Human capital (HC) is a set of knowledge and skills that are applied to meet the needs of an individual and society. This term has been used since 1961 thanks to the American economist Theodor Schultz. His followers developed this topic, describing the factors, methods and other features of the development of human capital.
In the scientific literature, information on the development of human capital began to appear actively in the second half of the 20th century. This term and the foundations of the theory were introduced by economists Theodor Schultz and Gerry Becker, for which they subsequently received the Nobel Prize. The emergence of the theory of human capital has become a kind of response to private economic theories to the needs of the real economy. The role of man and his potential in society was not fully disclosed. Through deep analysis economic processes human capital has been identified as the main factor in the development of society.
For a long period of time, the understanding of human capital was limited to human knowledge and skills, and was also considered an exclusively social category. Any investment in a person (for example, in education) was considered unproductive. By the end of the 20th century, attitudes towards this category had changed. According to Fisher, human capital embodies the ability of a person to generate income.
Having studied the experience advanced countries, Simon Kuznets came to the conclusion that the accumulated human capital is the main condition for the development of the economy. And the economist Edward Denison focused not only on the quantity, but also on the quality of human resources (namely, on the importance of education). Over time, the importance of health, emotional state, material well-being of workers and other factors was described.
Based on many years of research, a certain theory of human capital has developed. It can be briefly described as follows:
If we consider the formation of human capital on the example of a single person, we can conclude that on average this process takes 15-25 years. As a rule, it begins at 3-4 years. At this point, the child already has enough information to start developing talents and acquiring knowledge. Of course, you should not write off the innate potential. Further self-determination and self-realization depend on how successful education in childhood will be.
The most significant in terms of personal development is the period from 13 to 23 years (approximately). At this time, the most active general, creative and vocational training takes place. The higher the level of accumulated knowledge, the more significant than the opportunity in terms of improving their own well-being and improving the life of society as a whole.
There are several types of human capital. Namely:
The development of human capital occurs in several directions. Its structure is shown in the table:
Researchers identify several groups of human capital development factors. They are described in the table.
| Factor groups | Factors |
| Socio-demographic | The number of employed and unemployed, detailed by region; The division of the employed population by sectors of the economy with details by region; The length of the working period. |
| Social-mental | The prevailing values and norms of behavior in society; The value of knowledge; Focus on self-development. |
| Production | Demand for labor; Working conditions; Training; Social development. |
| Demographic | Population; Gender and age structure; population growth rate; life expectancy; Migration processes. |
| institutional | The legislative framework; State policy in the field of social development; The rights and opportunities of different segments of the population. |
| Environmental | General ecological situation; Drinking water quality; Food quality; Natural factors and climate; Sanitary and hygienic provision of labor; Recreational base. |
| Socio-economic | The level of education and professional training of the population; Incentive and motivation system; Social infrastructure of enterprises; The level of technical economic development enterprises; Incomes of the population; Availability of goods and services; Tax system. |
Human capital management is based on some fundamental principles. Namely:
AT different countries the situation in the field of human resource development is not the same. An indicator such as the human capital index helps to conduct a comparative analysis. It is calculated and published annually by the analytical department of the World Economic Forum, together with experts from Harvard University and a reputable consulting company.
To assess how human capital is developing in a particular country (a total of 122 economies are analyzed), marks are given from 0 to 100. The score is given as a result of evaluating several parameters, namely:
As of 2017, the leaders in the human capital development index were Finland and Norway. In the tail of the rating are Senegal, Mauritania and Yemen. Russia is on the 51st place in this list.
The level of human capital development in a country largely depends on the efforts of the government. Here are the most popular measures around the world:
Time dictates its conditions, and therefore there is a need for new ways of developing human capital. The innovative approach includes the following measures:
Studying the problem of human capital development, it is worth paying attention to investments. We are talking about financial injections into education, health care, science, social issues and so on. Investments in HC have the following key features:
Russia is a huge country, which is characterized by some heterogeneity in terms of opportunities for the population. Thus, the development of human capital in the Far East, in Siberia or in the southern regions (and so on) will be somewhat different. Nevertheless, if we sum up the generalized calculations, the country averages will be as follows:
Are there problems in the development of human capital in Russia? Of course, there are also many of them. Here are the manifestations of the crisis of the Cheka by domestic researchers:
Ministry of Education and Science Russian Federation Federal State Autonomous Educational Institution
Higher professional education
"Russian State Vocational Pedagogical University"
Faculty of Economics and Management
Department of Economic Theory
Coursework by discipline
"Macroeconomics"
On the topic: "Problems of the formation and use of human capital in the national economy"
Completed by: Kipriyanov D.N.
course., ZEKP-311
Checked by: Komarova O.V.
Yekaterinburg 2015
Introduction
1. Human capital: theoretical aspects of the analysis
1.1 Human capital: concept and features
1.2 Models of human capital formation
2. Problems of human capital formation in Russia
2.1 Main characteristics of the human capital of the Russian economy
2.2 Trends and problems of human capital formation in the Russian economy
Conclusion
List of sources used
Human capital is a set of qualities that determine productivity and can become sources of income for a person, family, enterprise and society.
For the first time, the phrase was used by Theodor Schultz, and his follower, Gary Becker, developed this idea, substantiating the effectiveness of investments in human capital and formulating economic approach to human behavior.
The category "human capital" is used when considering a specific person, because it was the opportunity to receive additional income from investments in one's development that gave grounds to draw a parallel between physical and human capital.
Initially, human capital was understood only as a set of investments in a person that increases his ability to work - education and professional skills. In the future, the concept of human capital has expanded significantly.
The latest calculations made by the World Bank experts include consumer spending - the cost of families for food, clothing, housing, education, health care, culture, government spending for these purposes.
The object of study of the course work is the human capital of the Russian economy.
The subject of the research is the formation and use of human capital in the national economy.
The purpose of this work: to study the features of the formation and development of human capital.
In this case, it is necessary to solve the following tasks:
show the features of the formation of human capital;
identify the characteristics of human capital;
clarify trends and issues of human capital.
The information base was the data of statistical bodies, periodicals, educational literature on the topic of the study.
This course work written on 27 pages, consists of an introduction, 2 chapters, conclusion, illustrated with two figures, contains a list of references from 21 sources. The introduction establishes the goal, objectives, object and subject of research. The first chapter considers the definition and features of human capital, as well as models of human capital formation in the Russian economy. The second chapter analyzes the level of human capital in Russia and establishes the prospects for its development. In conclusion, the results are summarized in accordance with the purpose and objectives of the course work.
formation of Russian human capital
Human capital is understood as a “flow” and is a “reserve” of knowledge and skills of an employee included in labor activity, labor relations, which he uses in his professional activity. According to another definition given by E.V. Filatova, "human capital consists of the acquired knowledge, skills, motivation and energy that human beings are endowed with and which can be used over time to produce goods and services." If we combine these two positions and add the concept of "added value" to the definition, we get the most complete, in our opinion, definition of human capital, which allows us to characterize human capital as intellectual abilities and practical skills acquired in the process of education and practical activities people rented by the employer and capable of effective participation in the process of production and creation of added value. Thus, we really see how closely and tightly connected these two concepts - labor and human capital, adding and interpenetrating each other.
It should be noted that human capital (even based on these definitions) is not a given value, but an acquired one.
For the effective management of any system, it is necessary to clearly define its resources and highlight the features of the impact on them. At present, human capital is becoming the most important resource, its adequate and effective management becomes the key to the successful functioning of enterprises, industries, and the state as a whole.
The formation of the theory of human capital began in the XVIII-XIX centuries by such economists as W. Petty, A. Smith, K. Marx. For the first time, a human capital was calculated just by William Petty in his book "Political Arithmetic" (1676), while everything real in England was estimated at 250 million pounds sterling, and the cost of the population of England, according to his calculations, was 417 million pounds sterling. However, with the development of machine production, the value of a person decreases - if earlier the skills of the worker were decisive, and not the means of his labor, then with the improvement of machines and production, a person began to be considered as an addition to the machine, "simple labor force". The ideas of W. Petty were developed by Adam Smith, according to which the dignity of people lies in their inherent differences, and upbringing and education deepen these differences, thereby forming a specification. If a person correctly understands his destiny, then he begins to specialize in the area that brings him the greatest income, since he has comparative advantages in it. The division of labor deepens and consolidates this specification.
In the 19th and 20th centuries, the focus of attention of economists shifted to the problems of efficient business organization, the creation of a quality workforce with a reasonable use of resources. These issues were developed by J. McCulloch, I. Thünen, I. Fisher, who believe that the person himself is capital, as well as J. Mill, N. Senior, F. Liszt, from the point of view of which the capital is not the person himself, but only inherited and acquired qualities and abilities. Also in the second half of the 19th - early 20th centuries there was a sharp increase in labor productivity as a result of the technical revolution. As a result, the number of highly skilled workers has increased, and unskilled labor, such as child labor, has ceased to be used at all. It was at this time that the foundations of the scientific organization of labor and management were laid by F.U. Taylor, G. Ford began to put into practice the theory of welfare capitalism, reducing staff turnover at enterprises and introducing mass production, and E. Mayo developed issues of industrial psychology, which later formed the basis of the doctrine of "human relations".
In the economic literature, despite lengthy studies, there is no certainty regarding the essence of the category of human capital and different views are noted. Among the debatable provisions within the framework of the theory of human capital, the following are considered: the relationship of the concept of "human capital" with a living human personality, the ratio of human and physical capital, the definition of human capital from the point of view of the theory of factors of production.
The term "human capital" was the first in the scientific literature to use this term T. Schultz, and G. Becker translated this concept to the micro level. According to G. Becker, the human capital of an enterprise is a set of skills, knowledge and skills of a person.
There is an extended interpretation of the concept of "human capital". Some economists include in it not only the productive qualities of individuals and the ability to earn income, but also social, psychological, ideological and moral and ethical qualities (L. Thurow, J. Kendrick, V.I. Martsinkevich and others). The virtue of the expansionary concept of human capital is as follows:
firstly, within the framework of this approach, human capital is interpreted from the standpoint of social relations;
secondly, human capital is a value not only for the individual, but also for society. It has a direct interest in human investment projects that change its current and future needs and preferences so that they are compatible with the needs and preferences of both the individual firm and society itself. Therefore, human capital is considered not only as an individual, but also as a social good;
thirdly, the concept of social capital makes it possible to determine that collective interaction is a powerful factor in the growth of both social and individual productivity.
In general, all definitions of human capital can be divided into two groups that reflect its various characteristics:
first group interprets human capital as the totality of a person's reserves of abilities and qualities used in the production of goods;
second group characterizes human capital from the investment side, emphasizing the fact of their accumulation as a result of investments in a person.
An analysis of existing positions allows us to state that in a narrow sense, human capital is usually understood as a set or stock of human qualities, among which knowledge and productive abilities prevail.
Thus, the evolution of the views of economists went from the concept of "labor force" to the concept of "human capital" for 3 centuries, and the following definition is currently used: human capital is a certain stock of health, knowledge, skills formed as a result of investments and accumulated by a person. , abilities, motivations that are expediently used in a particular area of social reproduction, contribute to the growth of labor productivity and production efficiency and affect the growth of income of a given person.
Considering human capital as one of the main resources of the economy, we note its main features in comparison with other types of capital:
Human capital can be both increased and decreased over time. The increase in capital requires efforts both from the bearer of capital - a person, and from society, while the effectiveness of investments in HC also depends both on the individual to a greater extent and on the external environment. The decrease in human capital, by analogy with physical capital, is associated with physical and moral depreciation, so the human capital can also be amortized.
Investments in human capital are more long-term, the return on them is also longer and higher; For society, the return on investment in HC is not only economic, but also social. At the same time, the income received by a person belongs entirely to him, he manages them independently.
The functioning of human capital depends on the person himself, on his personal interest in this.
Some researchers note the inalienability of human capital from its carrier, but modern sources distinguish alienable types of human capital. However, both types of HC are characterized by a low degree of liquidity compared to other types of capital in industry.
The structure of human capital consists of a combination of elements such as innate skills and abilities, natural abilities, education, health, intellectual capital, motivation to work and study, mobility, professional skills, abilities and competencies acquired by a person in the process of learning or working. At the same time, there is no single structure of HC in the scientific literature. Different scientists include a different number of elements (types) in the structure of HC, while the classification of HC types in the scientific literature is reflected for different reasons and for different purposes. For example, if this concerns the first two of the listed elements, then at present there is no unambiguous approach to whether they should be considered part of human capital or allocated separately.
In order to better understand the impact of human capital on development, it is necessary to consider it from the standpoint of a systematic approach. The following models are used for this:
The first model, the "black box" model, shows the essence of human capital, namely its significance for the enterprise. The input parameters are education, upbringing, health, that is, the base that makes a person an object of the embodiment of capital, and at the output we get a certain social utility, that is, the benefit that human capital brings to an enterprise. It can be expressed as a material indicator (a certain percentage of profit, the growth of various financial indicators), and in intangible (prestige of the enterprise, corporate spirit, intellectual property).
The second model, the composition model, allows us to present the composition of human capital, highlight its main components, in order to then explore this category with a certain degree of detail.
Theorists who study human capital define its composition in different ways: I.V. Ilyinsky distinguishes the following components: the capital of education, the capital of health and the capital of culture. Dobrynin A.I. understands human capital as a stock of health, knowledge, skills, abilities, motivations that a person has, which contribute to the growth of his labor productivity and affect the growth of income (earnings).
"Human capital" - as most Western economists define it - consists of the acquired knowledge, skills, motivations and energy that human beings are endowed with and that can be used over a period of time to produce goods and services.
Having considered various points of view on the composition of human capital, we can distinguish the following items the category under study, namely: education, training, health, motivation, income, general culture.
The third model, the model of the structure of human capital, which is a description of each of the elements of the category under consideration and the relationship between them.
The performance of a person in any sphere of the economy, in any position largely depends on his health. The element "health" can be divided into such two components as moral health and physical health. The physical is everything that a person receives at birth and acquires later, affecting his physiology, namely, heredity, age, environmental conditions and working conditions. Moral health is ensured by the moral and psychological climate in the family and in the team.
Vocational training includes qualifications, skills and work experience.
Motivation can be both for learning and for economic and labor activity.
Income means a certain percentage of profit per person or per person, that is, the result of the use of human capital. In this case, the income of one person, that is, his salary at the enterprise, will be considered.
The general culture includes all those personalities that distinguish one person from another, and in particular it is intelligence, creativity, upbringing that forms certain moral principles, as well as all those human qualities that can affect the activities of an enterprise: responsibility, communication, creativity, and even, as L. Turow writes, "respect for political and social stability."
All elements of human capital are interconnected, for example, by raising one's education, a person increases both capital and health, and the percentage of his income, and improves his general culture. Knowledge and skills possessed by the employee and acquired through education and vocational training, including the dexterity gained through work experience, constitute a certain stock of capital. monetary value this stock of capital is determined by the rates wages for which human capital can be "rented" by employers in the labor market. Job search and migration increase the value of the human capital of specific people by increasing the price (wages received per unit of time for the use of the knowledge and skills of the worker).
Thus, human capital is the main value modern society, as well as a fundamental factor economic growth both for the country as a whole and for the individual enterprise. And in order to increase human capital, it is necessary to pay attention to each of its components.
Today, the issues of increasing the intellectual potential of society directly affect both the development of national human capital and the human capital of enterprises.
The total human capital has certain qualitative and quantitative characteristics, the most important of which are the following:
First, it is the population of Russia. According to statistics, this figure began to grow since 2010. According to the Federal State Statistics Service, the resident population of the Russian Federation as of November 1, 2010 amounted to 142.8 million people. In 2014, the population was 143.7 million people, which shows an increase of 0.6%.
One of the most serious medical and demographic problems of the social development of modern Russia has long been a high mortality rate, which directly depends on the socio-economic development of the country, the well-being of the population, the development of the healthcare system, the availability of medical care, etc.
Russia, in terms of the unfavorable dynamics of mortality in its population, differs significantly from most developed countries, where life expectancy in almost all age groups of the population increased throughout the entire 20th century and especially intensively in its last third.
Thanks to the implementation government programs aimed at improving the demographic situation in the country, the birth rate for the first time in many years exceeded the death rate.
The most dangerous, according to scientists, is the process of falling birth rates, i. population crisis. More precisely, this process is defined as a crisis of the viability of a nation, characterized by a coefficient of viability calculated as the ratio of birth and death rates. The Russian ethnos was not viable for about 15 years, but since 2010-2011 it has become viable, at the moment the positive trend continues.
The most important characteristics of the total human capital are the number of labor resources and their distribution by areas of employment, as well as the professional and qualification structure of the labor force. The number of economically active population aged 15-72 at the end of 2013 amounted to 75.5 million people, or more than 53.5% of the total population of the country. Of the economically active population, 70.6 million people were classified as in economic activity and 4.9 million as unemployed using ILO criteria (i.e. unemployed or gainfully employed, looking for a job and ready to start it) during the study week).
At the end of 2013, compared with November 2010, the number of employed people increased by 1,457,000 people (or 1%), the number of unemployed people decreased by 1,407,000 people, or 26%. The number of unemployed decreased from 5.5 million in October 2010 to up to 4.1 million people in November 2013; the unemployment rate, calculated as the ratio of the number of unemployed to the economically active population - from 7.3% to 5.5%.
At the moment, there is a shortage of qualified personnel in certain professions and specialties. One of the reasons for this is the discrepancy between the structure of vocational education and the current and future needs of the labor market in terms of qualification level and professional structure. An analysis of the state of labor resources in the regional labor markets showed the following. The observed shortage of qualified specialists and the growth of their cost in the labor market is one of the key factors hindering business development.
In addition, as the study showed, there is a structural imbalance professional qualities personnel in the labor market and the demand characteristics of the business.
Recently, significant attention has been paid by the state to improving the quality of life of Russian citizens. Concrete priority steps have been taken in the areas of healthcare, education, housing policy, since these are the areas that affect every person, determine the quality of life and form human capital.
At the same time, Vladimir Putin, in his speech at the expanded meeting of the State Council "On the Development Strategy of Russia until 2020" in February 2008, said that the transition to an innovative path of development is associated, first of all, with large-scale investments in human capital. Human development is both the main goal and a necessary condition for the progress of modern society. The future of Russia depends on the education and health of people, on their desire for self-improvement and the use of their skills and talents. This is an urgent need for the development of the country. The future of Russia will depend on the motivation for innovative behavior of citizens and the return that each person's work brings. The development of national education systems is becoming a key element of global competition and one of the most important life values.
The state of human capital of enterprises directly depends on the quality of national human capital. The formation of the human capital of the enterprise is carried out on the basis of personal qualities and characteristics of employees. The main indicators used to study human capital are: the qualification composition of employees, the average level of education, age structure personnel, average work experience in the specialty, personnel costs.
We will analyze the state of human capital on the example of a number of enterprises in the city of Severouralsk of various forms of ownership, engaged in both production and sale of products and the provision of services.
The assessment of the professional level showed the following results: the average work experience in the specialty is: 12 years at industrial enterprises, 10 years at trade and service enterprises. An analysis of the age composition of workers in the enterprises under study showed that the average age of workers in industrial enterprises is 42 years, while in trade and service enterprises it is much less - 29 years.
In the process of studying the educational level of personnel, the following results were obtained: higher professional education at industrial enterprises 28% of employees have secondary specialized education - 36% and general secondary education - 36% of the staff. At trade and service enterprises, the situation is more favorable: 52% of employees have a higher professional education, 32% have a specialized secondary education, and only 16% of employees have a general secondary education.
The data obtained from the analysis of personnel training costs indicate that the costs of training, advanced training and retraining of personnel at industrial enterprises significantly exceed similar costs at trade and service enterprises. This situation is explained by the fact that at industrial enterprises work on staff development is carried out on an ongoing basis. There are own training centers, which enable workers and specialists to undergo training on the job.
Analyzing staff turnover, it should be noted that at industrial enterprises it averages about 10% per year, while at trade and service enterprises it is over 20%.
As the main indicators for assessing personnel costs, the following were chosen: the annual payroll fund, the costs of retaining specialists, payments not related to the production of products, the costs of training, retraining and advanced training, the costs of a medical examination, payment for medical and other social services for an employee of the enterprise, voluntary medical insurance paid by the enterprise, costs for labor protection and safety measures, costs for ensuring compliance with sanitary and hygienic requirements, costs for health and sports activities, payment for food, payment for work clothes, payment for transportation costs. The average costs per worker are presented at industrial enterprises significantly higher than those at trade and service enterprises.
Summing up, we can draw the following conclusions. Most of the enterprises under study are characterized by a low level of wages (compared to the average monthly wage, both in the Sverdlovsk region and in Russia as a whole). This circumstance negatively affects the quality of human capital, in particular, its reproduction. Almost all enterprises, in addition to the main expenses for staff salaries, incur additional expenses related to personnel, however, the share of funds invested in employee training remains low, which leads to curbing the growth in the cost of human capital. Individual enterprises (mainly trading ones) practically do not improve the educational and professional level of their employees. As a result, the educational level of the staff is lower industry averages there is a decline in labor productivity.
Thus, in today's conditions, in order to finally overcome the crisis and achieve sustainable growth, enterprises first of all need highly qualified personnel. And this requires a competent personnel policy and investment in the development of human capital.
Based on fundamental economic categories, the main factors of production are labor, land and capital. Let us dwell in more detail on such a factor of production as labor, because it is one of the most complex, multifaceted, constantly evolving concepts.
In itself, this simple, understandable word includes a lot of different components, such as skills, experience, knowledge, competencies, aspirations, ambitions of a particular individual person. In addition, scientists have been saying for quite a long time that it is labor activity and its subject - a person - that are the key success factor, the key to development and the main competitive advantage in the market.
The concept of "labor" itself is closely related to the concept of "human capital", but it is categorically impossible to speak of their complete coincidence. For understanding, let us return to the definition of human capital.
There are several "sources" of acquiring experience, knowledge and skills. No one will dispute the fact that education received in educational institutions is one of the steps in acquiring this knowledge, even if it is mainly theoretical. A person receives further improvement, honing, replenishment and development of knowledge in his organization, directly at the workplace. Most authors today consider the organization precisely as a place for a person to apply his knowledge, skills, skills, a place for self-development and self-realization.
However, the category of human capital itself is highly controversial. So, for example, a number of researchers consider only quantitative indicators (such as the level of education, work experience in the organization in the same position, etc.) as fairly objective indicators for assessing human capital. But the concept of human capital itself is not only a mathematical quantity that can be calculated using a formula. After all, human capital is not an isolated concept - it is influenced by a person's culture, the quality of an individual's knowledge, and intrinsic motivation. In addition, if revolutionary upheavals occur or have occurred in a country, then the entire socio-political system changes, the thread of traditions breaks, the usual way of life collapses, the conditions for cultural and social reproduction change. All this deeply affects the individual and human capital.
In addition, if we talk about the problems of human capital reproduction in Russia, we can say that the level of socio-economic development of the country as a whole largely depends on the quality of human capital.
So what are the main problems that arise in the process of reproduction of human capital? Obviously, this is due to the negative influences taking place at the present time. Let's consider some of them:
The first negative factor is the weak development of adaptation mechanisms in the internal labor markets of companies, as well as the transfer of accumulated experience and professional skills to new employees. Nobody argues with the fact that there are methods of mentoring, advanced training courses, self-education, internal regulations of the organization, etc. But, on the one hand, the first few points are usually typical only for large organizations that have an appropriate organizational structure and a rich history, a stable numerous staff and are ready to make certain investments (organizational, financial) in employees already at the initial stage. Again, this is quite risky, because. no one is immune from the fact that the employee will not pass the probationary period or simply will not be satisfied with the working conditions, which will lead to dismissal.
And on the other hand, here comes the second negative factor - the unwillingness or lack of opportunity for an individual to develop, improve their existing qualifications, receive additional education required at this particular job site.
Returning to the issue of investments by the employer in employees, it is impossible to consider only the initial stage of their relationship. After all, knowledge quickly becomes obsolete, which means that in order to maintain the knowledge and skills of employees at the appropriate level of the organization, in any case, you will have to "invest" in your employees.
The next negative factor is the discrepancy between the supply from the labor market and the demand for certain professions. It's not a secret for anyone (this is also evidenced by the statistics of the number of applications submitted by applicants) that there are certain specialties that are considered the most prestigious, financially secure, status and, accordingly, which if not the majority, then a fairly large proportion of applicants strive to get into. Ultimately, we have a large number of graduates with diplomas of economists, lawyers, psychologists (for example), who, unfortunately, cannot find a job in their specialty. Thus, in the labor market there are specialists with a certain level of knowledge that they do not need at the place of work that they currently occupy. In addition, it should be noted that the requests of employers when searching for candidates for a vacant position are becoming more and more overstated. So, basically, in each vacancy there will be a requirement for a certain work experience in the specialty. For a specialist who has just graduated from a university, it is extremely difficult to immediately get a desired job, if only because of this requirement. In this situation, one can understand the head of the organization - it is much easier to take an employee with work experience who already has a certain amount of knowledge than young specialist. But at the same time, one should not forget that a young graduate has certain advantages, such as a fresh look at some problems and, possibly, more effective ways to solve them, an easier perception of changes and innovations, the ability to learn, the absence of stereotypes, relevant, " fresh" theoretical knowledge and, in the end, as yet unrealized labor potential. It is precisely the failure to use these factors that may ultimately lead to a decrease in the labor potential of the organization and the country as a whole.
Thus, having considered several main negative factors affecting the reproduction of human capital in Russia, we can conclude that at present in our country there are certain problems not only with the reproduction of human capital, but also with the effective use of existing capital. But, knowing the existing problems, you can look for ways to overcome them. Most likely, the solutions will require significant material and labor costs, but the result of their implementation will far exceed the indicated investments.
For the development of human capital at the country level, it is necessary to solve two groups of problems: on the one hand, to find an opportunity to allocate additional resources to support workers in relevant industries and population groups; on the other hand, to carry out structural reforms in these sectors. But again, the important point here is that these two groups of problems need to be addressed in parallel, not separately. The solution of only one of the problems is absolutely ineffective and is a waste of resources - time, money, human. Thus, with the effective use of human capital, as well as the creation of opportunities for its reproduction, one can look to the future with confidence and believe that Russia will have at least one more competitive advantage.
Economic and social development Russia in the future will largely depend on the attitude of society to the processes of reproduction of human capital.
Problems in the social and labor sphere, of course, cannot be resolved without the involvement of employers, employees, their unions and associations, and society as a whole. At the same time, the self-elimination of the state from regulating the processes of reproduction of human capital is extremely dangerous.
If not created economic mechanisms that ensure that the training of personnel meets the requirements of production, then even in the context of economic growth, the employment situation is unlikely to change dramatically: a shortage of jobs may well be combined with significant unemployment.
In addition, the most important role is played not only by the quantity, but also by the quality of jobs.
An increase in the number of jobs with a deterioration in their qualitative structure will lead to a "brain drain" abroad and an increase in immigration to Russia of unskilled labor from neighboring countries. Unfortunately, such a pessimistic scenario is quite possible.
The development of events according to the optimistic scenario implies a comprehensive regulation by society of all processes occurring in the field of reproduction of human capital.
The theory of human capital is at the initial stage of its development, applying in practice the existing methods for calculating and evaluating human capital, it is necessary to compare, verify and identify the most appropriate methods for evaluating human capital.
What is needed is not isolated measures, no matter how radical they may seem, but the implementation of a systemic state policy that actively influences the processes of reproduction of human capital in order to transition the economy to an innovative development path.
1. http://www.gks.ru/bgd/free/b10_00/IssWWW.exe/Stg/d11/8-0. htm
2. http://www.gks.ru/bgd/free/b10_00/IssWWW.exe/Stg/d11/8-0. htm
Http://www.gks.ru/bgd/free/B04_03/IssWWW.exe/Stg/d05/265. htm
http://www.er-duma.ru/press/39014
6.http://nacproject. viperson.ru/wind. php? ID=424865
http://www.gks.ru/wps/rosstat_main/statistics/population/demography
8. Economic theory: / Under the editorship of A.I. Dobrynina, L.S. Tarasevich: Textbook for universities. 4th ed., St. Petersburg, 2010. - 560s.
Pivovarov V.I. To the question of human capital / V.I. Pivovarov, V.V. Mazur // Proceedings of the South-Western State University. - 2013. - No. 4. - P.172-176.
Filatova E.V. Investments in human capital in small businesses: Ph.D. dis. … cand. economy on - uk / E.V. Filatov. - M., 2010. - 26 p.
Bryukhov A.M. Scientific analysis of the concepts of "human capital" and "management of human capital" / A.M. Br - hov // Chelyabinsk Humanitarian. - 2012. - No. 1. - P.23-26.
Koval T. Human approach to human capital. (About the book by N.M. Pliskevich "Human capital in a transforming Russia") / T. Koval // Questions of Economics. - 2013. - No. 11. - P.154-158.
Mau V. Human Capital: Challenges for Russia / V. Mau // Questions of Economics. - 2012. - No. 7. - P.114-132.
The system of formation of competitive human capital reflects the relations that arise between the subjects of the formation of human capital regarding its carrier, arising in order to form, accumulate and use the human capital of an individual to obtain the benefits necessary to restore the resources of family members and reproduce high-quality human capital that meets the requirements National economy, and having sufficient potential to maintain and improve the abilities of its carrier throughout the period of active life, to maximize the total amount of benefits received by the individual and the total amount of resources given to them, which contributes to the economic development of both the enterprise where he works and national economy generally.
Figure 2.1 - Subject-object structure of human capital formation
The interaction of the subjects of the formation, accumulation, use and reproduction of human capital is illustrated by the subject-object structure of the formation of human capital, shown in (Fig. 2.1), where the relationships of subjects that influence the formed human capital are indicated by an indexed letter. (table 2.1).
Table 2.1 - The content of the stages of formation and use of human capital
|
Investment measures: |
|||||
|
Formation |
Accumulation |
Usage |
Reproduction |
||
|
Upbringing |
Inherited qualities of the individual: health, memory; a penchant for creativity, science, which are the result of investments in the development of previous generations. |
The family and the state bear the costs associated with upbringing, education, and the formation of the health potential of the individual. Ida. |
Education affects the effective use of the human capital of the individual. |
Family, state, enterprises are interested in the health of the employee and parent, spend money on various health programs. |
|
|
Education |
The family spends money on the education of their children in order to increase the benefits received in the future. |
The state seeks to invest more in the education of the individual if the family cannot cope with this. |
Education plays an important role in the professional activity of an individual; further use of human capital depends on its level. |
The education of an individual affects his way of life and the way of life of those around him. The actual abilities of the individual are reproduced. |
|
|
Ensuring the health of the individual |
Providing favorable conditions for parents and the child in order to obtain a healthy carrier of human capital. |
The family, the state provide sports, spiritual, moral and psychological education of the individual, which helps to ensure his moral and psychological stability. |
Carrying out by enterprises and the state of relevant preventive measures for the individual, treatment occupational diseases, professional stress. |
Carrying out health-improving treatment by means of the family, the state and enterprises in order to extend the period of the individual's workable activity and the birth of a healthy generation. |
|
|
Production preparation |
Providing conditions that allow improving the professional and qualification level of individuals in order to obtain a full-fledged carrier of human capital. |
The production training of employees at the company makes it possible to increase production efficiency and raise the professional and qualification level of employees. |
On-the-job training allows a firm to improve the skill level of employees while spending less Money than in the case of inviting an outside specialist. |
Investments in the well-being of the staff, their health to reduce the loss of working time and ensure the full reproduction of the population. |
|
|
Migration and identification of information necessary for the use of human capital |
The family and the state carry out certain activities to ensure a healthy lifestyle for parents. |
Investments of the family and the state in order to choose the place of education of the child, taking into account his inclinations and abilities. |
The family moves and employs a person in attractive organizations. The state promotes the employment of the unemployed. |
Family migration in order to maintain and preserve the health necessary for the work and reproduction of a healthy generation. |
N o t e. Source:
The subjects of the formation of human capital are the family, the state, the enterprise and the infrastructure of the market, entering into socio-economic relations with each other regarding targeted influences on the bearer of innate ability.
It should be noted the interrelation and interdependence of all subjects of the formation of competitive human capital, especially educational institutions, employment services and enterprises. The state cannot independently establish links between production and education. In turn, business cannot, even with its deep interest in a highly skilled workforce, develop a clear strategic direction for the development of education, although it can have a serious impact on improving the resource base of educational institutions, modernizing programs and teaching technologies used. By entering into contact with educational institutions, business in each case solves its own problems, often these are short-term production tasks. Therefore, the effectiveness of the functioning of the entire education system depends on the directions of state policy in the field of education, employment, and the degree of coordination between the activities of educational institutions and production structures. In the light of the foregoing, it becomes especially relevant to harmonize the targets and measures of state policy in the labor market and education policy, that is, the desire to match the professional training of highly qualified specialists and improve their qualifications, taking into account the requirements of the labor market today.
It should be noted that there are contradictions between the social, professional orientations of young professionals and the real needs of enterprises, organizations and firms in the labor force; between the existing system of higher education and the real content of future professional activity and the expectations of employers, between the theoretical training of graduates and weak practical skills and knowledge use skills.
In order to be competitive in the labor market, graduates and young professionals must meet new requirements, take into account modern realities and market trends when planning their education and career, and be aware of ongoing changes. Society is moving towards the fact that practically every able-bodied person will have to combine his life plans with constantly changing circumstances. Success in finding a job in such a dynamic environment can only be achieved by those who are open to change, sociable, have developed the ability to constantly learn and retrain.
For competitiveness in the labor market, now, often, it is no longer enough to be a specialist in one area: knowledge in related fields, a second, third higher education are required. In addition to work experience and other requirements, a prerequisite is a combination of basic education in the field of specialization of the employing company (for example: construction, telecommunications, chemistry, transport) with a diploma from one of the leading business schools.
It should be noted that the active role in the formation of the competitive human capital of the country belongs to the state. The state ensures investment in the health of family members, which is the key to the formation of a full-fledged new carrier of human capital, and further development of its potential, participates in vocational training, retraining, retraining of the carrier of human capital, as it is a decisive factor in the intensive development of the economic system.
The government-led labor force development policy is divided into two phases:
The state policy in the field of labor force is implemented with broad financial, organizational and other participation of business circles and social institutions. This policy contributes to the formation of a skilled flexible workforce.
An important source of human capital formation is the accumulation of experience in the process of work. Learning is a by-product of capital accumulation. This source of human capital accumulation is extremely difficult to measure. In this regard, the Nelson-Phelps model mentioned above considers the human capital accumulated in the process of education as a prerequisite for developing the skills necessary to adapt to technological changes. From this point of view, human capital becomes the basis for industrial learning and understanding of technological development. Educated people become good innovators, so education accelerates the process of technological diffusion. A high-tech capital structure is positively associated with an increase in the number of white-collar workers. It turned out that technological innovations change demand in favor of more highly educated workers, since the latter have a comparative advantage when using new technologies. A study of the economic impact of investing in training and retraining found that there is a positive feedback loop between the implementation of training programs and productivity growth, not only at the individual level, but also at the organizational level. Training also has a significant impact on salary growth, which is reflected in the growth of the company's profit margin. In addition, the rate of return on investment in training tends to be higher than that typically associated with investment in schooling, so apprenticeships remain profitable for firms even during times of increased labor mobility.
Economists also give another definition of human capital (Galperin): the value of human capital is the sum of all expected income from labor reduced to a given moment, by means of discounting. That is, Galperin applies the economic assessment of human capital, its abilities.
The accumulation of human capital consists of certain costs of a person (family, firm, state) aimed at:
The dynamics of human capital accumulation is determined by individual decisions; at the same time, education is the main (but not the only) component of the stock of human capital. An individual's decision to invest in education is much the same as investment decisions companies. Individual investment in education can be viewed as a cost in terms of direct costs and opportunity costs. Because investing in human capital increases individual productivity, the benefits of acquiring education are equal to the current value of expected high incomes after acquiring education.
It is generally accepted that in order to calculate the economic efficiency of investing in human capital, it is necessary to take into account vital indicators that characterize the socio-economic situation in the country (region). This indicator is GDP for the country as a whole or GRP for the region.
Human capital is quantified: the total number of people, the number of active population, the number of students, etc. Qualitative characteristics: skill, education, and also what affects a person's performance and contributes to an increase in labor productivity.
Competitive human capital allows you to receive the greatest income in the field of activity chosen by its owner, that is, it has the greatest efficiency. For purposeful activity on the formation and use of human capital, it is necessary to determine the criterion expression of its effectiveness. This task is complicated by the fact that there are many factors that affect the effectiveness of human capital, however, it is not possible to characterize it by one criterion. Determination of the criterion expression of the effectiveness of human capital is possible by identifying private criteria for efficiency and combining them into one generalized one. The expression of a generalized efficiency criterion will allow one to determine the determinants corresponding to particular efficiency criteria and to detail the characteristics on which they depend.
As the main indicators of human capital, researchers identify education, health, training and migration, that is, they note their significance as particular criteria for the effectiveness of human capital. So A. Dobrynin and others note that the level of general education and special training is one of the most significant criteria characterizing the total human capital. This criterion makes it possible to identify the typological qualification features of the total labor force and determine their role in the system of economic growth. General and special education improve the level and quantity of human knowledge, thereby increasing the quality of human capital. Higher education contributes to the formation of highly qualified specialists, whose highly productive work has the greatest impact on economic growth rates. The high level of health of the individual contributes to efficient use qualified specialists in a particular field of production. At the same time, migration contributes to the movement of an individual to regions and industries where labor is better paid, i.e. where human capital is used more productively and the price of its use is higher. Yu. Bychenko draws attention to the level of health and the level of education. Ceteris paribus, the better the physical and psychological condition of the employee, the higher his productivity and earnings, the higher the level of human capital formed by him. The level of education is the skills, skills, qualifications that are used or can be used to generate income. The level of education affects the process of improving the human capital of an individual, contributes to the growth of labor productivity and production in general.
All characteristics of the criteria for the effectiveness of human capital are summarized in Table 2.2, with their definition at the level of the individual, firm and state. It should be noted that these characteristics of human capital were obtained on the basis of an analysis of existing sources.
A generalized criterion for the effectiveness of human capital, which is a function of particular criteria (education, health, training, migration), can be represented as follows.
W = f (W1, W2, W3, W4), (2.1)
where W is a generalized criterion for the effectiveness of human capital; W1, - private criteria for the effectiveness of education in the integrative effect of human capital; W2, W3, W4 are particular criteria for health, vocational training and migration, respectively.
Table 2.2 - Criteria for the effectiveness of human capital
|
Performance criteria human capital |
Characteristics of performance criteria human capital |
||
|
State |
|||
|
1. Education |
|
|
|
|
2. Health |
|
|
|
|
3. Production preparation |
|
1. Fund preparation time at the workplace. |
|
|
4. Migration |
|
|
|
The wealth of any country is a person. In the future, the economic growth of the country is possible from an increase in funding for such areas of the economy as the quality of the labor force, human capital, healthcare, culture and infrastructure. The development of the material, intellectual and spiritual capabilities of a person, the accumulation of human capital is becoming an important task of the state. top priority budget spending countries are investing in human capital, and such expenditures are education, health care and culture.
The greater the potential of each member of society, the higher the intellectual resource of the entire country, the more dynamic the growth rate of the economy, the greater the opportunities of society. The development of the human potential of Russia involves:
Creating favorable conditions for the development of the abilities of each person, improving living conditions Russian citizens and quality of the social environment;
- increasing the competitiveness of human capital and the social sectors of the economy that provide it.
Economic growth currently depends on the degree of human capital formation, which is the process of expanding the knowledge, skills and capabilities of the people of the country.
Human capital refers to the knowledge and skills embodied in a person, which play an important role in determining labor productivity and the ability to absorb new knowledge and master new technologies, innovations.
The formation of human capital takes on various types, forms and goes through various stages. life cycle person. The factors on which the formation of human capital depends can be combined into the following groups: socio-demographic, institutional, integration, socio-mental, environmental, economic, production, demographic, socio-economic. The institutional environment necessary for an innovative socially oriented type of development is formed in the long term as a result of the development of human capital, and above all: education, healthcare, the pension system and housing. In order to ensure the implementation of the functions financial markets in terms of the formation of human capital in Russia, the following is ensured:
Increasing the affordability of housing for citizens through mortgage mechanisms, promoting the use of financial instruments to stimulate the development of the housing market in general;
- increasing information transparency and openness of the consumer lending market;
- expanding opportunities for citizens to use educational loans;
- assistance in increasing the level of protection of the quality of life and personal well-being of citizens through life and property insurance;
- assistance in the development of additional pension insurance mechanisms.
The conceptual model of the formation of human capital in the socio-economic system at various levels of its development: society, region, enterprise is shown in Figure 1.
Figure 1 - The concept of the model of human capital formation
The formation of human capital is a continuous ongoing process by which the individual reaches his highest potential and strives to integrate and optimize the combination of current processes, such as education, job search, employment, skills formation and personal development. Thus, the formation of human capital is associated with investment in a person and his development as a creative and productive resource.
The formation of human capital is a long process of improving the productive qualities of the workforce, providing a high level of education, improving skills. Building human capital is critical to a country's long-term economic growth, providing the same benefits of new innovative technologies and more efficient industrial equipment. The interaction of people with each other affects the dissemination of knowledge in society. In itself, the transfer of knowledge is not a value.
The process of building human capital takes time (15 – 25 years) and often results in a better standard of living for people within a country over several generations. The formation of human capital can be achieved through the use of state policies in the field of health, education, culture and training.
The leading role in the formation of human capital, which creates the knowledge economy, is assigned to the sphere of culture, which is due to the following circumstances:
The transition to an innovative type of economic development requires an increase in professional requirements for personnel, including the level of intellectual and cultural development, which is possible only in a cultural environment that makes it possible to realize the goals and moral guidelines for the development of society;
- as the personality develops, the needs for its cultural and creative self-expression, the development of the cultural and spiritual values accumulated by society grow. The need to meet these needs, in turn, stimulates the development of a market for cultural services.
Thus, society is critical to the formation of human capital.
Each generation builds its human capital from scratch. The formation of human capital begins before the birth of a child, when the parents, through their behavior and decision, determined the outcome of the child's birth. From birth, a person is endowed with an unskilled labor force that does not require training and can be supplied to the labor market. The human capital of an individual is formed from childhood and is considered formed at the age of 23-25 years.
At the age of 3-4, every child develops a culture of completely free access to any information. The development of a child's abilities gives him the opportunity to freely manage his talents, to put as many concepts, skills, and abilities into his toolkit as possible. The development of the child is influenced by the results of his education, which later may affect the development of the labor market. The amount of human capital acquired in the learning process depends on innate abilities. The main period for the formation of human capital is the age from 13 to 23 years. This is a period of hormonal explosion, puberty, when nature gives a growing body a surge of tremendous energy. This energy must be transformed (sublimated) at the stadium in order to improve health, on the student bench and in the theater, in order to receive education and culture, learn to set and achieve goals in life, and overcome obstacles. A person can become a skilled worker by acquiring human capital, which is characterized by a high content of knowledge, contributes to innovation and the development of new ideas. The formed human capital provides a person with a stable income, status in society, self-sufficiency.
A feature of the process of forming human capital is that:
Longevity makes the acquisition of human capital relatively more attractive to people of all ability levels;
- increased innate abilities facilitate the acquisition of human capital.
Knowledge and skills embodied in a person are difficult to separate from human health, which also determines labor productivity. Public health policy is the key to effective human capital formation. Access to medical care and proper nutrition increase life expectancy and help people become more efficient at work. As the life expectancy of the population increases, it is beneficial for society to use the experience and skill of people, which allows them to do their job more efficiently.
The basis for the formation of human capital is the acquisition of new knowledge and skills. The formation of skills is becoming a priority for the country's economic development. Education is an important tool for building human capital. Education contributes to the improvement of the quality of life of people and the exercise by them of their civil rights and obligations. Education enriches a person's life by developing cognitive and social skills and informing people about their civil rights and responsibilities.
Workers with higher education are more productive than those with secondary education. Workers with a secondary education are more productive than those with a primary education, and workers with a primary education are more productive than those with no education.
Educated people are more skilled and capable of doing their job effectively, have a wider arsenal of tools to solve problems and overcome difficulties. They are also better suited to more demanding jobs, which are often associated with higher wages and greater economic benefits.
For well-being, human well-being, the formation and accumulation of human capital is the main goal economic policy states. State forms education is one of essential funds formation of human capital among the low-income segments of the population. People from low-income segments of the population, having no access to physical and financial resources, while having a high cost of their own human capital, acquire the opportunity to earn and influence the level and quality of life.
Countries can invest in public schools as well as adult education to reap these benefits and also help build human capital.
Building human capital through education and training encourages investment, stimulates the development and deployment of new technologies, and increases productivity per worker. However, the relationships between education, inequality, human capital creation, and economic development and growth are complex and often unique to a country's context.
The accumulation of human capital precedes economic growth and serves as the basis for economic growth. The process of human capital accumulation is an investment in education and training. Investing in education is a tool that influences the labor income of people's life cycle. The degree of accumulation of human capital varies by culture, country, region of residence of the holder of human capital. Human capital can accumulate until a person retires. The accumulation of human capital, being endogenous, responds to incentives associated with changes in technological knowledge. The accumulation of human capital tends endogenously to zero some time before retirement. Older workers have low motivation for professional training (retraining).
Developed countries have more financial resources to invest in human capital accumulation. In less developed countries, labor productivity is very low. To increase this potential, there is a need to form human capital. AT developing countries the formation of human capital is carried out by providing public services on the introduction of new production methods and the creation of an education system.
The development of human capital occurs through the creation of comfortable living conditions: income growth, good roads, landscaped yards, modern medical and educational services, as well as a cultural environment.
The state of human capital in the least developed countries is reflected in the indicators of the Human Capital Index, related to the level of education, health and nutrition:
Percentage of population undernourished;
- mortality rate among children under five years of age;
- general indicator of children's education in secondary school;
is the adult literacy rate.
The complementarity of human and physical capital in the economy leads to an acceleration of investment in human and physical capital in the long run.
Along with the priority development of human capital and the service economy, the most important sector for the implementation of knowledge, employment and income generation in the next 10-15 years will be the basic industries, transport, construction and the agricultural sector. It is in these sectors that Russia has significant competitive advantages, but it is here that major barriers to growth and efficiency gaps have accumulated. Intensive technological renewal of all basic sectors of the economy, based on new information nano- and biotechnologies, is the most important condition for the success of innovative socially oriented development and the success of the country in global competition.
Increasing the productive qualities of the labor force can be increased by providing a higher level of education and skills.
The formation of human capital increases the income, level and quality of life of people, and is also an important factor improving labor efficiency.
Bibliographic list
Decree of the Government of the Russian Federation of 11/17/2008 N 1662-r (as amended on 08/08/2009) "On the Concept of long-term socio-economic development of the Russian Federation for the period up to 2020" // "Collection of Legislation of the Russian Federation”, 24.11.2008, N 47, art. 5489.
Students, graduate students, young scientists who use the knowledge base in their studies and work will be very grateful to you.
Posted on http://www.allbest.ru/
Ministry of Education and Science of Russia
Sarapul Polytechnic Institute (branch)
Federal State Budgetary Educational
institutions of higher professional education
Izhevsk State Technical University named after M.T. Kalashnikov
Faculty of Economics and Humanities
Subject: "Macroeconomics"
On the topic: "Problems of the formation and use of human capital"
Sarapul 2015
Introduction
The last one and a half to two decades of management science have passed under two banners: “innovations” and “human resources”. This time can be characterized by the complication of the external organizational environment, the sharp increase in the pace of its change and the tightening of competition in world markets. All this required a search for hidden reserves and new ways to increase efficiency. Of all organizational resources, it is the "human resource" or "human potential" that has become the resource that hides the greatest reserves for improving the efficiency of functioning. modern organization. “Human capital” has come to be regarded as an object of investment no less, and perhaps even more important, than factories, equipment, technologies, etc.
Investments in it can be education, accumulation of professional experience, health protection, geographical mobility, information search.
The relevance of the topic lies in the fact that human capital plays a fundamental role in the life of every person. Human capital is the stock of knowledge, skills, and motivations that everyone has. All developed countries invest heavily in human capital. Investments in it can be education, accumulation of professional experience, health protection, geographical mobility, information search.
The purpose of the abstract is to study the problems of formation and use of human capital. To achieve the goal of the study, the following tasks were identified:
To study the concept of human capital, and what it consists of;
Analyze modern views on the theory of human capital;
To identify the problems of formation and implementation of human capital.
human capital implementation macroeconomics
1. The concept of human capital
In the economic literature, the concept of human capital is considered in a broad and narrow sense. In a narrow sense, “one of the forms of capital is education. It was called human because this form becomes part of the person, and capital is due to the fact that it is a source of future satisfactions or future earnings, or both. In a broad sense, human capital is formed by investment (long-term capital investment) in a person in the form of costs for education and training of the labor force in production, health care, migration and the search for information on prices and incomes.
Features of human capital:
In modern conditions, human capital is the main value of society and the main factor in economic growth;
The formation of human capital requires significant costs from the person himself and the whole society;
Human capital in the form of skills and abilities is a certain reserve, i.e. may be cumulative;
Human capital can physically wear out, economically change its value and depreciate;
Human capital differs from physical capital in degree
liquidity;
Human capital is inseparable from its carrier - a living human person;
Regardless of the sources of formation, which can be state, family, private, etc., the use of human capital and the receipt of direct income is controlled by the person himself.
In the economic literature, there are several approaches to the classification of types of human capital. Types of human capital can be classified according to the elements of costs, investments in human capital. For example, the following components are distinguished: education capital, health capital and cultural capital.
From the point of view of the nature of promoting the economic well-being of society, consumer and productive human capital are distinguished. Consumer capital creates a flow of directly consumed services and thus contributes to social utility. It can be creative and educational activities. The result of such activities is expressed in providing the consumer with such consumer services leading to new ways
meeting needs or improving efficiency existing methods their satisfaction.
Productive capital creates a flow of services whose consumption contributes to social utility. In this case, we mean scientific and educational activities that have direct practical application in production (creation of means of production, technologies, production services and products).
The next criterion for classifying the types of human capital is the difference between the forms in which it is embodied.
1. Living capital includes knowledge embodied in a person.
2. Non-living capital is created when knowledge is embodied in physical, material forms.
3. Institutional capital consists of living and non-living capital associated with the production of services that meet the collective needs of society. It includes all governmental and non-governmental institutions that promote the efficient use of the two types of capital (educational and financial institutions).
According to the form of employee training at the workplace, special human capital and general human capital can be distinguished. Special human capital includes skills and knowledge acquired as a result of special training and of interest only to the firm where they were obtained. Unlike special human capital, general human capital is knowledge that can be in demand in various
areas of human activity.
Human capital is the most important component modern productive capital, which is represented by a rich stock of knowledge inherent in man, developed abilities, determined by intellectual and creative potential.
The main factor in the existence and development of human capital is investment in human capital.
Human capital is the stock of knowledge, skills, and motivations that everyone has. Investments in it can be education, accumulation of professional experience, health protection, geographical mobility, information search.
2. Modern views on the theory of human capital
One of promising directions development economics in the XXI century is the theory of human capital.
Under the conditions of the scientific and technological revolution, a shortage of highly qualified personnel has formed. In the 1950s, the focus of research shifted from the processes of using the existing labor force to the processes of creating a qualitatively new labor force. It was in the second half of the 20th century that the educational qualification increased significantly in all developed countries. Significant progress has been made in the development of intellectual productive forces.
In recent years, it has become a common opinion that the effectiveness of the development of the economy of modern states depends to a large extent on how much money it invests in its people. Without this, it is impossible to ensure its progressive development.
The theory of human capital studies the process of qualitative improvement of human resources, forming one of the central sections of the modern analysis of labor supply. With her nomination, a real revolution in labor economics is associated.
The theory of human capital offered a single analytical framework to explain such seemingly diverse phenomena as the contribution of education to economic growth, the demand for educational and medical services, the age dynamics of earnings, differences in pay for male and female labor, the transmission of economic inequality from generation per generation and more.
The development of the theory of human capital went in line with the neoclassical direction. In recent decades, the principle of the optimizing behavior of individuals, which was initial for neoclassicists, began to spread to various spheres of non-market human activity. Concepts and methods economic analysis began to be used to study such social
phenomena and institutions such as education, health care, migration, marriage and family, crime, racial discrimination, etc. The theory of human capital can be seen as one of the manifestations of this general trend, called "economic imperialism".
Human capital is understood as the stock of abilities, knowledge, skills and motivations embodied in a person. Its formation, like the accumulation of physical or financial capital, requires the diversion of funds from current consumption in order to obtain additional income in future.
3. The theory of human capital according to T. Schultz and G. Becker
The main provisions of the modern theory of human capital were substantiated in the works of famous American economists T. Schultz and G. Becker.
An important prerequisite for the emergence of the theory of human capital in its modern form was the general recognition of the expansion of the traditionally narrow concept of capital. The starting point was the position that all elements of social wealth that accumulate, are used in production and generate income are considered as capital.
T. Schultz is traditionally recognized as the leader in the development of the concept of human capital. The impetus for his work in this area came from the work of Denison, which argued that technological innovation and the expansion of the use of labor and production equipment could at best provide only half of the increase in GNP actually received by the United States in the 20th century. Determining other factors responsible for economic growth has become a challenge for researchers. T. Schultz singled out education. The level of quality of the labor force, he considered, is as natural a result of investing additional funds in education as technical progress is the result of appropriations for improving and increasing the productivity of production. T. Schultz, defined human capital as everything that is a source of future satisfactions or future earnings, or both; any asset, tangible or human, that has the ability to generate a stream of future income.
Also, no less - an important contribution to the theory of human capital development was made by G. Becker.
Human capital, according to G. Becker, is subject to depreciation, just like physical capital. The cost of any training - general or special - is fully "written off" during the training period. Depreciation of physical capital is never carried out in one fell swoop, but is “written off” over a period approximately corresponding to the duration of its economic life. Consequently, human and physical capital differ more in the distribution of depreciation charges over time, and not in their presence or absence.
Functioning like "physical", human capital has some fundamental differences, the main of which is its inseparability from the personality of its carrier. As a consequence, only prices are set in the market for the "rent" of human capital (in the form of wage rates), while there are no prices for its assets. This seriously complicates the analysis. Secondly, human capital is able to increase the efficiency of activities, both in the market and non-market sectors, and the income from it can take both monetary and non-monetary forms.
The general theory of investment in human capital, developed by G. Becker, includes a detailed analysis of investment in human capital, their impact on earnings and income distribution. There have been important pioneering studies on the problem of the incomes of various professional and educational groups, but there have been practically no attempts to comprehend the process of investing in people from a general point of view and any complete analysis of the ensuing empirical consequences. The general analysis carried out by G. Becker gave a unified explanation of a wide range of empirical phenomena that either baffled other researchers or were interpreted by them as too dependent on arbitrary conditions.
4. Models of human capital
The theory of "human capital" allows us to study various phenomena of market relations from a general standpoint, to identify the effectiveness of investments in the human factor. financial resources, allows you to evaluate the effectiveness economic activity any enterprise, and today is one of the most important indicators of the success of the company.
One of the important provisions of the theory of human capital is that its increase is among the main causes of economic development, because human capital makes up a large part of the welfare of society.
The first model, the "black box" model (Fig. 1.), shows the essence of human capital, namely its significance for the enterprise. The input parameters are education, upbringing, health, that is, the base that makes a person an object of the embodiment of capital, and at the output we get a certain social utility, that is, the benefit that human capital brings to an enterprise. It can be expressed both in a material indicator (a certain percentage of profit, the growth of various financial indicators), and in an intangible one (prestige of the enterprise, corporate spirit, intellectual property).
The second model, the composition model (Fig. 2.), allows us to present the composition of human capital, highlight its main components, in order to then explore this category with a certain degree of detail.
Theorists who study human capital define its composition in different ways: I.V. Ilyinsky distinguishes the following components: the capital of education, the capital of health and the capital of culture. Dobrynin A.I. understands human capital as a stock of health, knowledge, skills, abilities, motivations that a person has, which contribute to the growth of his labor productivity and affect the growth of income (earnings).
"Human capital" - as most Western economists define it - consists of the acquired knowledge, skills, motivations and energies that human beings are endowed with and that can be used over a period of time to produce goods and services.
Having considered different points of view on the composition of human capital, we can distinguish the following elements of the category under study, namely: education, training, health, motivation, income, general culture.
The third model, the model of the structure of human capital (Fig. 3.), which is a description of each of the elements of the category under consideration and the relationship between them.
Education includes all the knowledge that a person receives throughout his life, that is, general education (school education and general education disciplines in higher educational institutions) and special knowledge (special subjects aimed at obtaining knowledge in a particular area).
The performance of a person in any sphere of the economy, in any position largely depends on his health. The element of "health" can be divided into such two components as moral health and physical health. The physical is everything that a person receives at birth and acquires later, affecting his physiology, namely, heredity, age, environmental conditions and working conditions. Moral health is ensured by the moral and psychological climate in the family and in the team.
Vocational training includes qualifications, skills and work experience.
Motivation can be both for learning and for economic and labor activity.
Income means a certain percentage of profit per person or per person, that is, the result of the use of human capital. In this case, the income of one person, that is, his salary at the enterprise, will be considered.
The general culture includes all those personalities that distinguish one person from another, and in particular: it is intelligence, creativity, upbringing that forms certain moral principles, as well as all those human qualities that can affect the activities of an enterprise: responsibility, communicativeness, creativity and even, as L. Thurow writes, “respect for political and social stability”.
All elements of human capital are interconnected, for example, by raising one's education, a person increases both capital and health, and the percentage of his income, and improves his general culture. The knowledge and skills possessed by the worker and which he has acquired through education and training, including the dexterity gained through work experience, constitute a certain stock of capital. The monetary value of this stock of capital is determined by the wage rates at which human capital can be "rented" to employers in the labor market. Job search and migration increase the value of the human capital of specific people by increasing the price (wages received per unit of time for the use of the knowledge and skills of the worker).
Thus, human capital is the main value of modern society, as well as a fundamental factor in the economic growth of both the country as a whole and an individual enterprise. And in order to increase human capital, it is necessary to pay attention to each of its components.
5. Problems of formation and implementation of human capital as a factor post-industrial development in the Russian economy
The formation of conditions for ensuring economic growth in the conditions of the post-industrial era encounters many serious obstacles in Russia. First, in the last decade, the development of the Russian economy has been taking place in the context of a deteriorating demographic situation. The decline in population is caused not only by low birth rates (simple reproduction of the population assumes 2.15 children per woman, while in our country the average birth rate fluctuates between 1 and 2 children per woman), but also high mortality, that's why natural increase characterized by negative values. The increase in mortality is especially significant in the working-age population. At the same time, the mortality rate of men is 4 times higher than that of women and 2-4 times higher than similar indicators for developed countries. In addition, the ratio of age cohorts is deteriorating. According to forecasts State Committee According to statistics, by 2016 the number of pensioners will exceed the number of children and adolescents by 2 times.
Consequently, in the next ten years, the population of Russia will significantly decrease, which cannot but affect the number of labor resources. At the same time, there will be a negative change in its age structure, which is reflected in the indicator “burden of the elderly” (the number of elderly per 1,000 people of working age), the value of which increases, because. the number of persons younger than working age is declining. Projected changes in the population dynamics and structure of the population may become a factor that counteracts the development of the Russian economy. All this means an urgent internal need to increase efficiency in the formation and use of the country's labor resources. In addition to the internal need to solve this problem, there is also an external factor. This is a desire to ensure the competitiveness of the Russian economy in the world market.
The problem of population decline was first noted by Russian demographers, who in their studies mainly operate on the quantitative characteristics of the population, and therefore see its solution in the growth of immigration to Russia. A quantitative approach to solving the problem of the decline in the number of labor resources is associated with the continued commitment in our country to an extensive type of development and industrial orientation. The effectiveness of a quantitative approach to solving the problem of labor resources is doubtful and raises a number of questions.
The first one is about the "quality" of immigrants. If a feature Russian emigration is characterized by a high level of education, while immigration is characterized by a low level of education, which worsens the qualitative composition of the Russian labor force. Secondly, immigrants most often become those who could not adapt abroad, which indicates a lack of ability, energy and will to solve their own problems (here we are not talking about political migrants and those who were forced to flee from military and social disasters). Where are the guarantees that they will be able to work effectively in Russia? Third, attracting and accommodating immigrants requires significant resources, which, according to the Russian government, are so lacking for social transformation in Russia. Wouldn't it be better to direct these resources towards solving social problems? economic problems Russian citizens-old-timers? Fourth, despite government calls for tolerant behavior towards migrants, government incentives for immigration can provoke social conflicts related to increased competition in the labor market, differences in cultural traditions, adaptation of immigrants to everyday life, etc.
The most important ways to improve the quality of the population could be the development of health care and education. But in the medical scientific community of Russia, the state of the healthcare system is recognized as unsatisfactory, which, together with serious socio-economic problems, poor ecology and an irrational lifestyle characteristic of many Russians, is the main reason for the population decline.
Since the bulk of our population is poor and often unable to pay for the necessary procedures and medicines, and the state can not cope with either financing or optimizing the size and
structures, which means that with the creation of conditions for improving the efficiency of Russian healthcare, it is necessary to use new principles for its organization and financing.
One of these principles, applied throughout the world, is the development and implementation of various social insurance systems. Social insurance involves different levels and sources of financing, since it proceeds from the existing differentiation of the incomes of the population, therefore, in order to achieve an acceptable amount of healthcare financing, not only public, but also private funds, including corporate sources, are used.
However, the introduction health insurance gives rise to its own problems, which include:
1) non-optimal distribution of financial responsibilities between the state and insurance companies;
2) lack of budget financing;
3) inefficient spending of CHI (compulsory medical insurance) funds;
4) Protracted restructuring of the network of medical institutions, low efficiency of their use;
5) lack of modern technologies and equipment;
6) non-compliance with the terms of contracts, and often violation of the rights of patients. The practice of Russian insurance medicine shows that insurance medical companies rather, they are interested not in achieving the health of patients, but in increasing the duration of the healing processes, because this leads to an increase in financial revenues to their budgets.
A problem closely related to the effectiveness of health care and the prevention of a healthy lifestyle is the development of physical culture and sports. The state is increasingly withdrawing from this sphere, many of its objects have been transferred to private hands. As a result, the typical beneficiaries of these types of institutions - children and young people - face limitations in meeting their needs. In addition, the use of many sports facilities for other purposes has become a characteristic feature of today. All this negatively affects the health of the population, especially young people.
An equally important direction in improving the quality of the population in the context of post-industrial transformation is the development of the education system, and above all higher education, since it is, firstly, that serves as the basis and source of the development of science, and hence modern high technologies, and secondly, it provides great guarantees of horizontal and vertical mobility of a person.
Russia still has a large highly educated population, world-class scientific schools, and Russian higher education is highly appreciated by the world community.
There is a stereotype in Russia, according to which the costs of education and health care are considered as costs, and not as investments in the formation of Human Capital, which brings returns. In this regard, we are seriously lagging behind the developed foreign countries, and in economic, and not just humanitarian terms.
The Russian government, realizing the urgent need to solve problems in the social sphere, is taking steps to find a way out of them. But today the social policy of the Russian state is not focused on the person, on the development of human capital. Reforms launched in various areas social life rather indicate that the state is inclined to shift all responsibility for the current situation onto the citizens themselves. This has been confirmed by modern social reforms: pension, education and healthcare reforms.
The first stage of higher education (bachelor's degree) involves state funding. But a bachelor's degree is not a complete higher education, so it can worsen the position of graduates in the labor market, since the most promising firms give preference to workers with a complete higher education. The magistracy is already considered today as a commercial form of education, which limits the possibility of obtaining a complete higher education for those who do not have a certain level of income. In addition, the process of formation of the magistracy system implies a certain time period for the adaptation of the universities themselves, Into an unfilled time niche Russian market educational services will inevitably rush foreign universities, and not necessarily the best.
The reform of education will entail its structural transformations as well. only a subset of the universities are supposed to be funded by the state, which has been one of the reasons for the trend towards amalgamation of regional higher education institutions into gigantic institutions. In the 90s. universities, striving, on the one hand, to obtain large budget funds, and on the other hand, to better match the demand in various labor markets, grew rapidly, opened more and more new faculties and specialties. Today, even for provincial universities, it is not uncommon to have 20 or more faculties. The consolidation of such large institutions under a single management roof will inevitably face negative economies of scale, which means a drop in the level of management efficiency and an increase in administrative costs.
Another upcoming innovation is an increase in the teaching load of teachers, which will inevitably lead to a drop in the quality of teaching, a decrease in the Opportunities for doing science, and a decrease in real income. It's no secret that public universities, with their very low teacher salaries, are considered by many of them as their "home port". Teachers do not leave their jobs just because they have the opportunity to earn extra money in commercial structures, which today are overgrown with state universities, and (or) in legally independent commercial educational institutions. An increase in the study load will mean that there will be no time and physical strength for additional earnings. A possible and predominant strategy for teachers in these conditions may be part-time work (part-time, etc.), which will not improve the quality of teaching.
According to A. Fursenko (Minister of Education and Science of the Russian Federation), there should be changes in relations between the state, the university and the student in the direction of tightening the responsibility of the parties. In this regard, he expressed the opinion that it is necessary to establish the responsibility of university graduates, which should be expressed in the obligation to work in the specialty they have received for a certain period of time. Otherwise, the graduate must return the money spent by the state on his training. Consequently, in fact, it is proposed to restore the system of distribution of graduates. But it is not entirely clear how this system will work in a market economy: firms recruit through the labor market rather than at the direction of the education ministry.
In addition, there is already a practice of fictitious employment among students today. The purpose of fictitious employment is to accumulate work experience, which, together with a diploma of higher education, is actually a necessary requirement of the labor market when filling vacancies. The requirement to work a certain number of years after graduation can also be provided by fictitious certificates. Finally, evidence of the fact of work at the place of distribution can be provided through informal links. As a result, the isolation of social strata will increase, since the proposed measures will negatively affect the possibility of obtaining higher education and further employment for those who have neither money nor social ties. In this case, education, which is often seen as an effective way to fight poverty, rather than direct income redistribution, will not fulfill its function as a "great equalizer". And as A. Marshall noted, “there is no waste more detrimental to national wealth than ... a ruinous neglect that allows a talented person who was destined to be born into a poor family to waste his abilities in primitive labor.”
The focus of the Russian economy in recent decades is not on long-term but on short-term goals, which may be due to the mood of the period of a long economic downturn, subsequent instability in the economy and politics. The inefficient use of human capital also appears to be due to a preference for current, often short-term, benefits. As a result, the natural factor is still the most important factor in economic growth.
The process of forming human capital requires an optimal distribution of functions and interaction of investors. effective interaction of investors in human capital occurs when a consensus is reached between all economic agents that ensures the interests of each of the parties. The function of the state in this interaction is to create conditions for the formation of common human capital. This is expressed in the provision of the individual with general education, health, which is optimally necessary for the worker to perform his labor functions, and the social system of his socialization. Thus, the state ensures the horizontal mobility of the individual worker.
The formation and use of social capital, on the one hand, is a factor in the development of democracy, and on the other hand, it requires democratic prerequisites for its development, one of the most important of which is civil society. The use of social capital in the modern market economy of Russia often has negative consequences, in particular for the labor market. But, apparently, it is appropriate here to recall the remark of J. Psacharopoulos that “no economy can evade fundamental market forces for a long time”, therefore, the stock of social capital in Russia, obviously, will be used sometime in the future according to these laws.
To implement the reforms carried out in the social sphere, in the sphere of human capital formation, of course, it will be necessary to financial resources. Today, the Russian economy has financial reserves that can be invested in our future, in human capital, and which should not be a dead weight in the form of some kind of stabilization fund. No matter how reliable the assets of this fund may seem today, they may melt (and there are already facts of their reduction) due to the action of economic uncertainties.
Evidence of the low reliability of financial assets are emerging recently in one or another country in the world crises. As world practice shows, the way out of them is provided just by human capital. Consequently, there is only one asset, the reliability of which can not be doubted - this is human capital, embodied in the population of the country, in its workforce; it is health, education and its social capital.
Despite the market reforms that have begun and Russia's intention to become one of the world's economic leaders, Russian economy still uses human capital inefficiently, resulting in a drop in the return on it from both individual positions, and from the positions of the employer, and the economy as a whole. It should be noted that although the theory of human capital has more than 50 years of history, but practical implementation her findings abroad began relatively recently. Explaining this circumstance, T. Davenport notes that “companies considered workers as costs, and they treated people in the same way as other costs - they sought to reduce them. However, over the decades, organizations have realized that human capital - the ability, behavior, energy of workers - cannot be ignored if managers are looking for ways to achieve competitive advantage. Somewhere in the mid 90s. insight has come. Employees are no longer considered as costs, they are considered assets. Consequently, an important factor in solving not only social, but also economic problems is the value reorientation of individuals, corporations, and the state. The human being must become the most important social value, and human resources, human capital, the main source of Russia's economic development.
Conclusion
Human capital - capital represented in an individual by the potential ability to generate income, based on innate intellectual abilities and talent, as well as knowledge and practical skills obtained in the process of training, education and practical activities of a person. The theory of human capital originates in the 17th century, in the works of William Petit and Adam Smith. The merit of its nomination belongs to the famous American economist, Nobel Prize winner T. Schultz, and the basic theoretical model was developed in the book by G. Becker.
Today, there are all opportunities to solve the problem of formation and development of human capital in Russia. On the one hand, there is an investment object: well-known scientific schools in the world; developed education system; high readiness of the population, especially young people, for self-improvement, as evidenced by the high competitions in the Higher educational establishments; established healthcare industry. On the other hand, the financial situation recent years creates an opportunity to increase investment in the so-called social sphere (the sphere of production of human capital).
The micro- and macro-levels of solving the problem of human capital are closely interrelated, since its formation and implementation presuppose the presence of not only financial resources, but also the will of micro- and macro-agents of economic processes, their interest in achieving the goal. At the same time, an individual should have serious grounds for choosing a strategy for the formation of human capital, since Fundamentally different life path strategies are possible, and choosing one of them means rejecting others that are possibly no less effective in terms of income. In order for an individual to prefer the strategy of forming his human capital, and for the enterprise in which he will subsequently be employed to support his choice organizationally and financially, a signal of interest in the creation and development of the stock of the individual's abilities on the part of the state is necessary. If the strategy for the formation of human capital, chosen by the individual, is not supported by either the state or business, then this will become a reason for revising the priorities on the part of the individual, which will negatively affect the possibilities of Russia's economic development.
List of used literature
1. World economy and international relationships, 2001, No. 12, p.42.
2.Economic encyclopedia. M., 1999, p.275.
3. Dobrynin A.I., Dyatlov S.A., Tsyrenova E.D. Human capital in a transitive economy: Formation, evaluation, efficiency of use. SPb.: Nauka, 1999, p.44.
4. World economy and international relations, 2001, No. 12, p.49. 5. Personnel management. Ed. T.Yu. Bazarova, B.L. Eremina
6. Smirnov V.T. Human capital: content and types, evaluation and stimulation: monograph / Smirnov V.T., Soshnikov I.V., Romanchin V.I., Skoblyakova I.V.; ed. Doctor of Economics, Professor V.T. Smirnova. - M.: Mashinostroenie-1, Orel: OrelGTU, 2005. - 513 p.
7. Korchagin Yu. The broad concept of human capital / Yuri Korchagin /
8. Kochetkova A. Formation of human capital: (system-conceptual approach) / A. Kochetkova // Alma Mater: Vestnik vysshei shkoly. - 2004. - N 11. - S. 17-21. - Bibliography: p. 21 (7 titles).
Hosted on Allbest.ru
...Formation of the theory of human capital. Relationship between the forms of the modern economy and the assessment of the role of the place of human capital. Problems of formation and accumulation of human capital. Features of the problem of human capital in the Belarusian economy.
abstract, added 12/11/2014
Human Capital: Theoretical Aspects of Analysis. Models of human capital formation. Trends and problems of human capital formation in the economy of the Russian Federation. Characteristics of the human capital of the Russian economy.
term paper, added 03/24/2015
Modern views on the theory of human capital. The theory of human capital according to T. Schultz and G. Becker. The contribution of higher education to the development of human capital. Status and prospects for increasing the competitiveness of young professionals.
term paper, added 05/03/2010
Theories of human capital, its essence and origin. The importance of human potential in business. Human capital development cycles as drivers of innovation waves. The role and place of human capital at present in the world and in Russia.
term paper, added 05/19/2012
Postulates of the theory of human capital. The concept of human capital. The genesis of theory as a social institution and its influence on market economy. Analysis of modern views on the concept of human capital. Investments in human capital.
term paper, added 01/17/2008
The concept and structure of human capital. Analysis of society's resources invested in man. Methods and criteria for assessing human capital, problems of its measurement in the Russian Federation. Indicators of the human development index. Forms of investment in human capital.
term paper, added 10/18/2016
Comparative analysis of the stock of national human capital in Russia and abroad. The role of investments in the process of its reproduction. The main problems, ways to improve the efficiency of the use of human capital in modern Russia.
term paper, added 10/10/2013
The essence and role of human capital in modern economy, the process of its formation and accumulation, features of implementation in Belarus. Relationship between the forms of the economy and the assessment of the role of the place of human capital. Search for mechanisms to save public funds.
term paper, added 04/17/2011
Features of the formation of the theory of human capital and its impact on socio-economic development. Ways of formation and accumulation of human potential in the Republic of Belarus. Directions of state policy aimed at stimulating its development.
term paper, added 04/18/2014
Human capital: concept, formation and use. Properties of human capital. The evolution of the theory of human capital, its problems in Russia. Comparative assessment of human capital, public policy in the area of its development.
