Theoretical aspects of human capi tal and its role in economic process

Investment in education for its substance is usually divided so formal and informal. Formal investment - is getting average and higher education, as well as receive other education, training in the workplace, a variety of courses, training in graduate, postgraduate, doctoral and so on. Informal company - it self of the individual, in this type of reading is developing literature, improvement in various forms of art, professional sports and so forth.

Along with education are the most important investments in health. This leads to a reduction of diseases and mortality, NIJ prolong working lives of man, and therefore, the operating hours of human capital. The health status of a person - is his natural capital, part of which is hereditary, and the other - acquired as a result of the cost of the individual and society. During zhiz no man there is a deterioration of human capital. Investments related to health, can slow the process.

Investments in human capital have a number of features that distinguish them from other types of investments.

1. The return on investment in human capital is directly dependent on the life of its bearer (on the length of the working period). The earlier made investments in human, the sooner they start to pay off.

2. Human capital is not only prone to wear and tear, but can accumulate and multiply.

3. With the accumulation of human capital increases its yield up to a certain limit, the upper limit of the limited active labor (the active working age), and then decreases sharply.

4. Do not invest in all sorts of people can be called investments in human capital. For example, the costs associated with criminal activity, not an investment in human capital, since social inappropriate and harmful to society.

5. The nature and types of investments in human due to historical, national, cultural characteristics and traditions.

6. In comparison with investments in other various forms of capital investment in human capital are the most beneficial from the point of view of the individual, and from the point of view of society.

Source of investment in human capital can serve the state (government), private foundations and public organizations, regions, individual firms, households (individuals), international foundations and organizations, and educational institutions.

At present, the role of the state in this area is quite large. The state has resorted to coercive as well as to the incentive measures in this field. Are forced mandatory for all formal education in the amount of high school, compulsory medical preventive measures (vaccination), and others. However, the main measures include incentives. The government has two effective methods that are used to change the size of private investment in human taken automatically through the market: it may affect the income of those who make (through taxes and subsidies), and is also able to adjust the price of the acquisition of human capital (adjusting prices resources used). Particularly large role of the state in the most important areas of human capital - education and health.

In the creation of human capital assets greater role of individual companies (firms). They often act as the most efficient producers of capital as own conditions under which can be given appropriate to the current needs training, and also have information on the most promising areas of investment in education and training. However, firms are investing as long as these investments bring net income.

By investing in their employees, firms tend to increase their labor output, increase productivity, reduce downtime and thereby strengthen their competitiveness. Funds are invested in the organization of training courses and training, were used to pay the costs of workers to treatment and preventive measures for the construction of sports and health centers, kindergartens, etc. The scale of cost-house training in developed countries is comparable to other sectors of the training.

Investment in human capital at the level of the family is also very important because all the components of human capital acquired and increased by investment, which puts the family in their child even from his birth, and with the decision to have children. On the one hand the children for parents - is a source of satisfaction, but on the other hand - the education of children is a source of considerable costs, both overt not obvious (especially parents' time).

The accumulation of intellectual and psycho-physiological abilities in the family is the foundation for further development and continuous improvement of the human capital of the individual. Investments in human capital development of children are not only the basis of their own development, but serve as a basis for the formation of aggregate human capital for future generations. As a result of upbringing and education in families formed by different types of human capital, are the basic physiological intelligence, personality is formed. 

 

2.2 U of indicators of efficiency of investments in human capital 

 

 

  When investing financial resources in human capital in the company's management, a number of issues related to the efficiency of investments:

-   whether investment will pay off;

-   how soon you can expect results from the investment of funds;

-   in what quantities need to invest;

-   What are the options for investment;

-   how to assess the appropriateness of investing in human capital development.

Writer Yak Fitz -ents, conducting research, as a simple count of return on investment in human capital income divided by the number of employees. It was ne rvy figure appeared in the village about the effectiveness of salaried hours elovecheskih resources. He also proposed a rate of return on investment in human capital.

 

Rate of return on investment in human capital = [Profit - (Expenses - [Salary + Benefits])]: Salary + Benefits .

One of the indicators of economic efficiency of human capital is the level of intelligence of production (or qualifying capacity production). It is computed as the ratio of the fund education (intellectual capital) to gross national product, and shows how many monetary units accumulated in the educational fund accounts for the cost per unit of output:

MI = FD / GDP; where GNP - gross national product;

FD - money valuation of the general fund education.

Methodology T.   Schultz, the value of total education fund equal to the cost of one year of study at each level (with the inclusion of lost earnings) multiplied by the number of years of education (adjusted for unequal duration of the school year), accumulation of the population of the country to a particular point in time . J.   Kendrick determine the magnitude of FD with a specially designed price indices and for depreciation of knowledge and skills.

As already mentioned, the main factor of the existence and development of human capital is the investment in intellectual capital. Vaganyan   OG proposes the following methodology for evaluating the effectiveness of investment in intellectual capital of commercial organizations. Due to the fact that the interaction between the individual elements of intellectual capital are non-linear, it is estimated a cumulative investment efficiency. In this case, a common approach to the assessment will be next. Correspond two values: X (the difference between the cap and the organization of its replacement cost of real assets minus liabilities) and Y (investment in intangible assets). The coefficient of efficiency of investment in the intellectual capital calculated as the ratio of the difference value X at the beginning and at the end of the investment period, and the magnitude Y for the period. In this case, all values ​​are taken in the form of discounted for inflation. The result is a coefficient of efficiency of investment in intellectual capital of commercial organizations, ie calculated by the following formula:

Z = X 2 -X 1 / Y; 

 

Z - the coefficient of efficiency of investments;

X2 - the value of intellectual capital at the end of the period;

X1 - the value of intellectual capital at the beginning of the period;

Y - investment in intellectual capital of the organization.

To calculate the value of Y , consider the following components: expenditure on research and development (R & D and experimental development); the cost of education, training, health promotion workers, social investments; expenditure on information technology, information, hardware and software, the formation and development of the brand; on the creation of a corporate portal website; marketing; for the acquisition, distribution, storage e information; on the development of distributive yutsii; on the development of corporate culture; for the acquisition of know-how, patents and other forms of intellectual property used this formula:

Yn = X0 + RCn, 

 

where Yn - Earnings person having n years of education;

Haw - income person with zero education;

R - the current rate of return of investments in education;

Cn - investments for five years of study.

After the procedure for determining the cost of education and the benefits of its production values ​​are compared with the magnitude of the costs of benefits given to a single point in time, by discounting. The difference between the present value of benefits and costs gives the net present cost of the acquisition of education.

It should be borne in mind that the value of the present value of lifetime earnings is highly dependent on the selected coefficient (normal) discount. Selection of the correct discount rate - a very complicated process. There are various methods of calculating the rate of return to education. The most commonly used method is the following: for a period of time calculated azhdogo corresponding net benefits, and then picked up the discount rate at which the total adjusted net profit is equal to zero.This discount rate is called the internal rate of return. Another method is an approximate estimate rates of return based on the analysis of statistical relationships between the level of earnings of the employee and his level of education.

Internal rate of return is such rate of interest at which the present value of future benefits is learning etc. ivedennoy value of its costs. The higher the internal rate of return, the profitability of the investment in education. In view of the absolute value of net income and the time of its receipt.

In an approximate way, this indicator can be calculated as follows:

R = (DB - Dc) / Co; where 

 

DB - lifetime earnings of those with higher education;

Dc - lifetime earnings of those with secondary education;

With - the difference in the amount of the costs of higher and secondary education.

Scientist from Greece G.   Psaharopulos presents data on the dynamics of social return on investment in education in the country's income per capita. In most of the poorest developing countries with low per capita income social return of primary education is February 3% , average - January 5% , and higher returns - Jan. 1% . In most developed countries, high-income social return of primary education is January 4% , average - 1 0% , higher - 8% .

Note that in the development of public policy in the field of education a number of government agencies in these countries are starting to use the explicit or estimated discount rate was below 8% in the evaluation of projects in the field of public education.

Studies that compared the academic or general and technical or vocational secondary education have shown that the average return of the first January 6% , and the second - Jan. 1% . And here are the decisive factor costs: vocational training is costly, than about bsche - academic education. 

 

 

 

 

3. And HB e ments of commercial enterprises in human capital

3.1 Personnel policy and breaker failure s human capital JSC   "Doug energy" 

 

Personnel policy of the holding company   "Doug energy" based on the concept of human resource management, in terms of which it is essential to improve the efficiency of investment in human capital in order to ensure continuous professional growth and high performance staff. Thus, the personnel policy of the company is focused primarily on the development of staff, not only bringing its membership in accordance with the availability of jobs. Personnel management power company is organized, focused and continuous impact on the staff, and the implementation of systematic control over its activities in the most effective use of human resources (human resources) in the interests of the company, while maintaining a professional performance and health of workers.

The basic principle upon which the personnel policy of   "Doug energy" - "With the partnership as otsialnoe balance the interests of employees and the Company. Human capital - the most valuable resource of the Holding Company. "

Implementing the principle of human resource policy of   "Doug energy" the company pays considerable attention to HR the following issues:

-   create conditions for improving the professional growth and self-realization of workers (to improve the professional competence of the personnel) through the development of vocational training, retraining and qualification ation of company personnel;

-   formation of personnel reserve on the basis of assessment of the level of training (knowledge, skills s) and business skills of employees;

-   management of organizational development company in terms of the implementation of organizational and personnel changes and plan staffing levels to meet the requirements of production and strata egicheskih business objectives;

-   increasing productivity by improving the system of financial and non-financial incentives and social welfare workers, and to ensure safe working conditions.

Overall, the payroll number of employees of the company, taking into account affiliates - 18,583 people, with the re-dny age of employees - 41 year.

Young and middle-aged workers constitute May 7% total number of employees, with 4887 people ( Jan. 3% of the total number of employees) - Young people under 35 years of age. For this category of workers UTS special conditions of targeted loans to improve housing conditions (returnable loans in the amount of 3 0% the amount of funds needed to improve housing conditions for 10 years at 6% per annum).

Currently holding enterprises working 344 old-age pensioners. Slightly less than half of the first general headcount of the company ( January 4% ) - people of mature age. More than half of workers in this category ( 65, 5% ), which remained until retirement from 10 years or less, being members of the National non-state pension fund, get to their individual accounts additional funds transferred to JSC   "Doug energy." In the November 20 , in the NNPF was listed a total of about 96.84million. rub.

The number of workers who joined the NNPF at their own expense - at the end of 2011 ode to such fund participants was 7809 people, or 67, 3% of the total number of workers who could transfer funds in NNPF under this scheme (for comparison - at 20,010 , the figure was 66, 2% ).

The company's management welcomes the commitment of employees to improve the professional competence and invests heavily in professional development in order to increase the value of human capital. 

 

Figure 1. Level of education staff 

 

At the end of 2011 , more than 3 0% of employees (more than 7 0% managers, about 7 0% of specialists, almost 3 0% of employees and more than 1 0% of workers) have higher education. More than 4 0% ( 44, 4% ) of employees have primary or secondary vocational education. Students in higher and secondary educational institutions are 1,105 workers ( 7% of the total).

In 2011 successfully defended his thesis and received a Ph.D. More 4 person. Thus, a degree at the end of 2011 year are 24 people, including 26 people - candidates of sciences, 2 person - doctor of sciences. Continue their education in graduate school and work on his thesis 22 employees.

Vocational Education (energy) are 24, 2% of the company's employees, with June 6% of them have graduated from higher education institutions, and on March 4% - secondary vocational schools. We are talking about workers from various specialties whose education has applied for energy in nature (including economists who have graduated from KGEU). Continue their education in KSPEU and KET Correspondingly vtenno 492 and 30 employees.

Careers.

Life in the company does not stand still. There is a constant movement: introducing new working methods, production technologies, will exit the wholesale electricity market, the adoption of international financial reporting standard, the introduction of modern automated control systems of economic activities of the company.

The pace of development of production, the active introduction of information technology and economic conditions put forward more stringent requirements for the level of staff training and the level of development of professionally significant personal qualities of employees.

On the list of important from a large number of candidates who are in the labor market and interested in employment at JSC   "Doug energy" to choose the most appropriate data requirements.

Staff selection system is based on an assessment of the level of professional knowledge and skills, as well as to assess the potential abilities and professionally important personal qualities of the applicant, and the decision is taken collectively.

Professional selection procedure consists of:

- Evaluation of the candidate by psihodiagnostiche ray examinations;

- Proficiency testing;

- Professional interview.

After passing the candidate procedure of preliminary tests (test and interview), the results of the decision of employment opportunities.

Regardless of lzhnosti to all employees of   "Doug energy" must meet the following requirements:

-   High in Level of general cultural development;

-   Professional competence (knowledge base, skills);

-   Analytical skills;

-   Active life position;

-   Interest in professional development m;

-   Learning disabilities;

-   Willingness etc. inimat independent decisions;

-   Ability to work in a team;

-   Responsibility. 

 

3.2 Ivistitsii in human capital in OAO   "Doug energy" 

 

Costs professionalize the training of staff of the company in 2011 was $ 58.6 million. rub., which is almost 10 million. rub. more than was spent on training and development of employees in the 2010 year.

Etc. ofessionalnuyu training in 2011 was passed 10 106 people, which is almost 2 times higher than in the previous year. Improved their professional competence about 9% 0 executives over 6 0% spe cialists and employees learn a second and related specialties, as well as improved their skills around 6 0% of the workers.

About 5 0% of workers took place in 2010 , the training program taught camping "H avyki first aid", "About stored and Safety", "P-ozharno technical minimum", the development of which is a condition to perform dopuskarabotnikov A direct duties. Plan training in these programs is made ​​in full. Significant funds spent on training for senior and middle managers. To date, 48 senior and middle managers have a degree Master of Business Administration, of which 12 people have completed an exercise in 2011 year. Continue MBA program 22 a person.

Diploma of professional retraining Interdisciplinary Institute training and retraining of managers and specialists at the Russian Academy of Economics. GV   Plekhanov in 2011 he received 12 people. Thus, additional specialty in this institution have already mastered 39 managers and specialists. In September 2011 , with the aim of retraining in MIPK Plekhanov. GV   Plekhanov directed more 22 employees.

In connection with the new challenges in terms of human resource management is much more emphasis on improving the competence of managers and human resource departments in this area, in connection with which the 2011 year MIPK Plekhanov. GV   Plekhanov in order to re-directed in the direction of "M enedzhment staff" 6 people.

Social benefits.

In 2011 he fulfilled all commitments Industry Tariff Agreement. The total amount of social benefits in accordance with the OTS was 246.707 million. p K., the rate per employee - 15 th. March 8 rubles.  

 

 

  

 

 

  

 

 

 

 

 

 

Conclusion 

 

In conclusion, we note the following: the well-being and sustainable development of any nation depends on human capital, so the need to think and consistent policy in the field of human resource development and balanced investment in human capital, both at the level of the individual firm, and as a whole at the state level. The concept of human capital has been used extensively world science, to appreciate the role of intellectual activity, find out the necessity and the high efficiency of investment in human capital.

The value of human capital due to the conditions of its formation and development. Therefore, the importance of taking the investment in human capital at the household level, where there is an accumulation of intellectual and psycho-physiological abilities, which are the foundation for the further development and continuous improvement of the human capital of the individual.