human capital

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Related to Human Capital Theory: Human Capital Management

Human capital

The unique capabilities and expertise of individuals.

Human Capital

The measure of the output an employee with a certain skill set is able to make. The concept of human capital was developed in the 1960s and is founded on the idea that hard work, education, and skill development all lead to more output. As a result, companies are encouraged to invest in human capital through various means such as education and bonuses for exceptionally good work, among others.

human capital

the notion that human capabilities may be developed along the same lines as other forms of capital (e.g. PHYSICAL CAPITAL). Education and TRAINING are key elements of the human capital perpective. An economic perspective is typically applied to the analysis of human capital, and it is suggested that there are costs and returns to investments in human capital.

human capital

the body of human knowledge that contributes ‘know-how’ to productive activity. The knowledge base of a nation is added to by research and disseminated by teaching through general education and vocational training. INVESTMENT in human capital results in new, technically improved, products and production processes that improve ECONOMIC EFFICIENCY, and it can be as significant as physical CAPITAL in promoting ECONOMIC GROWTH. See ECONOMIC DEVELOPMENT.
References in periodicals archive ?
Additionally, human capital theory indicates that leaders with higher levels of human capital will receive pay premiums (e.
1) For a broader perspective on this human capital theory, see Narayana (1983) who like Mincer (1974) also gave importance to nature of jobs and skill formation at the work place.
Human capital theory and labour market segmentation (LMS) theory are two contrasting theories commonly invoked to study emerging labour markets and income inequality.
Drawing upon the ability-motivation-opportunity model of HRM, the behavioral perspective of HRM, human capital theory and the resource-based view of the firm, we proposed and found that the three dimensions of HR systems had differential relationships with human capital and employee motivation, which were in turn related to voluntary turnover and operational outcomes, which were further associated with financial outcomes.
The main tenet of human capital theory is that human capital differentials account for differences in individual and firm performance (Bartel and Lichtenberg, 1987; Becker, 1964).
Human capital theory (Becker, 1993), which provides a framework for the analysis and implementation of the collaboration, postulates that the people who make up an organization, along with the knowledge and skills they bring, are human capital.
Human capital theory presupposed that governments and students are only concerned with economic factors when investing in education (Marginson 1993).
Their findings support the hypothesis of human capital theory.
However, contrary to the expectations of human capital theory, human capital was not significantly more important for services exports than for goods exports.
Human capital theory suggests that commuting patterns may vary by level of education and this is explicitly tested in this study.
Sharf's (2006) human capital theory is a theory that career development professionals could consider when working with Black/African American students.
Grossman (1972a, 1972b) developed his model for the demand for health capital as an extension of human capital theory developed by Shultz (1960) and Becker (1964), and of Becker's (1965) theory on the allocation of time.

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