What does human capital mean?

Question 1: What is human capital? Human capital spillover refers to the nature of human capital with knowledge spillover effect. The knowledge spillover effect of human capital deepens and perfects the external effect of human capital, because the performance of external effect comes from knowledge spillover. 1 The external effect of human capital in economic growth was first expounded by Lucas model. Lucas (1988) thinks that it is necessary to distinguish the "internal effect" and "external effect" of human capital in analyzing the role of human capital in economic growth. The internal effect of human capital refers to the effect of increasing personal human capital stock through human capital investment, thus improving personal productivity and income. External effects are more important than internal effects. Lucas interprets the external effect of human capital as: in the process of learning, people with higher human capital have more favorable effects on the people around them, but he has not benefited from it. Every producer benefits from the average level of human capital rather than the total amount of human capital, and from the interaction of ordinary people who have mastered the average level of skills and knowledge. Lucas pointed out that although individuals will not consider the external effects of human capital when making decisions on human capital investment, the level of human capital stock representing external effects can affect the productivity of all production factors. [[〔2j2] This is the embodiment of the spillover mechanism of human capital, that is, the improvement of the average level of human capital not only improves the productivity of workers, but also improves the productivity of material capital, offsetting and weakening the role of marginal return decline of material capital. At the same time, the innovation of human capital brings technological progress and the application of new technologies.

Question 2: What is the essential difference between human resources and human capital? "Human resources" is from the perspective of management, and human capital is from the perspective of finance. People are regarded as the assets of the company, and the value of human capital can be maximized through the management and allocation of human resources. The same position, different people to do, the results are often different, thus creating different values for enterprises, so through effective human resource management, to maximize the value of human capital is the key to human resource management.

Question 3: What are human capital and human resources respectively, and what are the differences between them? Different human resources include natural human resources and capital human resources. Natural human resources refer to genetic qualities and individuals without any development; Capital human resources refer to human resources formed through education, training, health and immigration. Human capital refers to human resources condensed from invested material capital, which can be invested in economic activities and bring new value. Peng Zhong believes that human capital exists in human resources.

Question 4: What is non-human capital? It is not the capital that people can have, but nature and so on.

Question 5: What are human capital and human resources respectively? What is the difference? Thank you. Human resources refer to the total labor capacity contained in the total population of a certain organization. Human capital refers to the total value of labor (including manual labor and mental labor) attached to human physical strength and intelligence.

Poor: 1. The difference between human resources and human capital is that human resources are regarded as resources or capital. The concept of "human resources" recognizes that manpower is not only a cost, but also valuable in itself. In addition, its significance as a value is far greater than that as a cost. In the understanding of human value, a historic breakthrough has been achieved; However, in the development and utilization of human resources, it maintains the unfortunate position of "people" as a pure and materialized management object.

The emergence of "human capital" has greatly improved this phenomenon. In the category of physical capital, shareholders have completed the transformation from property ownership to shareholders' rights and interests by contributing capital to the enterprise, and won the respect of the "boss". Human capital is similar, which makes people take a big step towards more respect; Moreover, although you can't get real shareholders' equity, you can sometimes get something similar to shareholders' equity, such as performance shares, such as options.

These phenomena show that enterprises are really considering people's value and potential value (or people's present value and long-term value) and measuring it in the form of material capital. The concept of "human capital" means that human value, human efforts and income will be included in the scope of enterprise accounting and consideration. In this environment, people are no longer purely managed objects, but actually become a part of the whole enterprise.

2. Human resources and human capital are different concepts, and only scarce human resources are human capital. Not all human resources in accounting are capitalized, only human capital.

Question 6: What is the human capital in China? The cost of old electricity continues to increase.

Question 7: What are the components of human capital? Human capital is mainly composed of explicit human capital and implicit human capital. Traditional human capital analysis often pays attention to explicit human capital and ignores implicit human capital. The so-called explicit human capital refers to the human capital elements that do not have intellectual property rights and are widely spread and can be obtained at a lower cost and method. It is an external part that constitutes the value of human capital, and its value composition can be observed or determined by general methods, such as the value formation, discount, accounting cost and cash flow of human capital. For example, the knowledge and technology that can be spread in a certain coding form in universities and enterprises will be obtained by learners and laborers at a lower cost. It can be considered that laborers who have certain general requirements and are competent for specific jobs belong to all explicit human capital. The measurement and incentive measures of explicit human capital value can be carried out through external labor results, such as various piece-rate wages, output and sales incentives, annual salary system, stock options and human capital reinvestment. Encourage human capital to create more value. The value of explicit human capital is easy to measure, compensate and motivate. With the development of technology and the complexity of market environment, the dependence on human capital has increased. The exertion of human capital no longer has a clear and measurable contribution, and the measurement of human capital value has a new form and way. [1][ Editor] The value of explicit human capital is formed by investing in people themselves, including human resources education and training expenditure, medical and health care expenditure, domestic human resources flow expenditure, and immigration expenditure. [Edit this paragraph] Definition of human capital Human capital refers to the accumulation of knowledge and skills acquired by workers through investment in education, training, practical experience, migration and medical care, also known as "intangible capital". Because this kind of knowledge and skills can bring benefits such as wages to its owners, it forms a specific capital-human capital.

Human capital has more value-added space than hard capital such as material and currency, especially in the post-industrial period and the early stage of knowledge economy, human capital will have greater value-added potential. Because human capital, as "living capital", is innovative and creative, and has the ability to effectively allocate resources and adjust the development strategy of enterprises. Human capital investment has a higher contribution rate to GDP growth. [Edit this paragraph] The origin, formation and development of human capital theory

First, the germination of human capital thought (classical economists' research on labor value)

The earliest thought of human capital can be traced back to the works of Plato, an ancient Greek thinker. He discussed the economic value of education and training in the famous Republic. Aristotle also recognized the economic role of education and the importance of maintaining education in a country to ensure public welfare. But in their eyes, education is still a consumer product, and its economic role is indirect.

Quaker, the representative of the physiocratic school, was the first economist to study human quality. He believes that man is the first factor that constitutes wealth, and "it is man that constitutes national wealth". William, the founder of British classical economics? Petty first put forward and demonstrated the viewpoint that labor determines value, which laid the foundation of labor theory of value. And put forward that "land is the mother of wealth and labor is the father of wealth". He believes that people have different qualities and different working abilities. Of course, Petty's labor theory of value is still in its infancy, and there are many places worth discussing.

The first economist who regarded manpower as capital was Adam, the originator of economics? On the basis of affirming the value created by labor and the special position of labor in various resources, Adam Smith, a generation economist, clearly pointed out that the proficiency and judgment of labor skills will inevitably restrict people's labor ability and level, and the proficiency of labor skills can only be improved through education and training, which requires time and tuition. This can be regarded as the bud of human capital investment. Smith believes that economic growth is mainly manifested in the growth of social wealth or national wealth, and the source of wealth growth depends on two conditions: First, professional division of labor promotes the improvement of labor productivity, because the finer the division of labor, the higher people's labor efficiency. The second is the improvement of the quantity and quality of workers.

Ricardo inherited and developed Smith's labor theory of value, and insisted on the principle that commodity value depends on labor time. He also divided human labor into direct labor and indirect labor. Direct labor means investment and direct production ... >>

Question 8: What is the relationship between human resources and human capital? The difference between "human resources" and "human capital"

These two concepts are a little exotic, although they have existed abroad for decades and have been applied well. But in China-even many enterprises that are "practicing" and many scholars who are studying-all have their own different perspectives and viewpoints. This article embodies the idea that the more arguments the better. I'll add a messy one, and do my best for the last * * *.

After China entered the market-oriented reform, great changes have taken place in the understanding and management of "people" within enterprises. A few years ago, the concept of "human resources" was introduced to China, and both the management and the business community are eager for this brand-new concept. However, when domestic enterprises just began to accept the concept of "human resources", "human capital" came again. There is only one word difference between these two concepts, so it is not easy to distinguish the essential difference literally, let alone judge whether they are equally good or equally bad.

In fact, the management concepts of "human resources" and "human capital" are the result of American economy and management. "Human resources" and "human capital", like many methods and concepts in economics and management, have not yet come to the final distinction between the superior and the inferior, and even this may not be a problem at all. They have their own applicable environments, but they also show obvious differences in some aspects.

First, the economic explanation of the difference between "human resources" and "human capital" and its significance

The difference between human resources and human capital lies in whether human resources are regarded as resources or capital. For the difference between resources and capital, you can give an example first.

There were 1 1 sandstorms in Beijing in 2000. Scientists have found that dust mainly comes from Inner Mongolia, and grassland desertification in Inner Mongolia is one of the fundamental reasons. An important reason for grassland desertification is that grassland, as an animal husbandry resource, is over-utilized and lacks protection. After the reform and opening up, the animal husbandry in Inner Mongolia began to break the "big pot" and adopted the policy of "guaranteeing production to households" similar to planting. But the difference is that farmers not only get the property rights of crops, but also get the right to use land; Herdsmen only get the property rights of herds, and the property rights of pastures (including the right to use) are completely owned by the state. As a result of this policy, herders only care about the direct benefits of grazing, without considering the "cost" of grassland. In other words, grassland is only an available resource (not capital) for herders, and the profit and loss of grassland has no direct interest relationship with herders. When deciding whether to expand the herd, herders only need to consider whether the marginal income is greater than the unit variable cost of each sheep, that is, when the marginal income is greater than the unit variable cost, herders have the motivation to expand the herd. Just like this, the result is the serious degradation and unsustainable development of grassland. Therefore, some economists suggest that we should learn from the experience of agriculture, delegate the right to use grasslands from the state to herders, and turn grasslands from "external" resources into "internal" capital of herders. In this way, there will be a fixed cost (grassland cost) in the cost of herders. When calculating his input and output, the herder must consider the loss of grassland and the opportunity cost of sustainable development, that is, only when "marginal income > marginal cost (including marginal fixed cost)+opportunity cost" will he have the motivation to expand his herd. So as to realize the optimal allocation of social resources.

The transformation of manpower from "resources" to "capital" is similar. When enterprises regard human resources as external resources, they will not have the motivation to consider the time and energy costs paid by employees while making contributions to the enterprise. Under the condition that the salary is basically unchanged, as long as the employee's marginal contribution is > 0, it will be satisfied. Theoretically speaking, enterprises have sufficient legitimate economic reasons to ignore the possibility of "overwork death" of employees in pursuit of the last penny's economic benefits.

The shortcomings of this mechanism are obvious. As far as the whole society is concerned, these costs incurred by employees are not fully displayed in the "books" of enterprise managers. Enterprises tend to only consider the explicit cost (salary) and ignore the implicit cost (extra expenses paid by employees) when using human resources, which is the first waste to the total social resources; On the other hand, a large part of employees' extra expenses (such as health losses) are transferred to social welfare accounts. Social welfare, as a kind of public expenditure, is inevitably inefficient and a secondary waste of total social resources.

The identity transformation of "manpower" from "resource" to "capital" can make this "externality" economic behavior happen correspondingly ... >; & gt

Question 9: What is "human capital"? Item: Human capital Human capital refers to the capital formed by investing in human health care, education and training. Human capital is indirectly priced through the wage and salary determination mechanism in the labor market, and obtained through the acquired school education, family education, vocational training, medical care, labor migration and labor employment information collection and diffusion, which can improve the skills, knowledge, health, moral level and organizational management level of investment recipients. Human capital is formed by consuming a certain amount of scarce resources the day after tomorrow, and this kind of investment is to increase future income. [View Entry]

Question 10: The specific definition of human capital theory According to the definition, human capital management can be understood from two aspects, namely: 1 Human resource external factor management-quantity. The quantitative management of human resources is to properly train, organize and coordinate human resources according to human and material resources and their changes, so that the two can always maintain the best proportion and organic combination, so that people and things can give full play to the best effect. 2. The intrinsic element of human resources-quality management. Mainly refers to the use of modern scientific methods to effectively manage people's thoughts, psychology and behavior (including the coordination, control and management of individuals and groups' thoughts, psychology and behavior), and give full play to people's subjective initiative to achieve organizational goals.