...Human Capital Concept Worksheet Patrick Halligan University of Phoenix Human Capital Concepts Worksheet |Concept |Application of Concept in the Scenario |Reference to Concept in Reading | | |Inter Clean can become more competitive by analyzing their organization, |“-the firm’s ability to manage people| | |successfully managing the transition, and improving services, product |to gain competitive advantange” | | |quality, processes and reducing costs by effective human resources |(Dreher & Dougherty, 2001,p.4). | |Equity Theory |practices Organizational Capability | | | | | | | | | | | | | | | |With the new transition and acquisition of Enviro Tech rumors around the |“The source of the lack of motivation| | |organization have the employees with a low morale because they...
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...Human Capital Concept Worksheet Gillian Kotun University of Phoenix Human Capital Concepts Worksheet |Concept |Application of Concept in the Scenario |Reference to Concept in Reading | | |Interclean is in the process of trying to develop a training strategy for the|“Firms must take care to select | | |sales staff that will provide them with the skill set for the new direction |people with the ability and | |Training and Skill |of the company. The employees will need to increase sales by 40% while |willingness to learn and develop, and| |Development |performing solutions-based selling. There is a concern regarding the budget |they must establish reward practices | | |that is available to provide the necessary training. Prior to this |that encourage employees to | | |initiative employees have focused more on training that is unrelated to their|participate in training activities.” | | |jobs. |(Dreher&Dougherty, 2001, p. 7 ) | | | | | | |Interclean needs to find ways to motivate their employees. This...
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...Running Head: Human Capital Concepts Human Capital Concept Worksheet University of Phoenix MMPBL/530 September 12, 2011 Human Capital Concepts Worksheet Concept Application of Concept in the Scenario Reference to Concept in Reading Behavioral Impact of HRM Practices Interclean sales staff have been marginalized by the application of new concepts that do not reference their existing skillset. If Interclean had developed a training program around the existing skillsets of their current employees, the employees would feel as if they were participating in the transition, rather than being shuffled around and forced to do the same tricks as the other trainees. Janet Durham specifically requested that HR keep the employees in the dark regarding the changes, rather than involving them in the process because “it will be a challenge for all of us to play this diplomatically” The speed with which the changes are to take effect in Interclean is a major factor in this discomfiture, since it accelerates the disenfranchisement of those left out of the loop. “Measures of job performance (or some other reasonable dependent variable, say, the amount of knowledge possessed about a particular topic) are collected among a target group of employees before the group is exposed to a training program. Then, posttraining performance data are gathered and compared to the pretraining measures.” (Dreher & Dougherty, 2001). Attributes of Staffing Systems The career system...
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...Advances in Developing Human Resources http://adh.sagepub.com/ National Human Resource Development: What in the World Is It? Gary N. McLean Advances in Developing Human Resources 2004 6: 269 DOI: 10.1177/1523422304266086 The online version of this article can be found at: http://adh.sagepub.com/content/6/3/269 Published by: http://www.sagepublications.com On behalf of: Academy of Human Resource Development Additional services and information for Advances in Developing Human Resources can be found at: Email Alerts: http://adh.sagepub.com/cgi/alerts Subscriptions: http://adh.sagepub.com/subscriptions Reprints: http://www.sagepub.com/journalsReprints.nav Permissions: http://www.sagepub.com/journalsPermissions.nav Citations: http://adh.sagepub.com/content/6/3/269.refs.html >> Version of Record - Aug 1, 2004 What is This? Downloaded from adh.sagepub.com at Anglia Ruskin University on May 2, 2014 Issue Overview 10.1177/1523422304266086 Advances in Developing Human Resources McLean / INTRODUCTION TO NHRD National Human Resource Development: What in the World Is It? Gary N. McLean The problem and the solution. Recent exploratory research has affirmed the variations in understanding of the meaning of human resource development (HRD) from country to country based on a number of identifiable characteristics of the country. One area identified in the definitions of some countries, which was different from that found in the United States and in some other countries...
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...MULTIPLE-CHOICE QUESTIONS 1. Human capital investment consists of: a. any activity that enhances the quality of labor b. expenditures for formal schooling only c. expenditures for on-the-job training only d. any activity that leads to the substitution of physical capital for labor 2. “Expenditures on education and training can be treated as investment in human capital.” This statement is: a. true—current expenses are incurred with the expectation they will be more than compensated for by greater future returns b. true—education must be financed by borrowing money c. false—the market for college loans is too imperfect to be consistent with investment models d. false—education is purchased for its current (consumption) value, not its future (investment) value 3. Approximately what percentage of the U.S. population had completed four or more years of college by the year 2006? a. 8% b. 14% c. 29% d. 41% 4. Age-earnings data show that: a. differences in earnings by education level disappear for workers age 55 and over b. men’s earnings increase with educational level but not women’s earnings c. earnings rise with factors such as family background and personal drive, but not education level d. higher educational levels are consistently associated with higher earnings 5. Available evidence indicates that: a. age-earnings profiles vary with education, but not with age b. age-earnings profiles vary with age, but not with education c. age-earnings profiles of...
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...interest in Intellectual Capital (IC) has been the core factor it is being developed rapidly (Juma and Paine, 2004; Bontis, 2001). IC was first being acknowledged in 1995 by Skandia when it published the world’s first IC yearly report (Edvinsson and Malone, 1997). Definition of Intellectual Capital (IC) There have been tremendously abundant definitions of IC (refer to Appendix 1). In general it may seen synonymous with knowledge capital and asset, intangible and visible assets (refer to Appendix 2). This also includes human capital, information assets as well as the enclose value of organisations (Bontis, 2001; Tseng and Goo, 2005). Itami (1987) refers IC as organisation’s intangible assets that consist of experience, customer relationship and information, organisation’s repute and culture and intellectual property. This consistent with what mentioned by Stewart (1997) where IC comprises intellectual material that is able to generate wealth. The closest definition of IC would be from Roos et al. (2005) where IC is said to be the non-physical besides non-monetary capitals controlled by organisations that leads to value formation. According to Stewart (1997), there are three components for IC, which are human capital, structural capital as well as relational capital (refer to Appendix 3). Components of IC Human capital happens to be the capital, embedded in a person’s mind and stays together in a person. When a worker quits, the human capital that includes skills, innovativeness...
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...TI 2011-061/3 Tinbergen Institute Discussion Paper Entrepreneurship and Role Models Niels BosmaA Jolanda HesselsB,C Veronique SchutjensA Mirjam van PraagD Ingrid VerheulE Utrecht University; B EIM Business and Policy Research, Zoetermeer; C Erasmus School of Economics, Rotterdam; D Faculty of Economics and Business, University of Amsterdam; E Rotterdam School of Economics; all in the Netherlands. A Tinbergen Institute is the graduate school and research institute in economics of Erasmus University Rotterdam, the University of Amsterdam and VU University Amsterdam. More TI discussion papers can be downloaded at http://www.tinbergen.nl Tinbergen Institute has two locations: Tinbergen Institute Amsterdam Gustav Mahlerplein 117 1082 MS Amsterdam The Netherlands Tel.: +31(0)20 525 1600 Tinbergen Institute Rotterdam Burg. Oudlaan 50 3062 PA Rotterdam The Netherlands Tel.: +31(0)10 408 8900 Fax: +31(0)10 408 9031 Duisenberg school of finance is a collaboration of the Dutch financial sector and universities, with the ambition to support innovative research and offer top quality academic education in core areas of finance. DSF research papers can be downloaded at: http://www.dsf.nl/ Duisenberg school of finance Gustav Mahlerplein 117 1082 MS Amsterdam The Netherlands Tel.: +31(0)20 525 8579 ENTREPRENEURSHIP AND ROLE MODELS Niels Bosma A, Jolanda Hessels B, C, Veronique Schutjens A, Mirjam van Praag D, Ingrid Verheul E A Faculty of Geosciences, Department...
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...Emphasis on human capital is a recent development. For a long time, concern has been placed on other factors of production. It was not until recently that attention shifted to Human capital which has led to a massive wave of investment in human capital development. Human capital development is the term used in referring to factors such as education, health, and other variables that can raise productivity. It refers to the ability to perform work so as to produce economic value. To a large extent this a function of the skills and knowledge workers acquired through education and experience. When viewed from a macro perspective, Human capital represents the human factor in an organization and this consists of the combined intelligence, skills and expertise of workers that gives the organization its distinctive character. It consists of those elements of the organization that are capable of learning, changing, innovating and providing the creative thrust which if properly motivated can ensure the long-term survival of an organization. Increasing attention is being given to Human capital due to globalization and its attendant saturation of the labour market. Concern about the issue has been being compounded by the recent downturn in the various economies of the world. This has led Organisations to appreciate the need to leverage on the workforce for competitive advantage in order to thrive and keep ahead of the competition. One major way of doing this is through human capital development...
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...1. Introduction - The role of Human Resource During the early 20th century, the primary role of human resource is a care taker. Primarily they are involve in record keeping of the employee personal information, the most administrative job scoop. Hence during that period of time most human resource personnel is not required to go through formal training. Moving forward to 21st century, the primary role of human resource has been shift from a care taker to strategic planner which is vital for all companies. Not only they are required to maintain employees' record, in addition human resource personnel is required to think of strategy and ways to bridge between the employee and company management. Not only they are required to go through formal training, experience plays an important part as well. In modern days, human resource is known as a "people" profession. Their main asset are human and intellectual capital. As a human resource personnel, they are required to plan and execute plans to retain talent at the same time they have to ensure that human resource strategy is in line with their organization strategy. The foundation of an organisation is employee, in other words is intellectual capital in this main asset of an organisation. Even though in 21st century most company is moving towards machinery and technology but all these is build on intellectual capital. According to most researches, not only Human resource increase employees' capabilities in discovering business...
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...MEANING OF INTELLECTUAL CAPITAL This is the intangible value of a company, and is measured as the difference between the enterprise value of a company and the market value of its tangible assets. Intellectual capital is knowledge that can be exploited for some money-making or other useful purpose. The term combines the idea of the intellect or brain-power with the economic concept of capital, the saving of entitled benefits so that they can be invested in producing more goods and services. Intellectual capital can include the skills and knowledge that a company has developed about how to make its goods or services; individual employees or groups of employees whose knowledge is deemed critical to a company's continued success; and its aggregation of documents about processes, customers, research results, and other information that might have value for a competitor that is not common knowledge. Classification of Intellectual capital • Human capital- The value that the employees of a business provide through the application of skills, know-how and expertise. It can be defined as all the unique ideas, skills, and knowledge that an individual owns and contributes to an organization. • Structural capital- Structural capital is the structures and mechanisms that help support employees and includes procedures, routines and everything that is left in the organization. It includes processes, intangible assets like patents, and trademarks, as well as the organization’s image, information...
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...the first wide scale economic activity. It serves as the sustenance of mankind, the oldest most reliable energy source for human beings; food production. Throughout the ages agriculture as we know it has changed. As economies developed from subsistence to trade and developed trading economies so has agriculture. Currently, in today’s world, we see agriculture as an important industry to any nation. It serves as one of, if not the most, powerful poverty reduction sectors in any nation. This is so because agriculture dominates the rural areas; which are notorious for being resource immobile, isolated and poverty stricken. Henceforth, implications for agriculture and its development becomes an important concern for every nation. Labour being an important factor of production, and one which is most variable in the short run, an analysis on its influence in agricultural production seems almost mandatory. In this sector of interest, the labour available tends to diverge from those of other sectors, in terms of characteristics. Labour in agricultural production is characterized by “a high age of agricultural workers & low levels of educational attainment”(A.Bailey, 2012). This signifies relatively low levels of human capital in the industry and hence restricts the sector from utilizing skilled labour. What is human capital? Human capital can be referred to as the set / stock of skills an individual possess that can be rented out to employers. These skills...
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...successful in venture creation. Also, opportunity recognition means the perceiving possibility of starting a new business and leading to considerable profit. There are two types opportunity recognition ‘internal perspective’ and ‘external perspective’. Internal perspective means entrepreneurs should make sure that problems and needs identified before make a decision which is risky, but external perspective denotes they should make the decision to start a venture precedes opportunity recognition. Most of entrepreneurs looked at three methods of discovery opportunity recognition ‘active searching’, fortuitous discovery’ and ‘opportunity creation’. However, social capital and human capital might be affected on opportunity recognition when entrepreneur creates a new business. This paper is going to discuss how human capital and social capital influence on each method of discovery opportunity and how those three methods help entrepreneurs to recognize valuable opportunities. The first significant theoretical model of opportunity identification is an active search, and those people who are advocating the active search method propose that individuals recognize opportunity through purposeful, deliberate, conscious search. For instance,...
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...colourful career. For this, we celebrate the memories we had and the parting of a great man, Encik Adnan who will be leaving us soon to join a multinational company as the Director of Human Resource. Please lend me your ears as I summarize the history of his career with us here in Starter Sdn. Bhd. Encik Adnan started as an Executive in Human Resource eighteen years ago. I still remember when he first walked in through that door, with his side parted hair-do and a beaming smile , confidently he swayed his way into the interview room. Not a strand of hair out of place, with an air of confidence he won the heart of our then Head Of Human Resource, Mr Kumar. Like many young chap of his age then, he was so eager to learn new things in a new environment. His ability to absorbed and learned new things quickly set him into steam. Soon, his talent got the management’s attention and was promoted to Senior Executive.. Not slowing down the momentum, he quickened his phase to learn more new things and injected new ideas into the system. And soon enough the management knew it was time to again lift him up to an Assistant Manager post. Shouldering bigger responsibility, Encik Adnan continues to marvel at what he does. Then, in the year 2009, he was promoted to the position he is now, the Head of Human Capital...
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...You are here * eCleary * / ► ECO645-02120109 * / ► Quizzes * / ► HW 4 * / ► Review of attempt 1 * ------------------------------------------------- Home * ------------------------------------------------- About Us * ------------------------------------------------- Students * ------------------------------------------------- Faculty * ------------------------------------------------- Library * ------------------------------------------------- Course Essentials * ------------------------------------------------- Support * ------------------------------------------------- College of Graduate Studies Welcome Contact Us Cleary University Student Portal e-mail Faculty Portal e-mail Library Login Research Wiki Cleary Library Blog NoodleTools APA Guide Academic Policies eCleary Essentials eCleary Student Guide Support eCleary FAQ Welcome Contacts Resources HW 4 Review of attempt 1 ------------------------------------------------- Top of Form Bottom of Form Started on | Sunday, 5 February 2012, 09:19 PM | Completed on | Sunday, 5 February 2012, 09:58 PM | Time taken | 38 mins 15 secs | Marks | 13/20 | Grade | 6.5 out of a maximum of 10 (65%) | Question 1 Marks: 1 A compensation program that includes all performance indicators that influence an employee's output is called the: Choose one answer. | a. informativeness principle. | | | b. incentive coefficient. | | ...
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...commodity price spike increase rural poverty? Evidence from a long-run panel in Bangladesh Abstract We assess the effects of the dramatic rise in agricultural commodity prices during 2007-2008 on income dynamics and poverty among rural households in Bangladesh. A unique panel data set allows us to put the effects of recent events in the context of long-run trends in income and poverty. We use data from a nationally representative longitudinal survey of rural households in Bangladesh collected in four waves in 1988, 2000, 2004, and 2008. Nargis and Hossain (2006) analysed income dynamics and poverty incidence for the first three waves, finding a declining trend in both the incidence and severity of poverty, aided in particular by human capital development and the off-farm employment opportunities. We update and extend the analysis to include data collected in 2008, at the height of a spike in agricultural prices. We find that the price of a balanced food basket increased by more than 50 percent during 2000-2008, while household income rose only 15 percent. As a result the incidence and severity of rural poverty in Bangladesh sunk to pre-2000 levels during 2004-2008. Thus the price spikes in 2007-2008 helped push an additional 13 million people into poverty in rural Bangladesh. Moreover, we find that the determinants of poverty have not been time-invariant. In particular, agricultural production, which had previously been associated with a higher incidence of poverty, served...
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