the theory of human capital.
G. Becker is rightfully considered the leading theorist and the most consistent promoter of the concepts of the theory of human capital in economic theory. He defined the range of his scientific interests as “an economic approach to social issues" It is in the economic approach to social issues that G. Becker sees a metatheory capable of incorporating adjacent social disciplines as private branches. In his opinion, no other science is able to cope with this task. According to G. Becker, the economic approach is unique in its power because it is able to integrate many different forms of human behavior for the study.
The possibilities of the “economic approach to social issues” associated with human capital were demonstrated by G. Becker using the example of such non-market forms of social relations as discrimination, education, crime, marriage and family relations, family planning, as well as in explaining irrational and alternative behavior, seemingly completely alien to “economic man.”
G. Becker's theory is based on the fact that people as consumers are interested in maximizing their income throughout their lives, and not just in certain short-term periods. The essence of human capital, in accordance with the concept of G. Becker, is knowledge, education and professionalism. The most important characteristic that distinguishes human capital from physical capital is that it (human capital), by definition, is embodied, or materialized, in the personality of the person himself. This means that human capital is the personal and individual property of each person and that he, and only he (the person) is free to dispose of it at his own discretion.
For research into the influence of human capital on the rate of economic growth in the long term, G. Becker was awarded in 1992 Nobel Prize in economics.
Further development the concept of human capital received in the works of the economist T. Schultz. Analyzing the difficult economic situation of underdeveloped countries, he came to the conclusion that improving the well-being of poor people depends not so much on land, technology or human effort, but on the knowledge that people possess. T. Schultz called this qualitative aspect of the economy human capital, giving it the following definition: “All human abilities are either innate or acquired. Each person is born with an individual set of genes that determines his innate abilities. We call the valuable qualities acquired by a person, which can be strengthened by appropriate investments, human capital.”
The theory of human capital proceeds from the fact that it (human capital) is the most important resource of post-industrial society. It represents a certain supply of goods, which, when accumulated, generates income through investment. Consequently, human capital theory assumes a certain relationship between educational level, physical health, quality of training, amount of work experience and wages.
From the standpoint of socio-economic essence, the theory of human capital was developed by such foreign economists of the 50-90s of the twentieth century as P. Rother, R. Lucas, M. Weber, B. Weisbord, J. Mintzer, L. Hansen, N. Blaug, S. Bowles, F. Whaley and others. Their research was mainly related to the study of human capital and its impact on the rate of economic growth of countries and the well-being of the population.
Human capital, as well as production and financial capital, is capable of generating income. There is a clear relationship between the level of education of a worker and his remuneration throughout his entire working life, which reflects the cause-and-effect relationship between education, the level of professional excellence and skills, labor productivity and income of the subject of labor activity. These factors explain the presence of motivation to improve the professional and educational level of an individual.
Human capital “... is a form of capital because it is a source of future earnings, or future satisfaction of needs, or both. It is human because it is an integral part of man."
Economic essence of human capital
(to the theory of the issue)
In economics, human capital is considered as the ability of a subject to work and to participate in production. However, this human aspect is often not taken into account. professional activity, as the attitude of the subject of labor activity and to his duties, the moral and spiritual health of the individual, creativity, competence of the subject of labor activity, etc.
Since the 1970s More and more scientists are coming to the conclusion that the determining factor in the growth of economic competitiveness is human capital as one of the most important sources of economic growth. Therefore, investing in human capital is economically beneficial. It is estimated that every dollar invested in education, for example, generates between $2 and $10 in return. But human capital itself does not bring profit.
The founder of classical political economy, Adam Smith, wrote: “The acquisition of abilities, including the maintenance of their owner, during his education, training or apprenticeship, always requires additional costs, which represent fixed capital, as if realized in his personality.
The American economist Alfred Marshall, using the concept of “personal capital,” noted that “... the motives that motivate a person to accumulate personal capital as an investment in the education of his son are similar to those that govern the accumulation of material capital for his son.” J. Mill writes that the human being itself... is not capital. Man serves the purpose for which wealth exists. But acquired abilities, which act only as a means and are realized only through labor, can rightfully be classified as capital.
Irving Fisher, an American economist, a representative of the neoclassical school of economics, noted in 1927: “The art of mechanics is not an additional wealth in relation to the person himself: a “skilled mechanic” as such represents wealth.”
A person's professional skill accumulates gradually. The process of accumulation of professionalism is conventionally divided into two periods:
– initial (the period of formation of general human capital), including the accumulation of economic thinking skills, learning and mastering the motivation to interact with the means and objects of simple household labor, mastering the basics of social and labor relations in the family, etc.;
– developing (formation of specific human capital) – meeting with one’s profession and accumulating specific knowledge, skills and motivations that allow a person to be active, socialized, morally and financially secure.
From the point of view of socio-economic essence, human capital represents not only the stock of knowledge and production qualities inherent in a person, but also the ability and the opportunity provided to him by the state or company to continuously learn and improve in one or another professional activity.
The real driving force of economic progress is people. People are the only element capable of producing value. Everything else - money, raw materials, factories, equipment, energy - are only factors of production. They are nothing
they do not and cannot add until a person of any qualification (the lowest or the highest) does not use his potential in production activities. People produce surplus value by applying their innate qualities (humanity, degree of motivation for activity), acquired knowledge, competencies and ability to manage tools.
The following example illustrates the role of human capital in everyday life. “A large Russian pipe company installed a new German line, which was supposed to ensure the quality of pipes that meets international requirements. The money spent on its installation should have been recouped due to a sharp reduction in defects (the characteristics of the line provided for no more than 1% defects). However, the line was launched, and the defect rate was 20%. German specialists spent a month understanding the reasons for this failure. It turned out that at one of the intermediate stages, where the norm is to make eight measurements, the meter made only two. Moreover, when the trial began, he was sincerely perplexed at what he was accused of - “why eight, when two are enough.”
Human capital is thus an important factor in economic production activity. The level of development of society within a particular state, as is known, is determined by the dominant types of economy, the established hierarchy of values and interests, and the characteristics of the population (the so-called “human capital”).
So, a person and his abilities for any professional occupation are capital. Labor force is a person’s ability to work (physical and/or intellectual). A person can sell his abilities for a certain fee. Therefore, labor power is a commodity. But despite this, some part of the labor force is still not sold under any circumstances, but remains with the person himself and is his own capital.
Karl Marx notes on this matter: “... a worker cannot convert the capital value of his labor power into specie by transferring it to another.” K. Marx defines human capital as the totality of physical and spiritual abilities that the human body and personality possess and which are put to use by him whenever he produces any use value. Marxist political economy defined “human capital” as the “capital value of labor power”, which is not alienated from the person who is the bearer of this value.
Perhaps for this reason, under socialism in the USSR, with collective forms of ownership of the means of production, it was not possible to manage human capital. Collective human capital is not the property of the employer (company), which means, just like individual human capital, it cannot be an object of purchase and sale. The maximum possible use of human capital for the economic development of society is possible only under capitalism (market economy).
Further development of the theoretical foundations of human capital showed the need and importance of this economic category for an in-depth understanding of the social essence of human capital, aimed at improving the quality of working life.
The social essence of human capital lies in the fact that in the most developed countries of the world, in the 1960–1970s, new forms and methods of improving the quality of human working life were created. The main principles that determine the implementation of this focus are a creative and meaningful approach to the work performed, continuous improvement of qualifications and education of the subject of labor activity, participation of the subject of labor activity in making production decisions, mutual assistance and mutual assistance of team members, the establishment of a harmonious connection between work and the social environment ( work should be socially useful), instilling in the subject of labor activity confidence in his future: not to experience the constant danger of dismissal, to see prospects in his work and not only in the sense of promotion, compliance with labor safety conditions.
The current stage of development of Russian society is characterized by a change in the country's political course. Evaluating the stages passed is characteristic of almost all spheres of human existence. Economics, being one of the central sciences on the development of society, also determines the strategy and prospects for the economic development of the country, including the strategy and prospects for the development of human capital.
Famous Russian economists L. Abalkin, Yu. Andreev, V. Bobkov, N. Volgin, B. Genkin, A. Dobrynin, S. Dyatlov, A. Zhukov, S. Kartashev, R. Moiseev, A. Podberezkin, S. Sobyanin , E. Tsyrenova, E. Yasin and others draw attention to the fact that human capital must have the ability to reproduce. From an economic perspective, this means that expenses spent on the development of human capital should pay off, bringing in even greater income.
Thus, S. Sobyanin, speaking at the Yaroslavl Economic Forum in 2009, noted: “... when we talk specifically about developing social policy, about the development of human capital, then we must understand that there are certain guidelines, certain boundaries and proper dynamics of human development capital. It must be such that the state and the citizens of this state are competitive not only within themselves, but also outside. This most important factor any reform. And, in fact, at all times, requirements for the development of human capital, requirements for social policy are requirements for the survival of society, for the survival of the state.”
Problems of the formation and development of human capital currently occupy one of the first places in politics Russian state. This is due to the fact that the formation and implementation of the economic policy of a socially oriented state requires the provision of conditions for the implementation of smooth and gradual transition processes of social life to a market economy, which can be greatly facilitated by the development of human capital.
The socio-economic essence of human capital in its relationship with government policy can be schematically presented as follows in Fig. 1: The social task of the state and the relationship between human capital and quality working life.
Rice. 1. Social task of the state
and the relationship between human capital and quality work life
Questions and tasks
1. Who and when first began to deal with issues of human capital? How is the concept of human capital connected with the economic approach to social issues?
2. How is the concept of “human capital” defined in the works of economist T. Schultz? Why is human capital a resource of the economy of a post-industrial society?
3. Show the relationship between human capital and the level of education and health of the subject of labor activity. Give examples that reflect the cause-and-effect relationship between them (A. Smith, A. Marshall, J. Mill, I. Fisher).
4. Name driving force economic progress of society. Give examples.
5. How is the concept of “human capital” defined in the works of K. Marx. Formulate, according to K. Marx, the definition of human capital.
6. What is it? social essence human capital? Formulate principles that influence improving the quality of working life.
7. Prepare a discussion on the topic: “The relationship between personality traits and the growth of labor productivity.”
8. Characterize the relationship between the socio-economic essence of human capital and government policy.
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