Human Capital - Science topic

I am going to conduct a qualitative study (in-depth expert interviews) to investigate the challenges and barriers to agri-entrepreneurship in rural areas. Several themes emerged from the data i.e. challenges like economic, social, geographical, marketing, human capital, institutional, psychological, etc. In this scenario, where several themes/variables emerged in a single study, which theory or theories can easily fit into it? Need guidance in this regard. Thanks

How can i use data from large-scale manufacturing firms to calculate how much of the quasi-rents in the firm are distributed to labor and how much to capital? The firm panel data does not include human capital information but has wage and other financial information.

By the third millennium, Talent Management began to develop into a popular concept among business people who increasingly realized the importance of managing Human Resources (HR) as knowledge workers in the midst of dynamic global business competition. What companies do to create value for employees and be able to improve the performance of the company.

Hi, the question I raised here, is a part of the TEEB AgriFood framework project in Uttarakhand. The project started in later half of 2021, it has various components for assessment of capital stocks and their flow in transforming food systems. As a part of larger picture regarding the policy interventions review for organic farming and Agroforestry in Uttarakhand. The study encompasses assessment of human and social capital issues as well, however, its a wider known approach that these components are usually assessed by the various choice experiments and survey methods, but I am looking for some statistical model that can help in using the information obtained in developing the scenarios.

Thanks and Regards !

Hi everyone,

I am working on ATC about the topic: "The impact of entrepreneurship education on entrepreneurial intention and entrepreneurial behavior" used quantitative research and trying to find academic keywords related to "entrepreneurial environment".

Also, I have just found two related theories used to explain above topic are (1) the theory of planned behavior (TPB) and (2) human capital theory.

1. Any keywords refer to "entrepreneurial environment" academically?

2. Any other "theories" could be relevant to the above topic?

I need your support and expertise.

Some recent articles suggest that we need to rethink about JIT because COVID-19 has disrupted supply chains. In my opinion, ability of top management team may play a vital role in the management of JIT post COVID-19. What do you think? Hi! I am an early career researcher. In 2019, I graduated with a PhD in Accounting from Monash University (that too on my birthday!). In my PhD thesis, I argue that human capital (i.e., ability of the top management team) plays an important role in the efficient management of Just-In-Time Inventory. "Findings suggest that managerial ability contributes to efficiency in JIT inventory management with the extent of such efficiency being conditional on the level of discretion granted to managers and the effective monitoring of such discretion", (Ranjeeni, 2019). Please access the link below for more details: https://lnkd.in/gvZxfN3u My apologies for any errors or omissions as this is my first post aimed to generate a conversation on something that I did for my PhD and still think is applicable post COVID-19. Your kind comments, views and experiences will be helpful in contributing towards my learning and future research as an early career researcher. Thank you!!! 🙂🙂🙂 Reference: RANJEENI, KUMARI (2019): Do More Able Top Management Teams Unconditionally Lead to Better Internal Operations? A Case of ‘Just-in-Time’ Inventory Management. Monash University. Thesis. https://lnkd.in/gX-8D5vx #JIT #ManagerialAbility #PhDThesis

I am Arshi Meraj, Assistant Manager-Corporate Relations, Jagran Lakecity University, Bhopal (Madhya Pradesh). For the purpose of my academic PhD dissertation, I am conducting a survey on Employer Branding in Indian Organizations as a part of my doctorate research work. The purpose of this survey is to study the Employer Branding tools adopted by Indian Corporate Sector and also the techniques used by organizations for attracting talent & retaining human capital.

Looking to the serious challenge of sourcing talent round the globe ,we need the views of experienced professionals such as you to evaluate the current status of Employer Branding in India and find measures for strengthening the same. It would be very kind of you to spare your precious time for the same.

Instructions:

1) On a scale of 5 point Likert scale ranging from 1 (strongly

disagree) to 5 (strongly agree) based upon your experience, kindly give your ratings.

2) Please try to answer all the questions in the survey.

I assure you that the responses will be used only in aggregate, wholly and solely for the purpose of research and will be kept strictly confidential.

The survey results will be presented in a reputed Journal and will hopefully be of great use to the Industry in India. We will even mail you a copy of the results very soon.

*Google Form Link: https://docs.google.com/forms/d/e/1FAIpQLSf7DgfsA7elpJ_Z1pCC64ryheyA9GzM_RPVIO_QO8bvQSck3w/viewform

I want a study or research that looks at the sustainable development process as the process of preserving and renewing assets of all kinds, namely natural capital, productive capital, human capital and social capital.

Esteemed Colleagues,

Please what is the most appropriate proxy for human capital? Several papers use different variables:

1) labour force participation rate (I am using this but not sure if that will be correct)

2) education enrolment rate

3) education attainment

4) education index (from UNDP)

5) human capital index (from World Bank)

Your constructive discourse are welcomed in addition to referenced articles too.

Thanks in advance,

Ngozi

Companies that fail to integrate social responsibility into the core of their business miss the opportunities to build organizations with high performance and resilient employees.

Human capital/culture is the fourth pillar of sustainable development since November 17, 2010 when a document is adopted calling on cities and local and regional governments around the world to (a) develop cultural policy and include the cultural dimension in all public policies b) the role of employees/human beings as creators and innovators.

Is it correct to find the partial derivative between endogenous variables?

(For example, is it legitimate to take the partial derivative of the stock of human capital with respect to the stock of physical capital?)

If it is, are there any classic dynamic economics papers that deal with it in this way?

Esteemed colleagues,

I am working on a global sample and I need articles to support EDUCATION as the proxy for human capital. The best indicator would have been the HUMAN CAPITAL INDEX but I cannot find any global data from 1980 to 2019 the reason I am using SECONDARY SCHOOL ENROLMENT.

So, if you have any articles that I can use to justify using EDUCATION, I will appreciate it if you send them to me for citation.

In humble anticipation, thanks!

Ngozi

If artificial intelligence is implemented for the online mobile banking, can this banking segment be deprived of employing human capital altogether?

Please reply

Best wishes

More precisely: How much of the stock of physical capital in the USA is owned by Chinese households and vice versa?

Background: I want to calibrate a simple two country model of the USA and China with mobile capital. To do this, I need data on foreign ownership of physical capital (or bilateral foreign direct investment) between the two countries.

In the model I assume that output Y is produced using physical capital K and human capital H with a neoclassical production function, i.e. Y = F(K,H). I need to know how much of the U.S. capital stock K_usa is owned by Chinese households and how much of the capital stock in China K_china is owned by U.S. households.

Many countries accept skilled workers to increase domestic human capital.

To complement this policy, some countries are enthusiastic about accepting study migrants. They provide international students with the education and induce students to remain in the host country after education. International students tend to build a large amount of human capital in order to get a skilled job in the host country or in other foreign countries after education.

Japan has been limiting the job that foreigners can take to the skilled one. However, we made a major change in the immigration policy in 2018. In particular, we redefined the 'skilled' job. Newly-defined skilled jobs include jobs that do not require high skill.

Given a situation where international students can be employed for the job that is not necessary high skill after education, do they still keep an incentive to build large human capital?

They do not have to study hard to get a skilled job. Even if they did not study well, they may be able to get a job formally in Japan if they are ok with the unskilled one!

Any ideas? I wonder if you have seen any analytical models to examine this issue (of course, this problem cannot be solved fully without an empirical investigation.)

Thank you.

respected scholars,

I'm doing my research on the impact of microcredit on the sustainable livelihood of clients. I tend to measure this livelihood through the five capital assets of sustainable livelihood, namely physical capital, human capital, social capital, financial capital, and natural capital.

can you all suggest to me how and what statistics would be apporopriate for me to use in this research?

Hi everyone!

I´m writing my bachelors thesis and originally wanted to study the effect of tuition fees on socioeconomic/intergenerational mobility. I couldn´t find any suitable theory so I´ll have to figure out a new subject.

I´v now thought about the following themes and would be extremely thankful for recommendations on theory or another interesting subject/viewpoint.

I`ve studied each subject, but am most familiar with economics of education and social/socioeconomic/intergenerational -mobility.

Stay safe!

Br,

Koskelo Sara

I don't quite understand what exactly they did. How do you actually add a random error component to predicted household income?

Many students and employees sometimes have a confusion of both mentioned above terms, HCD and HRM in terms of importance and functions that could help to develop the organizations and workforce in..

Dear Experts in this area, Could you please add your valuable comments and opinions regarding this matter?

Thank You in Advance

Human capital theory studies usually assume that experiences are translated into knowledge and skills. Vocational education is more experiential and experimental.

Education is often seen as an important instrument for civilization and for the building of human capital for development. But there is also criticism. Bryan Kaplan has written a book called ‘The case against Education’ (2018) in which he states that the function of education is to signal good qualities of students and certify one’s intelligence and that it is not to enhance one’s skills. Is that what education really does? Are there other claims against education or are the pro’s much greater?

Are there other sources or books where claims are made against education?

1)in literature perceived employability has been variously defined. Fugate et al. (2004) model has latent dimensions Human and social Capital. Adaptability and Career identity.

2)Direnzo, et al (2015) define career capital comprising of Human, Social and Psychological Capital. (antecedents).

which one is formative and which one is reflective.

3) in article," The undergraduate self-perception of employability: human capital, careers advice, and career ownership .William E. Donald, Yehuda Baruch and Melanie Ashleigh "

perceived employability is impacted by human capital, which incorporates social capital, cultural capital, psychological capital, scholastic capital, market-value capital, and skills.

(making it a formative model)

I'm currently conducting a study about the characacteristics of the TMT in family firms and its impact on financial performance. I have access to BoardEx and Orbis, however, I don't know how to define who is part of TMT and who isn't.

Thank you for your contributions

In its draft, the report concludes that global value chains can continue to support growth, create better job opportunities and reduce poverty rates, provided that developing countries implement deeper reforms, and that industrialized countries pursue open, inclusive, and pre-defined policies. Most importantly, if countries fail to invest in human capital, they may end up in the middle income trap and then fall behind from the next stage of development. Evidence also suggests that technological changes will likely be a blessing more than a curse on trade and global value chains. The benefits of sharing global value chains can be widely and sustainable shared if all countries support social and environmental protection.

I'm trying to find the relationship between innovation and economic growth among different countries in one year (Cross-section)

The dependent variable is GDP growth per capita

independent variables are no.of patents per capita- no. of trademarks per capita- R&D expenditure and HCI (human capital index as a control variable).

My question is should I keep the values of the independent variable for the year or should include them as the difference between current and previous year(%)?

- Also is it logical to take the percenatge of an Index (in the case of HCI)?

I am analyzing the effect of human capital on portfolio investment with "institutions" as moderator using a GMM method (panel data of 50 countries). I find that individually, human capital and institutions are positively related to portfolio investment. However, interaction between institutions and human capital is negatively related to portfolio investment. In conclusion, this means that as human capital increases countries with lower institutional quality attract more portfolio investment. Am I right in saying? If right, can this conclusion hold?

May investment in human capital or HR policies of organisations be helpful in predicting default or insolvency?

I am trying to examine the effect of Inflation threshold on economic growth. Where Real GDP growth rate is use as proxy for economic growth. The vector of explanatory variables includes: net Foreign Direct Investment (FDI) inflows in GDP, active population growth rate, trade openness, Growth rate of government expenditure, Human capital index and Financial Development

(broad money represented by the M3 monetary aggregate to nominal GDP). In this regard despite it is not a necessary condition; but thought fit to test for unit roots. Thus, I discovered that dependent variable is I(0) and all the independent variables are I(1). My question is; should I go head with the ARDL approach?

Is the significance of human capital changing due to the ongoing fourth technological revolution known as Industry 4.0? Can the role of human capital decrease in the perspective of the next 20-30 years due to the development of Information Technology Industry 4.0? How will the labor market change? Will robotics change the labor market by reducing jobs for people? Will new kinds of professions and jobs for people be created?

The current technological revolution, known as Industry 4.0, is determined by the development of the following technologies of advanced information processing: Big Data database technologies, cloud computing, machine learning, Internet of Things, artificial intelligence, Business Intelligence and other advanced data mining technologies. How will the current technological revolution Industry 4.0 change the labor market in the next 20-30 years?

Some analyzes of the prospects for the development of labor markets suggest that due to the development of information technology Industry 4.0 in 2030, 70 percent. professions and workplaces will be new types of professions, specializations, etc. in the scope of work performed by people, whose names we do not know yet.

Will new types of professions and workplaces for people be created in connection with the development of Information Technology Industry 4.0, which will be a kind of buffer for the reduction of other jobs due to progressive robotization, implementation of artificial intelligence, Internet of Things to the processes of production of goods?

Please reply

I invite you to the discussion

Thank you very much

Best wishes

There is need know the impact of extension services like advisory, diagnostic, transfer of technology, etc. on the farmers' livelihood (physical capital, social capital, human capital, financial capital, and social capital). So please suggest any model to study the impact.

Thanks...

How do companies measure and understand the amount of investment to be made in human capital ? What could be the parameters that determine this ?

How far a country can change its ranking by changing its human capital scores? What would happen if a country made such drastic policy changes as to change its scores on human capital to be the best among all the economies covered by the WEF competitiveness report, all other things remaining constant?

And what would happen if the education and training system collapsed to the level of the worst country in the world? Which indicators we can use proxy to human capital ?

Is this way examine the role of human capital in enhancing GCI ?

I'm at US National Science Foundation -- National Center for Science and Engineering Statistics. We sponsored the National Survey of Recent College Graduates (https://nsf.gov/statistics/srvyrecentgrads/), conducted from 1973 through 2010, a cross-sectional biennial survey that provided demographic and career information about individuals holding a bachelor's or master's degree. I am compiling a list of publications using the Survey data. We plan on adding this list to our website. If you have used the Survey data, please post the citation to your research below, and/or send me a copy of your paper. Thanks!

In order to test the hypothesis of my thesis I need to find or create a database of start-ups, microentreprises, SMEs.

I would need in this database to have the name of the founder and the email adress of the company.

The goal is to analyse the possible correlation between the founder's human captial and the performance of his company.

Thanks a lot for you answers

I'm at US National Science Foundation -- National Center for Science and Engineering Statistics. We sponsor the Survey of Earned Doctorates (https://nsf.gov/statistics/srvydoctorates/), a census of all individuals receiving a research doctorate from a US university. I am compiling a list of publications using the Survey data. We plan on adding this list to our website. If you have used the Survey data, please post the citation to your research below, and/or send me a copy of your paper. Thanks!

This is to identify the contribution of various dimensions of Human Capital on Net Profit of the firm. There are 8 companies with 5 years of time series data for Net Profit. Please suggest process.

Productivity is fundamental to Economic Development.

Human capital is a key factor to productivity.

Schooling is the most important factor of human capital formation.

Is Human Capital creation more important in developing countries than others? Why, or why not?

Please, share your opinion.

I'm at US National Science Foundation -- National Center for Science and Engineering Statistics. We sponsor the National Survey of College Graduates (https://nsf.gov/statistics/srvygrads/), a longitudinal biennial survey conducted since the 1970s that provides data on the nation's college graduates. I am compiling a list of publications using the Survey data. We plan on adding this list to our website. If you have used the Survey data, please post the citation to your research below, and/or send me a copy of your paper. Thanks!

The problem topic is a shortage of talent in the insurance industry where leaders are trying to develop “human capital”protocol and a talent pipeline. A novel method being used for the first time is a new paid on the job learning program. Exploratory in nature and small in sample size I wish to utilize phenomenology to research the lived experience of the new apprentices. I have elected the approach because I want to understand their experience in depth and what it means to them - possibly providing implications for future employment development/recruitment/retention/engagemen. I started thinking Husserl underpinnings fit but now lean towards Heidegger due to interpretation but am having trouble reconciling the ontological ramifications on my actual interview questions. And, by askin questions pertaining to perceived motivation in situations am I leading participants too much?

Greetings Mr. Abdellah,

What kind of data will you need?

Perhaps we can help with data from brazilian entrepreneurs.

Best regards,

Vinicius

The identification of the occurrence of synergistic effects in the cooperative environment indicates that a synergistic effect may also be found in unsuccessful cooperative links. The cooperative connections are managed strategically but in a wrong way.

What are the main areas of failure?

Or are high-performance HRM practices related to performance but have detrimental effects on employees' well-being (conflicting perspectives)?

An era of automatization in work, due to advances in robotics and artificial intelligence is coming. What will be the most important skills to be successful in the future labor market?

From your personal point of view, which is most important: your human capital (what you know) or your social capital (who you know) and why? 

we are trying to understand the relationship between industrial clusters and innovation in the context of indian manufacturing sector during the post reform period.

I conducted a longitudinal cohort study wherein I recorded the activities (Showing the business plan, listening CDs, Reading books, attending functions etc.) and their performance (income) of 90 Amway distributors over a period of one year.The data is highly skewed and I am facing problems with the data analysis. Please help me regarding what statistical methods to use to carry out the analysis. 

I was searching for literature review papers.

what are the effective talent identification indices in childhood which best predicts the adulthood sporting performance?

due to development and growth processes, It hardly to predict he capacity of children in adulthood, but Is it possible to consider some valid techniques ti do so? for example antropometry variables, physiological capacities are variable changeable  and can not be well predicted.

According to Wang and Poutziouris (2010) research on leadership in the SMEs domain remains immature despite the growing demand to understand what genuine benefits firms can attain through effective management.  The lack of literature makes many issues remain unclear specially in emerging economies. Therefore, I would appreciate if someone could advise on latest literature on the same?

Hello All,

While exploring the relationship between the performance and diversity of grassroots conservation organizations, I found a nonlinear relationship between these two variables. The performance was lower in the organizations with the medium level of diversity than in the organizations that have low or high levels of diversity.

I am wresting with what could be the explanation for this relationship. I would greatly appreciate your help in directing me to the relevant resources.

Thank you in advance for your help.

Sincerely,

Nabin

Dear all,

I am doing my thesis on the relationship between talent Management and organizational commitment. Do you know a questionnaire to measure the Talent Management in a company?

Thank you very much,

I find it very interesting as social networks affect people with disabilities and/or dependents.

In case of shortage of networks, how does?

Social networks healthy, how can it affect?

We are studying the relationship between a firm's human capital decisions and its competitiveness in the marketplace. The firms offer services and hence human capital is critical. However, the firms are registered in three different countries and of different ages (ranging from 1 yr to over 20 years)

I want to construct a variable of Human capital for pakistan economy? How to measure this type of variable in case of pakistan economy?

 or a bureaucracy Affect the training results?

Thanks

There are countries attempting to provide education that helps build transferable human capital in order to increase people's overseas employment opportunities.

However, some countries put emphasis on providing "country specific" education so that people educated do not outflow to the foreign countries easily.

I am considering whether so-called global education of today will always end up with  brain drain or it is possible that brain gain occurs even under such education.    

I am doing an MBA and are working on a Managing People assignment. My main questions is; "How to change in order to increase organizational effectiveness and prepare for future growth?". I found that the firm has a clan culture. Via the bath model I found that Encouragement should be the solution. How can you encourage in a clan culture? and can you deliberately affect the psychological contract positively and thereby change the culture?

Along with economic growth, SMEs play significant role in societal development. Kindly shed some light on the issue with some statistics.

Hi,

Entrepreneurial learning takes place in a context. What are the relevant contextual factors that may affect this learning among entrepreneurs in SMEs?

thank you!

Dear ResearchGate Members, 

As a PhD Scholar, i am researching on the issue of creativity indicators in advertising industry by mainly considering the developing nations. By doing Qualitative research for sometime, i have noticed that many of the theories and techniques best-fit for developed world do not rightly fit into the socio-eocnomic canvas of the developing nations. I would like to know if their has been any worthy work on this research problem. How should i take my study further ?

Regards, 

Imran 

The RBV argues that mostly firm specific resources contribute to sustained competitive advantage. At the same time, I have the impression that which resources matter depend on the context. I am analyzing startups in Nairobi and what firm specific resources successful startups have. I have the impression that for example having knowledge about bureaucratic structures (a human capital resource) is resource that has higher importance in Nairobi then for example in many developed countries. 

These factors in general may be divided into traditional (land, labor, capital) and modern (information, knowledge, human capital). Also other classifications are possible, and some new factors of localization could be proposed. 

Hi everybody

Ineed some help for my research work...Plz guide me about the dimensions of human capital, training, trust, and teamwork?

Is anyone studying the negative effects of Family Social Capital and Organizational Social Capital in Family firm performance? If yes I would love to hear your views.

Should I focus on the recruitment and selection and public service?I dont understand the part of scarce skills

What the operational measures of Dynamic Managerial Capabilities i.e. Managerial Cognition, Social Capital and Human Capital? Any references.

I am interested in carrying out research into the effectiveness of recruiting outsiders to fill capability gaps that have to be filled in order to manage organisational change, and the circumstances in which such an approach is likely to be effective or ineffective.

-

What the ways and the approaches to improve fisheries through social and human capital? 

When explaining the determinants of salary (or employment) of individuals, tradicional Mincer's models include "age", "number of years of formal education" and "experience in labor market" as the most relevant explanatory variables of income or success in the labour market.

But this leaves aside the health variables as part of human capital concept. In addition, they leave aside some mental health variables (or characters) without which the academic or "labor market" outcomes could never be achieved.

So, is mental health feasable to incorporate as an additional explanatory variable in an econometric model of salary (or employment level)?

Universities UK (UUK), the representative body of executive heads (vice-chancellors & principals) of UK universities, is currently seeking views on the methodology it uses for estimating the economic impact of UK universities, with an aim to expand the range of impact this covers, and explore how this can be made to reflect the latest methodological advancements.

UUK’s latest economic impact report (published in April 2014) is attached, or available here: http://www.universitiesuk.ac.uk/highereducation/Documents/2014/TheImpactOfUniversitiesOnTheUkEconomy.pdf   

We’ve recently issued a call for evidence (available at the link below) which is open for submissions by all interested parties. The deadline for contributing will be extended from 18 December 2015 to 15 January 2016. We look forward to hearing your views.

Is there any consideration of the Human Capital when Higher Education Polices are being developed?

Reviewed journal articles  will be appreciated.

some policies to increase productivity