Describe an example of a person with the development of human capital. Formation, accumulation and development of human capital

The development of human capital is hardly the most important task of the company. Moreover, this issue has recently been put in the scale of the whole country as an indispensable condition for its development and prosperity on the global economic arena.

You will learn:

• What is based on the formation and development of human capital.
• What may be investments in the development of human capital.
• How human capital may affect the innovative development of the enterprise.
• Why manage the development of human capital.
• How to assess the level of human capital development in the organization.
• What are the problems of the development of human capital in Russia.

How Companies Proper Human Capital

The bigger mental luggage has the company, the higher its competitive advantages, the better and more efficiently it can organize its production process, ensuring the optimal transformation of intangible resources into material capital.

Highly qualified specialists are able to raise the attractiveness of the brand and affect the yield of the organization. To a large extent, the cost of the enterprise is determined by innovation, it is easy to increase, materially motivating workers.

Today everyone more companies come to awareness that not only financial Capital Defines the actual value of business. Intellectual capital is the main strategic element of industry. In the figure you can see the connection between the intelligent capital and the actual value of the organization:

Financial capital organization - These are not only cash, but also shares, and other securities.

Intellectual capital of the organization - This is mental personnel luggage. Knowledge is the basis of the wealth of the enterprise, intangible assets that improve the quality of production processes. They create value added for the company.

Improving business with intellectual capital is not theoretical surveys, but a real practice. Through this asset, you can successfully manage profit, create new products and attract customers.

Under intellectual capital, all the information resources that are at the disposal of the company should be understood. Intellectual capital is a combination of human, structural and relational capital. Intellectual capital also includes information capital, intellectual property, client capital, brand recognition and educational capital.

Knowledge that form intellectual capital can be explicit and implicit, but they always carry a useful feature.

Human capital organization arises due to the presence of personnel. It is formed at the expense of knowledge, talents, abilities and competence of employees. This process is long-term and passes several stages.

• Initially, the selection and selection of candidates, which in the future form human capital, then there is a relationship.
• In the future, the employer interests and motivates employees to a more active and fruitful work.
• In the process of cooperation, investments in human capital are carried out through the development and training of employees.
• And finally, the fusion occurs and (or) absorption.

In general, the human capital of the company consists of several elements that can be reflected in formula (1):

The share of the influence of human capital on the value of the business ranges from 30 to 80% - depending on the sector of the economy. But one way or another, the contribution of people in the profitability of the organization is a determining factor. Human capital increases competitiveness. And the capital is directly formed from the skills and skills of employees, the efforts of which the goods and services are produced.

Some confuse the concepts of human capital and human potential. The main difference between these interchangeable terms is that capital forms the company's market value through the participation of employees in extension of success. This is a very important factor in the development of the organization. It is workers who create the added value of the enterprise.

What depends on the formation and development of human capital

Due to the fact that the development and economic prosperity of the country directly depends on those specialists who inhabit it, the priority concern of the state can be called ensuring the improvement of the possibilities of citizens (intellectual, physical and spiritual). This task is solved as part of achieving the goal of human capital development, which will inevitably lead to an increase in the potential of the entire society, as well as the increase in the resource of the country as a whole. The high possibilities of society depend on the economic growth dynamics. So, the development of human capital is one of the key tasks of modernity. What do you need to solve it?

• First of all, for the development of the abilities of each member of society, the company's employee should create the most favorable environment, which is practically unattainable without improving the living conditions in general.
• Secondary turn should increase the competitiveness of not only the human capital, but also those sectors of the economy that provide him in social terms.

Specialists who work to solve the problem of improving the human resource - sociologists, economists and psychologists. Their tasks include developing issues of human capital development at three levels:

• development of a separate person (micro level);
• state development as a whole (macro level);
• development of enterprises, commercial companies (meso-level).

At the state level, human capital is going to the efforts of all members of society, is national wealth and heritage. As part of each region, its similar resource is formed, and then it is summarized in the country's scale.

In order to ensure the development of human capital at the region level, the economic activity of business entities in this area should be improved. Further, the human resource is summed according to the results of each enterprise of the region. The accumulated human capital is ultimately determined by the level of socio-economic development of the territory.

To measure human capital, the addition of employees is not enough. It is necessary to calculate all their abilities, knowledge, the amount of disposable information. After all, it is this potential and activates production at a particular level and determines the degree of performance of the company.

Each person has a personal capital, within the framework of the social group, all individual developments are collected in the subsystem with hierarchical construction. Connecting with each other, personal capital shape public. If human capital for one individual plays an important role in terms of the possibilities to achieve a certain quality of life, then on the basis of the entire region or country as a whole this resource can serve as a means of achieving more global goals.

Man exists in the labor market with its abilities, skills, skills. He brings income to his family and the enterprise, which works. But within the framework of the whole region, he also acts as a social link. It can be called a construction cell of the economy of the region and the country as a whole.

A separate employee gives its abilities to the commercial or state enterprise (municipal) on which it works. And such an enterprise in aggregate with many others creates social or economic base For the life of society.

Those talents, the abilities that have a person are partially congenital, partially acquired throughout their lives. The task of the enterprise is to create such socio-economic conditions for its employees, in which to increase human capital will be easiest. Ultimately, all acquired knowledge will be spent on the benefit of society and will come to the environment where the highest quality of life and the most comfortable conditions for labor, development and intellectual activity are achieved.

The development of human capital is a long process, it can take a variety of forms and types, passing through all the stages of the life cycle and exposed to various social circumstances. All of these factors can be consecrated to groups: economic, industrial, demographic, as well as socio-demographic, socio-economic, environmental and many others.

Human capital is formed and improved in the process of social production. The optimal environment for its development is comfortable life conditions. If a person has an increase in income, at its disposal accessible and high-quality medical and educational services, an excellent cultural environment and comfortable living conditions, the development of human capital will occur in the best possible way. You can achieve such conditions using the appropriate public Policy in the field of education, culture, health, improvement, establishment of infrastructure and so on.

The numerical expression of the common resource can be viewed in the indicators of the human capital development index. These values \u200b\u200bare directly related to the level of education, the availability of high-quality food, health care. They reflect:

• the percentage of the population devoid of opportunity to eat in sufficient quantities;
• the percentage of child mortality (under the age of 5);
• percentage of secondary education in children;
• percentage of literacy among citizens of adult age.

To ensure the formation and development of human capital, the state should take measures for:

• increase accessibility of housing, creating favorable conditions mortgage lendingapplications such financial instrumentswho will contribute to the development of the housing market;
• enhance the availability of sectors consumer lending, increasing information openness;
• increasing opportunities for citizens in terms of the use of educational loans;
• ensuring a high level of welfare of citizens, personal security, development of life insurance and property programs;
• improving the terms of additional pension insurance.

The first personality reaches the highest potential by overcoming a long continuous process of formation and development of human capital, which is involved in factors such as education, employment, the presence of favorable conditions for improving the skills and the formation of an individual.

On average, the period of human capital development takes from 15 to 25 years. For the initial level, we take a zero mark. Each member of society begins to form their knowledge, skills, skills from scratch.

The beginning of the process of human capital development goes into childhood, three or four years old. The child is provided with information with which he gets the opportunity to develop its talents, improve and multiply their knowledge and skills. From how successfully he learns, its self-determination and the opportunity to self-realize himself, to find the application of its abilities in the employment market. But the potential still plays a huge role this man from birth.

The most significant in the process of human capital development is the adolescent age (13-23 years). To form and develop human capital is impossible without regular replenishment of the arsenal of skills and skills. If a person is not engaged in professional training, if he did not give time and effort to his education, it is not necessary to talk about the development of human capital. The higher the level of knowledge in humans, the more he can improve the life of society. It turns out a continuous process. Highly qualified professionals create comfortable living conditions of humanity, contribute to the growth of production and promotion of the economy, enrich national culture, thereby creating prerequisites for the formation of even more highly developed personalities.

The development of human capital is a task that directly contributes to the growth of investments, the introduction of new technologies and increases the indicators of the recoil of workers from such investments.

• Business investment: step-by-step search instructions and investor attracting

Talks practices

Creating conditions for self-development of personnel - a strong foundation for the formation of human capital of the organization

Marat Nagumanov,

director of the Scientific and Production Firm "Packer", Oktyabrsky (Bashkortostan)

We set ourselves the goal - to achieve a leading position in the sector of self-learning companies. My firm position is that without the development of production culture and the creation of comfortable conditions for the work of people, it is impossible to demand self-improvement. And comfort in production implies not only the presence of comfortable furniture, a modern computer, creating a sufficient level of lighting, providing a clean and convenient uniform. For favorable working conditions, it is important to achieve some other factors.

The leader is needed, an example of which will hobble employees. In order for the employee to receive more, it is necessary to increase the profitability of capital. It is not only about the salary. Cumulative income also implies social payments. In our case, these are paid sessions in the pool, fitness classes, vouchers in a sanatorium, lunches at the expense of the enterprise, high-quality medical services without separation from production. The more comfortable the employer creates conditions in the workplace, the more willing people give their strength, opportunities, the ability to benefit from the enterprise. Moreover, they seek to increase their level to become more indispensable and in demand at their work. But here the figure of the leader also has great importance. The most notable and respectful worker is an example and stimulus for colleagues. I do not hide, I try to be such a leader myself. Employees see my dedication: I often visit various lectures and conferences, thematic events, trying to increase your own competence. Following me, many employees reveal the desire to participate in seminars and explore modern equipment in different cities and countries.

The motivation system should be aimed at raising the qualifications.It is very important to create a holistic remuneration mechanism that will be transparent to the whole team. If employees are understood how to increase the salary, they will most likely become working in this direction. At the moment, our company is planned to enter job descriptions that will include information on the volume of issues for which the employee is responsible for the skills in which he should have and which he should develop on projects in which the employee should participate , and about those indicators that must be achieved by them as a result of work. Each instruction will act during the year. The increase in the employee's salary will be directly dependent on compliance with its items. For example, in an employment contract, a person has a salary of 10 thousand rubles. To increase it, you will have to get new skills that will be listed in the instructions in detail. At the end of the year, management will check the level of achieving new knowledge and skills. With a positive outcome, the employee's salary will be increased.

But managers should remember that any innovation brings results after the expiration of a certain period of time. IN this moment We are building new system, but results expect no earlier than a year of introducing it to work. We can feel the initial dynamics already at the start. So, we see that the efficiency of the employee directly depends on the level of its satisfaction working conditions.

Investments in the development of human capital

For the development of human capital, as well as any other asset, investments are required. Attachments that are carried out for the development of human capital are certain actions carried out by one goal - to increase productivity. We can attribute to such activities:

• organization of health care methods;
• carrying expenses related to education;
• organization of training in production;
• costs for job search, collecting information about prices and wages;
• the costs associated with migration, as well as with the birth and raising children.

All investments in the development of human capital by specialists are customary to divide on:

• investments in education (special or vocational training, retraining at the place of work, self-education);
• investments in healthcare activities, including disease prevention, organization of special nutrition, improvement of living conditions and labor, as well as improving the quality of medical care;
• investments in the migration of workers to places with more favorable working conditions.

Investments in education can be divided into formal and informal. The first species implies various types of educational services offered by the state or organizations with the issuance of final documents confirming the passage of training. This includes secondary school education, special, higher education, including the second higher education, graduate school, doctoral studies, training in production, as well as advanced training courses.

Informal is called training that does not have confirmation documents, but also can enrich human knowledge and increase human capital. This is a reading of literature, self-mastering of any sciences, sports and art.

No less important for improving labor productivity are the costs associated with health. By reducing the number of diseases and mortality, we increase the duration of the work period, the term of human working life. Thus, we extend the effect of human capital.

Each of us understands that it is possible to improve health to a certain extent, but in many ways the quality it depends on hereditary features. For a person, as for society as a whole, it is very important to invest in the acquisition of health throughout life. Human health is such an asset that is subject to wear. Investing in health can slow down the process of aging and fading.

Features of investments in the development of human capital are as follows:

• Their effectiveness is directly related to the length of the life of the carrier. The more investments, the longer working period of human life. And the sooner the attachments begin to be carried out, the sooner the return will be visible.
• The ability to increase and accumulate, despite the gradual tendency to moral and physical wear.
• As human capital accumulates, it brings increasing profits, but the yield limit is still limited by the end of working age. As soon as a person comes to retire or for other reasons ceases to work, the effectiveness of his human capital falls sharply.
• Not all sorts of investments in the enhancement of human well-being can be recognized as expenses for the development of human capital. For example, if costs are associated with criminal and illegal activities, they are difficult to attribute to investments in the development of human capital due to their public harm and even danger.
• The nature of investments is determined by the peculiarities of culture, nationality and historical development of that society in which they are implemented.
• If you compare investments in the development of human capital with other types of investments, it turns out that the first is more beneficial both for the carriers of capital and society as a whole.

Sources that can exercise investment activities, may be:

• state;
• funds of state and non-governmental importance, public organizations;
• regional associations;
• organizations, legal entities;
• individual entrepreneurs;
• supportual organizations and funds;
• educational institutions, etc.

The state among all types of sources plays the most significant role.

But do not underestimate and the importance of individual companies, organizations, entrepreneurs. It is from enterprises that are employers, there are all possibilities and conditions to engage in the preparation and development of personnel. Moreover, organizations have an information base that allows them to draw up a correct idea of \u200b\u200bthe most promising areas of investment in training and training. An important factor in investing enterprises - clean incomewhich brings such a type of means of accommodation. As soon as the profit does not become, financing will also stop.

Ultimately, for which all these investments are carried out? To strengthen the competitiveness of the company. Consequently, the employer seeks to use working hours and human capital as a whole is the most rational.

Talks practices

Self-learning staff as a contribution to the development of human capital of the organization

Sergey Kapustin,

cEO and co-owner of the group of companies "St Logistik", Moscow

In my own experience, I know that it is simply unacceptable to allow subordinates to independently control my work. Each of them, knowing that no one checks their work, will try to relax more and less worry. Many treat training in the same way: if the leadership does not make learning, it is better to have its own strength.

As the philosopher said from the ancient China Sun Tzu: "Hold you harm, move the benefits." In other words, I must interest the employee to actively engage in self-study.

Of course, the education of employees is associated with additional expenses. The first two months of training the company is only spent on scholarships in the amount of wages. According to the example of successful enterprises in other countries, we make up employment contracts with an item that allows us to demand from an employee who has not been tested when taking to work, reimbursement of the cost of training. Such an approach forms a sense of the value of education in people, we get workers who are interested in self-development. We are already at the initial stage it is easy to determine who is most responsible for learning.

Newly adopted employees are forced to pass basic training. The learning process is not based on printed lecture material. We decided that much more interesting to issue preparations in the form of viewing video decks. In total, we have about 20 courses on the portal. Training involves a dedication to the value of the Company, the explanation of the work technology, document management rules, familiarization with the regulations. Courses are divided into basic, suitable for everyone, and special - for individual specialists (accountants, marketers, etc.). Each novice studies from 10 to 15 courses for one and a half months. At the end of training, the employee passes the exam in electronic form. Such an exam reminds the one that is accepted into the traffic police.

Managing the Development of Human Capital

We are observing a number of adverse factors that force more reverent to the issue of human development. Such factors are:

• reducing the number of employees due to mortality in working age;
• an increase in the number of diseases due to an unhealthy lifestyle (drug addiction, tobacco and alcoholism, gambling);
• progressive disability paces;
• the loss of moral values \u200b\u200band ethical standards in labor relations;
• reducing the role of education or its moral obsolescence;
• lack of opportunity to get modern education (a lack of money, time and strength, decrease in the quality of education, etc.).

The development of human capital is important for solving many problems of the organization. It is necessary to lead human capital, but he himself later acts as a means of managing business profitability. With it, it is possible to stimulate the scientific and technical progress of the enterprise, the application of new technologies, an increase in efficiency. The main approaches to the use of human capital today are competent motivation systems, leadership, correctly selected management style, organization of activities and prioritization. When using such approaches, human capital turns into a real tool for influencing socio-economic processes.

It is impossible to deny the possibilities of chaotic formation of human capital. But if we are waiting for this phenomenon of the work of all its positive characteristics, the process of the formation and development of human capital needs to be managed consciously. All over the world, there is a departure from the Phadigm of Human Resources, more and more enterprises are moving directly to the administration of human capital development.

The priority arrangement is a key point in the management of human capital (schemes 1, 2). Despite the fact that the desire to maximize the life of a person gives its fruits, it still has not become a priority in management. But the formation of human capital is based on this desire. In order for priority to be implemented, the knowledge of the interests of people, building a system of values, the establishment of social responsibility and the availability of relevant resources. It is important to pay enough attention to working with staff. See how today is most often formulated for searching for employees: "Workers with work experience" or "require qualified specialists responsible and communicable". A set of requirements is very limited. Of course, experience is important, but to identify all the advantages of human capital, a few of one accumulation of experience.

Scheme 1. Art of management.

Scheme 2. Typical signs of personality in integration intelligence.

Many personnel specialists now use psychological tests when taking work. They are very helpful in the study of personnel. But not always tests correspond to its purpose. They are not able to influence properly on the formation and development of human capital.

For example, a large bank uses a test from 60 issues to search for an employee. Vacant position - referent. And questions allow us to assess the overall erudition and partly knowledge of accounting. Such a test does not reveal the ability of the applicant to the referencing of materials, it does not allow to even determine the type of thinking and the independence of the decision in complex and controversial situations. Consequently, tests are not able to fulfill the tasks of the formation and development of human capital.

The creation of this asset takes place not only when the personnel selection, even in the usual daily work of the manager, this process also takes place. The effectiveness of the formation is determined right choices Funds and methods used by the employer.

Scheme 3. Mechanism of human capital management.

The most important means of forming and developing human capital:

1. investment;
2. stimulating the disclosure of human qualities that contribute to an increase in human capital, they are associated with obtaining education, conducting a healthy lifestyle and the development of intellectual potential;
3. the creation of a motivating wage system, involving the establishment of wages in accordance with experience and work experience;
4. establishing values \u200b\u200bimplemented in management processes;
5. assignment of qualifications in accordance with the level of professionalism and abilities to effective activities;
6. manifestation of human capital in the information environment; The competence factor directly depends on the provision of information, functional content, as well as directly from the educator of the employee;
7. the development of all levels of culture: general, organizational, corporate and others;
8. the correct organization of activities contributing to the implementation of a creative approach, stimulating educational events, encouraging self-development.

What are the indicators for assessing the development of human capital in the organization

The factors that we reviewed in this article affect the development of human capital in the complex. They are all interconnected and form unified system. It is possible to facilitate the process of forming and developing human capital using the organization of the monitoring system of this asset, which is created in accordance with the management priorities used in the enterprise, as well as methods for evaluating employees.

In most cases, enterprises apply the method of calculating direct costs of personnel. Direct costs include wages, taxes on workers, labor protection costs and improving its conditions, as well as expenses for advanced training and training of workers. It is easy to guess that the sum of all these costs is not an indicator of the accumulated magnitude of human capital, because, in addition to all the above measures, its carriers themselves can form capital by self-education and creativity.

Another method used is a competitive assessment. The company creates optimal conditions for employees. People must strive to get to work in such a company that offers more amenities and bonuses for employees than all other competing organizations. With this method, it is important to evaluate the costs and alleged damage of the company when careing the employee. It is undesirable that teaching attended such investments. It is especially important that people remain in the enterprise in the crisis period, because the output from complex situation It is possible in the presence of human capital and even its increase, which does not mean a set of new employees.

A number of enterprises use a method of promising evaluation of human capital. Its essence is that the dynamics of the cost per 5, ten or even twenty years are taken into account. The method is quite effective, especially it is suitable for long-term large projects related to innovation. As the cost of individual employees changes. Sometimes people achieve particularly high results, and sometimes they dismiss, which turns into large losses for the organization. These factors also need to be considered.

Strategic human resource management:

• SWOT analysis;
• plan of measures to realize opportunities and neutralization of threats to business;
• personnel policy;
• personnel management models;
• personnel indicators in the system of balanced indicators.

SWOT analysis of human resources: example

How effectively the organization uses human resources, can be judged by the following key indicators:

1. the contribution of the employee to the effectiveness of the organization (in making a profit at the rate of one employee, in achieving a certain share of sales, the level of gross margin);
2. expenses for employees; For evaluation, the cost of human resources to the total amount of expenses, as well as expenses per employee;
3. the state of human resources (level of education, competence, as well as the rate of staff of staff and so on.);
4. the involvement of personnel (it reflects the degree of employee satisfaction with the conditions provided).

• As a manager, deserve authority in the team: 9 qualities

Problems of human capital development in Russia

If we consider human capital in general, then it can be considered its engine of the economy, the factor in the development of the Institute of Family and Society as a whole. It consists of able-bodied people with education, as well as from instruments of intellectual and managerial labor, which are in a specific habitat and work function. In the presence of human capital, the country can maintain a certain bar in the global economy, providing competitiveness on the rods. It is of particular importance in conditions of globalization, and is also an indicator of activity. government agencies authorities.

Human capital is valuable in itself, but its quality is becoming increasingly important in competition. How to evaluate quality? To do this, it is necessary to determine the level of literacy and education, as well as the life expectancy of the population, the standard of living and the state of medical care. This is also added to the per capita GDP. All these elements are combined into a formula for calculating the human capital development index (IRCHP). Approximately 25 years ago from 187 countries of the world, Russia held the 23rd place in the list, and according to the results of the study for 2013, our country was 55th place. This is an inevitable regression that can be explained by the decline in investment in such areas as education, culture, science and human health.

It is important not only to earn professional qualities of specialists. In the development of human capital, it is necessary to deal with the formation of a new culture of the behavior of citizens, and this process should be started from the earliest years. The development of culture continues throughout life, wherever a person work is - in the civil service or in the private sector of the economy. These tasks formulated the participants of the Open Government session "Human Capital - the Chief Activities of Economics", held in the framework of the St. Petersburg International Economic Forum.

Minister Russian Federation On the issues of the open government, Mikhail Abyzov expressed that today there is no identity development system in our country modern requirements, and without it, talking about more or less high positions in the list of successful in economic Plan States do not have. In the Soviet Union, such a system was, but it no longer corresponds to reality. You need to look at tomorrow and develop new mechanisms. Nowadays, everything is not so safe with school education, as I would like, children do not produce the qualities of leaders. According to statistics, 70% of schools in the Russian Federation - rural, they operate more than 40% of teachers and at least 25% of them do not have higher education. And we simply do not exist tools for the development of leadership.

Chaotic development of human capital does not imply a qualitative result. This system requires configuration and management to ensure that the human skills have been adequate to the requirements of the modern world. In our country, the ability to organize the development of human capital is lost. If earlier we had a planned economy, there were a setup principles there - they rely on the system of priorities of economic growth. The person was viewed as a means for the development of the economy. But in the new reality of the system does not exist at all.

Instead of the development of human capital, there is an increase in ambitions. What do we see these days? People with higher education work on unqualified posts (sellers, secretaries). More and more young professionals have problems with the device. Moving to other regions is also difficult to access.

Development is planned electronic systemallowing the employer to choose a graduate of the educational institution that responds to the parameters that are necessary for the occupation of a specific position. It will not have to select a summary, it will be necessary to evaluate the student's performance and its scientific and social activities.

In the development of human capital, basic education is of great importance, but now it is not uncommon and not a deficit. Nowadays, the presence of leadership qualities in humans is much more important. Not ordinary performers, and leaders help to achieve the success of the company. That is why the main focus is now going up by the leaders. In particular, the open government conducts training seminars for members of the Russian government at the Sberbank Corporate University.

The development of science and technology shows that the main engine of the economy is human capital. The increase in GDP should be investing in the development of a person, in improving the quality of his life, into health care, and then we can hope for the transition to the innovative economy and knowledge economy.

Recall the words of Laureate. Nobel Prize In the economy of Simon Kuznez, written in 1934: "For a scientific and technological, the country should be created (accumulated) the necessary starting human capital. Otherwise, Falstart occurs. "

The states of the state should be directed not only to the fight against corruption, but also on the financing of science, health, education, as well as the protection of maternity and childhood.

Table 1. Age structure of the population and dependent load

* Men aged 16-59 years old + women aged 16-54

** For 1000 people of working age, you have to be disabled (children + pensioners)

*** 2020 and 2030 - Rosstat's forecast.

Information about experts

Marat Nagumanov, Director of the Scientific and Production Firm "Packer", Oktyabrsky (Bashkortostan). LLC "NPF" Packer ".Field of activity: Design, production and maintenance of packer-anchor equipment and borehole layouts for operation, intensification and overhaul Oil and gas wells. Territory: Head Office - in Oktyabrsky (Bashkortostan); Service centers and offices - in Muravlenko (YNAO), Nizhnevartovsk and Nyagani (KhMAO - Ugra), Ufa, Buzuluk (Orenburg region), Almetyevsk and Leninogorsk (Tatarstan), Izhevsk. Personnel number: more than 700. Followers of the magazine "General Director": since 2007.

Sergey Kapustin He graduated from the Belarusian Polytechnic Institute (now - the Belarusian National Technical University). Since 1995 - co-owner and general director of the Logistics company ASSTRA. Since 2003 - in the current position. GK "Stom Logistics".Field of activity: Transport Logistics. Territory: Russian Head Office - in Moscow, branch - in St. Petersburg; Representative offices - in Minsk and Vilnius. Personnel number: 165. Annual turnover: 32 million euros (in 2012).

Man is the main element society. From the ancient, human knowledge and skills were considered a catalyst for the development of society. IN modern world Where scientific technical means and technique are developed, human strength loses its former need. But, skills and knowledge are always in demand. In totalintelligence, health, , high-quality and productive means human capital.

The concept of "human capital" is now becoming important not only for economists - theorists, but also for individual organizations. IN this case Human capital will be in demand only with everyday self-education of man. If a person gets professional education and nowhere does not work, does not use his knowledge in order to obtain income, then they arehuman potential . "Human capital - according to one of the creators of the theory of human capital of the city of Becker is an existing knowledge of knowledge, skills and motivations in every able-bodied person.

One of the means affecting the qualitative growth of human capital in society is education. It is well known that education is the most important factor in the formation of a person as a person. In educational institutions, a person from an early age is comprehended by a diploma, absorbs national and universal values, studies the legacy of the people, reaches the highest degree of culture and reveals other abilities. The statements of the great scientist Abu-Nasre Al-Farabi about the content of the importance of education, about its place in the essence of a person and to this day are important tools of educational activities.

The sculptor of each person in the formations as a personality can only be a teacher.In the profession of a teacher, the knowledge and teaching technique plays a significant role. Development of knowledge of various ways of education makes the teacher at the level above. The century of speed is increasingly forcing their knowledge every day. Of course, aspects of acquiring knowledge to the generally accepted way in the modern world goes beyond the traditional educational system, turning into"Training throughout life." Only clamped knowledge can conquer the top of Olympus. A stimulating factor is important for the productivity of each person. But in any profession there are motivating reasons, in the profession of a teacher - this is hisdesign Personal personality.

In conclusions I would like to notice that condition modern system Education, ultimately, predetermines the development of the country for the coming years. As well as the main locomotive of the development of economic and social congestion of the population. Therefore, it is logical to argue that education is the leading industry of human capital, the foundation of the future well-being of a person and the whole society.

Human capital - This is a combination of competencies, knowledge, skills, skills used to meet the diverse needs of man and society as a whole, as well as social attributes of the individual, including creative, cognitive abilities embodied in labor abilities.

Human capital is considered as an activity that cannot be delegated to third parties. Human capital cannot be sold or transferred to other persons.

The term "human capital" was first proposed by Theodore Schulz.

According to the theodore of Schulz, "one of the forms of capital is education, it is called it because this form becomes part of a person, and capital is due to the fact that it is a source of future satisfaction or future earnings, or both together." Later, Schulz supplemented his theory as follows: "Consider all human abilities or as congenital, or - as acquired properties, ... which are valuable and which can be developed with the help of appropriate investments, will be human capital."

Classification of human capital:

• individual human capital is an individual level;
• human capital of the organization (firm) - micro level;
• regional Human Capital - Mesolar;
• national Human Capital - macro level;
• supported (global) human capital is a global level.

Human capital provides a multi-level development model. Human capital low level Takes its beginning in knowledge, training, skills, behavior and other characteristics of individuals. Individual human capital makes knowledge and innovation. The individual human capital is then increasing from interaction with the medium, and manifests itself as human capital of a higher level as a collective phenomenon - the human capital of the organization, the National Human Capital, a proper 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 the collective human capital (human capital of the Organization, National Human Capital) is not a renewable source.

Individual human capital this is economic view Talent, which includes the inalienable personal qualities of a person tied to his body and affordable only through his own free will, for example:

• physical and mental health;
• knowledge, skills, skills;
• natural abilities, ability to moral examples;
• education;
• creativity, invention;
• courage, wisdom, sympathy;
• leadership, indescribable personal trust;
• labor mobility.

In a narrow sense, the cost of individual human capital can be described through the formula:

where,
Zi - human knowledge;
UI - human skills;
OI - human experience;
AI - man's initiatives.

Intellectual, emotional and motivational skills that have faces determine their potential and value in society or organization. Each of these elements of individual human capital contributes to success not only in professional life, but also in personal life man.

The skills that a person acquires are a form of capital - individual human capital. Skills are purchased through deliberate investment in education. The theory of human capital is considering education as a product that should be used to obtain economic benefits. Individual human capital includes expenses and investments to receive education and maintain health, which leads to an increase in the productivity of the carrier of this human capital.

The relationship between knowledge and individual human capital can be understood if a person realizes that capital is formed at the expense of investments. Investments in human resources are designed to increase productivity, the ability to earn more.

The cost of individual human capital in a broad sense is determined by the formula:

where,
CSCA - the cost of individual human capital;
Psi - initial cost individual human capital;
Suzi \u003d γ1 × psi - the value of obsolete knowledge of individual human capital;
SPU \u003d γ2 × psi - the value of the acquired knowledge, the skills of individual human capital;
Sia - the cost of investment of individual human capital;
SZNI \u003d γ3 × psi - the value of implicit knowledge, the abilities of individual human capital;
γ1, γ2, γ3, γ4 - weight coefficients defined by expert.

Knowledge is quickly obsolete, so it is important for a person to constantly receive and use useful knowledge. People accumulate knowledge and skills that are considered one of the main form of capital in the system of modern economy. Analyzing the components of the formula 2 of individual human capital, we come to the conclusion that the magnitude of human capital depends on the production of knowledge.

1. knowledge embodied in physical instruments, machinery, development, research, that is, accumulated knowledge, which over time is obsolete;
2. knowledge embodied in individuals, in order to obtain education, qualifications, acquiring skills;
3. uncipient (implicit) knowledge, for example: books, textbooks, instructions, guidelines.

Transfer of knowledge contributes to an increase in human capital. The transfer of knowledge includes components such as a source (sender) of knowledge, the recipient of knowledge, the relationship between the source and the recipient of the knowledge, the transmission channel, and the general context. Knowledge transfer is carried out at an individual level, micro level, meso-level, macro level and global level.

Human capital organization (enterprises, firms)

Knowledge within the organization are used to provide innovation, performance, quality and are a decisive component for victory in a competitive struggle in finding customers, technologies, technical solutions, special Knowledgefinancing, which creates an intangible advantage. The knowledge economy, the dynamics of the development of organizations and local systems are based on the operation of cognitive and intangible resources and intangible objects. The intangible advantage is formed by the assortment of the attributes of intangible assets of the enterprise.

Human capital refers to the intangible assets of the organization, which does not have a physical form, but it has a certain value to organize. Human capital turns into assets of the organization. Human capital is not interchangeable. In the organization, individual human capital forms corporate culture, Wednesday. Human capital is inherent in humans and cannot be owned by the organization.

The concept of human capital of the organization (firm) can be interpreted in different ways. It can be a resource that owns an organization - ideas, technologies, know-how, equipment, scientific research, official instructions etc. . On the other hand, human capital is the wealth of the Organization with respect to personnel qualifications. The human capital of the organization is created with the help of employees, their innate and acquired knowledge, skills, abilities, talent and competencies. Therefore, the human capital of the organization is the total value that the company's employees create in accordance with their knowledge, skills, opportunities using the organization's resources.

The formation of human capital of the organization is carried out by the following methods:

• acquisition (selection and hiring);
• attraction and retention;
• development and training;
• merge and (or) absorption.

Ways to increase human capital organizations:

• trainings;
• performance monitoring;
• direct communication;
• certain job responsibilities;
• motivation.

The most common tool of professional development is the training provided by the employer.

The cost of human capital of the organization (firm) depends on the category of employee (unqualified and qualified workers, creative specialists, managers, etc.). The cost of human capital is influenced by: high professional competence, intellectual and creative potential, the ability to perceive innovation and be a participant in innovations, adaptation to rapidly changing production conditions, possession of several specialties, professional mobility, responsibility, personal characteristics. The cost of human capital of the organization is probabilistic.

The human capital of the organization has a value that should be understood only in economic terms. The value of this type does not take into account the identity value to the family, society, or other aspects of their social network. The main focus of the value of human capital of the Organization is made strictly on the skills, knowledge and experience that a person has, and how many these assets are in relation to a specific employer. The human capital of the organization creates other forms of capital.

An example of how a person acquires human capital is a vocational training of athletes. Often, the athlete begins the process of preparing for a sport career through training the basics of this sport: he is educated, participates in sports events, acquires experience in a specific sport. If we assume that the combination of knowledge, talent and experience is enough, the athlete is invited to play professionally where he receives an additional experience. This whole process has an economic value because the human capital of the athlete this kind Sports increases, and this leads to sporting achievements (results) at various competitions. The cost of human capital of such an athlete is growing from performance, and it becomes the "brand" sold.

The human capital of the organization (CCO) can be represented as the sum of the individual human capital of workers in this organization:

The human capital of the organization is a source of competitive advantage, includes collective competencies, know-how, innovation, organizational procedures, intellectual technologies, corporate culture and relational capital. Armstrong allocates the three most important factors in achieving competitive advantage: innovation, quality and cost of leadership, but it all depends on the quality of human resources of the organization. IN modern economy The very existence and development of the organization depends on its innovation.

Human capital, as an asset of the enterprise, needs accounting.

The reputation of the organization, the brand of the employer affects the attraction of human capital to the company. Human capital may leave the organization in search better opportunities For the working 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 provide for the formation of a "resource portfolio", which ensures the increase in the competitiveness of the regional economy due to (see Figure 1):

• investment;
• innovation and technologies;
• accumulated funds.

Figure 1. Stages of growth of the competitiveness of the regional economy.

The economic success of the region depends on the population living in a given territory, the possibilities of regional human capital, the unemployment rate. In regions with a high level of unemployment, there is an outflow of labor, and as a result, a decrease in regional human capital. At the same time, dynamically developing regions have a deficit in labor resources. From January 1, 2015 the program launches labor mobility Russians to which from federal budget In the next three years, it is planned to highlight 6 billion rubles.

The property of human capital mobility is used in regional labor markets for intraregional movement of human capital. The mobility of the population of the regions is due to economic and social reasons. In most families, households at the regional level support the migration of their growing children into large cities to study, the search for higher paying work, labor mobility.

Intraregional migration of human capital does not require the cost of moving the entire family, reduces tensions in the labor markets of underdeveloped and depressive territories, monogenic parts of the region. Educational and labor migrations of human capital within the region reduce pressure on regional market Labor. IN modern conditions Labor migration of highly qualified workers is an important source of human capital accumulation, ensuring well-being and economic growth in the region. Mobility of the population upgrades the economic space of the region. With an increase in the mobility of the population, the unemployment rate is reduced, and this leads to a change in the demographic structure of the region.

The human capital of the region is based on public consciousness, socio-political development. Regional human capital is assessed by the share of the population with a certain level of education to the aggregate economic activity, income or products per capita. The knowledge and skills of the population of the region are a key contribution to the business competitiveness of the region and its ability to increase in the future. The importance of the human capital of the region is affected in the depths and latitude of education, training, qualifications and professions of the population of the region.

The effect of human capital at the regional level depends on the economic indicators:

• influence on the performance of the region's employment region;
• expanding the employment opportunities of 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, migration of university graduates into economically developing regions, migration of students, the creation of local developing agglomerations, the development of the infrastructure of the region.

The pattern of student migration is observed from places of permanent residence in places with a higher level of education and the subsequent first employment after obtaining the highest formation. The flows of applicants in universities, universities largely depends on the economic or innovative characteristics of the region. Migration of human capital has a contribution 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 contributes to the growth of the local regional knowledge base.
Innovative indicators of the region are directly related to the number of graduates of universities remaining in regional economy. Innovative regions demonstrating significant regional assets of knowledge tend to demonstrate a rich pool of skills, ideas and technologies, cultural environment, business development. Skills, ideas and technologies are embodied both in the human capital of labor in the region and the physical capital of the population of the region.

The deficit in regional human capital is a factor in reducing investment in the regional economy, and as a result of the economic downturn. The preservation of professional and highly qualified personnel is one of the problems of retention of regional human capital. Globalization, dynamically developing regions affect talent outflow from less developed regions.

Innovative regions create a dynamically competitive economic environment that forms the market. The presence of regional knowledge assets through local universities, research institutes ensures the innovation of the region. Local studies are developing regional business structures and generate local labor.

National human capital

Demographics makes strict requirements for future trends in the development of the National Labor Market, National Human Capital. The age structure of the population is shifted towards an increase in the population of older than working age. The population of the working age is reduced. These trends lead to a significant increase in demographic load on the able-bodied population.

The National Human Capital is the human capital of the country, which is an integral part of its national wealth. The condition for the accumulation of human capital is the 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 providing economic growth.

National human capital includes:

• social capital;
• political capital;
• national intellectual priorities;
• national competitive advantages;
• natural potential of the nation.

The increase in national competitiveness is a comprehensive 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 energyary industries and transport infrastructure and the creation of new competitive advantages related to the diversification of the economy and the formation of a powerful scientific and technological complex and the economy Knowledge.

National human capital is part of innovative (creative) labor resources, accumulated competitive and high-performance knowledge, an innovative system, intellectual capital and innovative technologies in all spheres of life and economics, as well as the quality of life that ensure the competitiveness of the country's economy and the state in world markets in Globalization conditions.

National human capital is measured its value calculated various methods - on investment, discounting method and others. The magnitude of national human capital is calculated as the sum of the human capital of all people.
National Human Capital is more than half of the national wealth of each of the developing countries and over 70-80% of the developed countries of the world.
Features of national human capital determined the historical development of world civilizations and countries of the world. The National Human Capital in the XX and XXI centuries was and remains the main intensive factor in the development of the economy and society. National Security The Russian Federation is achieved by the development of the national innovative system and investments in human capital.

Tax stimulation measures aimed at supporting investment and human development in the Russian Federation:

• providing benefits on personal income tax;
• tax stimulation of investment;
• support for the modernization of production;
• simplification tax accounting and his rapprochement with accounting.

Supported (Global) Human Capital

Under globalization is understood as free, natural movement of all resources: capital, goods, technologies and people. Globalization of the economy forms a proper, global level of human capital development. Globalization provides the ability to access new plows of human capital around the world. Mobility of human capital, talent through national borders creates the risk of economic growth to organizations, regions, countries that leave the human capital pool. Global human capital mobility within global corporations, companies increase them economic return. Transboundary migration of qualified labor in the next 20 years can lead to an increase in unemployment and social unrest.

The global human capital is the combination of education, experience, personal qualities and competencies, which are presented in the workforce throughout the world, promoting the development of the global economy. The concept of workers as important assets that have measurable economic value leads to development policies by international organizations less developed countries. Most of the international law revolves around the rights of employees and recognizing the importance of creating a high cost of human capital for the health and stability of the country. The most competitive human capital is the labor force from China, India, South Korea.

Analysts and international organizations of economic development assess the potential of developing countries and the success of investment efforts through economic indicators, such as the rate of formation of human capital. The rate of formation of human capital is determined through the "Human Development Index" (IRCHP), which includes information on life expectancy, level of education and secondary personal income.

The concept of global human capital compares and evaluates the indicators of quantitative labor values \u200b\u200bin different countries. Globalization of human capital stimulates organizations to innovate, transformations of human capital management practices.
The formation of human capital in any country can be carried out through investment in education, health care system, strengthening the conditions of family life, civil rights.

Appearance theories of human capital It was determined by the need for a deeper understanding of the factors of production, in particular the nature of the unusually high share of changes in the aggregate release, not explained by the quantitative increase in the factors of production - labor and capital, as well as the need to propose a universal interpretation of the phenomenon of income inequality.

The economic approach to human behavior was distributed thanks to the two Nobel laureates - T. Schultsu and Bekcker. The concept was introduced into the scientific turn "human capital" As a combination of qualities, skills, abilities and knowledge of the person used by him in production (for income) or consumer purposes. This capital is called human because it is embodied in the person of man; He is capital because it serves as a source or future income, or future consumption, or both of them together.

Human capital, as well as physical capital, is the benefit of long-term use, but it can obscure morally, to physically wear out, and it may be obscured to morally even before his physical wear occurs, its value can grow and fall depending on changes In the proposal of complementary (complementary) manufacturing factors and in demand for their joint products.

The difference between human capital from physical capital consists in visibility from the carrier. The human capital carrier itself cannot be the subject of sale, at least in modern society. It can only be rented, i.e. To attract to work under an employment contract.

The following varies types of human capital.

General human capital - It is knowledge and skills regardless of where they were obtained, they can be used in other workplaces.

Specific human capital - It is knowledge and skills that have the value where they are obtained.

The production of general human capital is provided by a system of formal education, including a general and special education, which improves the quality, which increases the level and supply of human knowledge. Specific human capital is formed by expenditures for training for training workers directly at workplaces.

Human capital can be positive and negative.

Positive human capital Determined as accumulated human capital, providing a useful return on investment.

Negative human capital - Part of the accumulated human capital, which does not give any useful return on investment.

The accumulation of human capital depends on the human potential existing in this society. It is used widely used currently applied. human Development Index (IRCH), which characterizes the different sides of the development of society. The country or region irrrhp reflects three leading lifestyle: income, longevity, education.

Theory of human capital

The theory of human capital is based on the achievements of the institutional theory, neoclassical theory, neoquinsianship and other economic theories, recognizing the fact that people are as much as cars for society. The theory of human capital argues that where the quality and amount of human capital is higher, financial and physical capital are concentrated accordingly. And where the human capital of low quality was formed in the century, even a large amount would help.

A special role in the development of the theory of human capital belongs to the American scientist, the laureate of the Nobel Prize Bekcer, whose contribution is to strengthen its theoretical justification from the position of micro economic Analysis and considerable expansion of its practical applications.

Historical reference

Gary Becker Born in 1930 in Potstown (Pennsylvania). After graduation in 1951, Princeton University worked in Princeton, Columbia Universities. He received a doctoral degree in Chicago in 1955. After 1969, Professor of the University of Chicago, an employee of the Goverrian Institute of Revolution, War and Peace at Stanford University. Being a professor of the economy and sociology of the University of Chicago, in 1992. Becker was awarded the Nobel Prize for Economics for "the spread of the sphere of microeconomic analysis by a number of aspects of human behavior and interaction, including non-market behavior."

G. Becker became the founder of a whole family of new sections economic theory - Economics of discrimination, theory of human capital, the economy of crime, economics of household, etc. Becker's research in the field of economic analysis of the family was called "new consumption theory" ( nEW THEORY OF CONSUMPTION).

Bekker has developed microeconomic foundations of the theory of human capital in the fundamental work of 1962 "Human Capital". The model formulated in it has become the basis for all subsequent studies in this area. Any employee in the becker representation can be considered as a combination of one unit of simple work and the known number of "human capital" embodied in it, respectively, wage (income) - as a combination market price One hundred simple labor and income from investment invested in a person.

The aggregate of direct cash costs on education and income affected by the time spent on training is investments in human capital. Becker substantiated the opportunity to calculate the profitability of such investments both from the standpoint of a separate individual and society as a whole, considering this process by analogy with the norms of profit on capital.

To assess the economic efficiency of education for the employee itself, additional income from higher education is determined as follows: from the income of those who graduated from college, revenues of workers with an average general education were submitted. Education is profitable for an employee if the difference between additional income and real value Costs is a positive value.

Thus, the rate of returns act as an investment distribution regulator between different types and levels of education. High return standards indicate misconversion, low - about reinstaling.

American scientist, Nobel Prize winner T. Schults1, exploring the problems of economic recovery after the war, concluded that the recovery rate in different countries was associated with the health and education of the population. Schulz proved that human capital has the necessary signs of a productive nature, is able to accumulate and reproduce. Education makes people more productive, and good health retains investment in education and makes it possible to produce.

T. Schultsu and Bekcker belongs to the merit of popularizing the idea of \u200b\u200bhuman capital, their efforts gave impetus to numerous studies and initiated active activities on the motivation of investments in professional and technical education by international financial institutions.