What does human capital mean?

Question 1: What is "human capital"? Entry: Human capital Human capital refers to the capital formed by investment in human health care, education, training, etc. Human capital is indirectly market priced through the wage and salary determination mechanism of the labor market. It is obtained through acquired school education, family education, vocational training, health care, labor migration and labor employment information collection and diffusion. It can improve investment acceptance. The sum of the individual’s skills, knowledge, health, moral level and organizational management level. Human capital is formed by consuming a certain amount of scarce resources. This investment is made to increase future returns. [View entry]

Question 2: What is human capital? Human capital spillover refers to the nature of human capital having knowledge spillover effects. The spillover effect of human capital knowledge is the deepening and improvement of the external effect of human capital, because the external effect comes from the spillover of knowledge. 1 The external effect of human capital in economic growth was first elucidated by Lucas' model. Lucas (1988) believes that to analyze the role of human capital in economic growth, it is necessary to distinguish between the "internal effects" and "external effects" of human capital. The internal effect of human capital refers to the effect of increasing individual human capital stock through human capital investment to increase personal productivity and income. External effects are more important than internal effects. Lucas explains the external effects of human capital as: During the learning process, people with higher human capital have more beneficial effects on the people around them, but they do not. No benefit will be derived from this. Each producer benefits from the average level of human capital rather than the total amount of human capital, and gains from the interaction of ordinary people with average levels of skills and knowledge. Lucas pointed out that although individuals do not consider human capital external effects when making human capital investment decisions, the level of human capital stock that represents 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 increase in the average level of human capital not only increases the productivity of workers, but also increases the productivity of physical capital, offsetting and weakening the effect of diminishing marginal returns of physical capital. At the same time, human capital Innovation brings about technological progress and the application of new technologies.

Question 3: What is non-human capital? It’s just capital that people can’t have, there’s nature, etc.

Question 4: What is the essential difference between human resources and human capital? "Human resources" is from the perspective of management, while human capital is from the financial perspective. People are regarded as an asset of the company, and the value of human capital is maximized through human resource management and allocation. The same position is often done by different people, and the results are often different, thus creating different values ??for the enterprise. Therefore, maximizing the value of human capital through effective human resources management is the key to human resources management

Question 5: What parts of human capital are composed of? Human capital is mainly composed of explicit human capital and implicit human capital. Traditional human capital analysis often focuses on explicit human capital and ignores implicit human capital. The so-called explicit human capital refers to human capital elements that do not have intellectual property rights and are widely spread and can be obtained at lower costs and methods. It is an external part that constitutes the value of human capital, and its value composition can be observed or its value can be determined through general methods, such as the value formation of human capital investment, human capital investment discount, accounting cost of human capital, and cash of human capital. Stream and so on. For example, knowledge and technology that can be disseminated in a certain coded form in universities and enterprises can be obtained by learners and workers at a lower cost. Workers can be considered to have certain universal requirements and be qualified for specific jobs. It belongs to 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 wages, output and sales rewards, annual salary system, equity options and human capital reinvestment, etc., to encourage human capital to create more Much value. Explicit human capital value is easy to measure, compensate and motivate. The advancement of technology and the complexity of the market environment have increased dependence on human capital. The exertion of human capital no longer has a clear and easily measurable cost, and the measurement of human capital value also has new forms and methods. [1] [edit] The value formation of explicit human capital The value formation of explicit human capital is formed through investment in people themselves, including education and training expenditures on human resources, health care expenditures, and domestic human resource mobility expenditures , immigration entry expenditure, etc. [Edit this paragraph] Definition of human capital Human capital refers to the accumulation of knowledge and skills gained by workers through investment in education, training, practical experience, migration, health care, etc. It is also called "non-physical capital". Because this kind of knowledge and skills can bring wages and other benefits to its owners, it forms a specific kind of capital --------------- human capital.

Human capital has greater room for value-added than hard capital such as material and currency. Especially in the current post-industrial era and the early stage of knowledge economy, human capital will have greater potential for value-added. Because human capital, as "living capital", is innovative and creative, and has market adaptability such as effectively allocating resources and adjusting corporate development strategies.

Investment in human capital has a higher contribution rate to GDP growth. [Edit this paragraph] Human Capital Theory The Origin, Formation and Development of Human Capital Theory

1. The budding thought of human capital (the study of labor value by classical economists)

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

Quick, a representative figure of Physiocrats, was the first economist to study human quality. He believed that people are the first component of wealth. Factor, "It is people who constitute the wealth of a country." William Petty, the founder of British classical economics, first proposed and demonstrated the idea that labor determines value, laying the foundation for the labor theory of value. And put forward that "land is the mother of wealth, and labor is the father of wealth." He believes that due to different qualities of people, their labor abilities are different. Of course, Petty's labor theory of value is still in its infancy, and there are many areas that still need to be discussed.

The first economist to regard human power as capital was Adam Smith, the originator of economics. Adam Smith, a generation of economics master, affirmed the value created by labor and the special status of labor in various resources. On the basis of this, it is clearly stated that the proficiency of labor skills and the strength of judgment ability will inevitably restrict people's labor ability and level, and the proficiency of labor skills can only be improved through education and training, and education and training requires time and tuition. of. This can be considered as the embryonic idea of ??human capital investment. Smith believed that economic growth is mainly reflected in the growth of social wealth or national wealth. 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 the efficiency of people's labor. The second is the increase in the number and improvement of the quality of workers.

Ricardo inherited and developed Smith's labor value theory and insisted on the principle that the value of commodities is determined by labor time. He also divided human labor into direct labor and indirect labor. Direct labor refers to investment in direct production...>>

Question 6: What is the relationship between human resources and human capital? The difference between "human resources" and "human capital"

These two concepts are somewhat popular and imported, although they have existed abroad for decades and have been well applied. But in China - even many companies that are "practicing" and many scholars who are doing research - all have different perspectives and opinions. This article is based on the idea that the more arguments, the better. I would like to add to the chaos and contribute some strength to the final *** consciousness.

After China entered the market-oriented reform, the understanding and management of "people" within enterprises have undergone tremendous changes. In the past few years, the concept of "human resources" was introduced to China, and both the management and business circles are flocking to this new concept. However, when domestic enterprises just began to accept the concept of "human resources", "human capital" came along again. There is only one word difference between these two concepts. It is not easy to distinguish the essential difference from the words, let alone make a judgment about whether they are equal or inferior.

In fact, the management concepts of "human resources" and "human capital" are both economic and management achievements produced in the United States. Like many methods and concepts in economics and management, "human resources" and "human capital" have not yet been finally distinguished from each other, and this may not even become a problem at all. Each of them has its applicable environment, and also shows significant differences in some aspects.

1. Economic explanation and significance of the difference between "human resources" and "human capital"

The difference between human resources and human capital first lies in treating "human resources" as As "resources" or "capital". Regarding the difference between resources and capital, we can start with an example.

In 2000, 11 sandstorms occurred in Beijing. Scientists found that the sandstorms mainly came from Inner Mongolia, and the desertification of Inner Mongolia's grasslands was one of the root causes. An important reason for grassland desertification is that grassland is overused as a livestock resource and lacks maintenance. After the reform and opening up, Inner Mongolia's animal husbandry industry began to break away from the "big pot rice" and adopted a policy similar to the "household production quota" in the planting industry. But the difference is that farmers not only get the property rights of their crops, but also the use rights of the land; while the herdsmen only get the property rights of their livestock, and the property rights of the pastures (including the use rights therein) are completely "owned by the state." Such policies result in herdsmen only caring about the direct benefits of grazing, without considering the "cost" of pasture. In other words, for herdsmen, grassland is only an available resource (not capital), and the profits and losses of the grassland have no direct interest in the herdsmen. When a herdsman decides whether to expand his herd, he only needs to consider whether the marginal income is greater than the unit variable cost of each sheep. That is, when "marginal income > unit variable cost", the herdsman has the motivation to expand his herd. This is indeed the case, and its consequences are serious degradation and unsustainable development of pastures.

Therefore, some economists suggest learning from agricultural experience and devolving the right to use grassland from the state to herdsmen, turning grassland from an “external” resource to herdsmen’s “internal” capital. In this way, there will be an additional fixed cost (the cost of pasture) in the herdsmen's cost expenditure. When calculating his input and output, the herdsmen must consider the opportunity cost of the loss of pasture and sustainable development issues, that is, only when " When "marginal income > marginal cost (including marginal fixed cost) + opportunity cost", he will have the motivation to expand the herd. Thus achieving the optimal allocation of social resources.

The transformation of human resources from "resources" to "capital" is also similar. When an enterprise treats human resources as external resources, it has no incentive to consider the cost of time and energy that employees pay while contributing to the enterprise. When the salary is basically constant, it only needs to meet the condition that the employee's marginal contribution is >0. Theoretically, companies have enough legitimate economic reasons to ignore the possibility of employees dying from overwork in order to pursue the last penny of economic benefits.

The disadvantages of this mechanism are obvious. For society as a whole, these costs incurred on employees are not fully reflected in the "accounting books" in the minds of corporate managers. Enterprises only consider explicit costs (salaries) when using manpower, regardless of implicit costs. This is the first waste of total social resources; on the other hand, a large part of employees' extra contributions (such as health losses) is transferred to social welfare accounts to pay for it. As a kind of public expenditure, social welfare must be used inefficiently, which is the second waste of total social resources.

The transformation of the identity of "human power" from "resource" to "capital" can make this "externality" economic behavior corresponding... >>

Question Seven: May I ask what is the difference between human resource management and human capital? The former is management, while the latter generally refers to the talents owned by a unit

Question 8: What are human assets? Human resources? Human capital? What is the difference between the three? 10 points What is human assets? Human resources? Human capital? The three have different perspectives and different disciplines.

Human assets? Corresponds to accounting and financial perspectives.

Human resources? Corresponds to enterprise management and the perspective of human resources management.

Human capital? Corresponds to physical capital, organizational capital, etc.