This study contributes to the literature on the economic value of higher education by examining the extent to which a set of independent variables, including two measures of state spending on higher education predict the formation of human capital. The findings suggest that, in most states, increases in state spending per full-time equivalent enrollment in public higher education predict decreases in the formation of human capital, while increases in state spending per capita on public and private higher education predict increases in the formation of human capital. This suggests that the relationship between state spending on higher education and the formation of human capital is dependent on the measure of state spending used. Attempts to increase the formation of human capital should focus on increasing state spending per capita on public and private higher education. This study also analyzes time-series data from states, grouped by income inequality and changes in productivity, to examine the extent to which changes in a single measure of state spending on higher education predict changes in the formation of human capital. The results indicate that increases in state higher education spending do not benefit all states. Increases in state higher education spending predict increases in the formation of human capital in states with low productivity growth and in states with low levels of income inequality. In states with high productivity growth, increases in state higher education spending predict decreases in the formation of human capital. / Ph. D.

Yes / A number of studies have explored the factors influencing financial development. Among them are national legal origin, settler mortality hypothesis, institutional factors, political factors, macroeconomic policies including capital account openness, social capital and also cultural factors. The relationship between financial development, human capital and economic growth, although acknowledged in the theoretical literature remains less explored at the empirical level. In this study we examine interaction between financial development, human capital and economic growth. The study aims to understand and examine how financial development is related to human capital accumulation and economic growth in a unified framework. In a cross-country panel data context using rigourous econometric techniques we examine these questions.

Yes / Although at the national level the relationship between financial development, human capital and economic growth has received some attention, this is largely an under-researched area at the sub-national level. Human capital may impact economic growth through the channel of innovation and along with financial development could be complementary or substitute in their relationship to economic growth. Also, human capital investment, enabled by the financial sector development, not only affects growth but also directly and indirectly affects poverty reduction through the channel of growth. In this study we examine the interaction between financial development, human capital and economic growth at the sub-national level using panel datasets covering 23 states of India for the period 1999-2013. Our analysis suggests that there is evidence of positive relationship between human capital and financial development to economic growth.

This research examines intrahousehold resource allocation in rural Ethiopia with a focus on education and asset investments in children. Throughout our work we look for potential causes and signs of gender bias in childhood investments. In particular, we first look at whether poverty constrained households substitute the provision of asset and education transfers to their children. For this purpose we use a two-stages-least-squares model of educational demand which controls for the endogeneity of asset transfers. We find a trade-off mechanism between endowments of human capital and bequests to girls but not to boys. Secondly, we investigate the effect of parental transfers on the postmarital residence of children. We look at whether transfers induce old age security from children in the form of a postmarital residence close to the parents. We model postmarital residence using a multinomial logit which controls for the endogeneity of transfers. Our results show that off-springs who receive more assets are more likely to live close to their parents after marriage. On the contrary, more education induces children to leave their home at marriage. Finally, we analyze household choices between education and farm employment of children. We model these choices jointly while looking at how ability affects them. Our findings suggest that in the long-run, more able children accumulate more schooling and less farming experience. However, the latter only applies to boys; farming decisions regarding girls are independent of their ability. In summary, our research addresses four important factors affecting the welfare of children and young people in rural Ethiopia: educational investments, asset transfers, old age security mechanisms and child work decisions.

Att företag ska visa en så rättvisande bild av sin verksamhet som möjligt i årsredovisningarna har blivit ett allmänt accepterat faktum. Den här studien behandlar och granskar om och hur konsultföretag redovisar sitt humankapital samt om det är möjligt att komplettera årsredovisningen med en icke obligatorisk humankapitalsvärderingsmodell, likt hur GRI fungerar idag.  Syftet med uppsatsen är således att förklara hur konsultfirmor hanterar redovisning av humankapital, samt att baserat på det ge förslag till kompletteringar till årsredovisningen som gör årsredovisningen mer rättvisande.  I den teoretiska referensramen presenteras olika definitioner samt tidigare forskning inom redovisning, redovisning av humankapital samt de vanligaste förslagen till humankapitalsvärderingsmodeller. I studien har det brukats en kvalitativ metod med redskapen; personlig intervju, mejlintervju samt dokumentinsamling.  Analysen fokuserar på vad det arbete som bedrivs idag i konsultföretag med humankapitalsredovisning innebär samt vad som eventuellt kan tilläggas det redan existerande arbetet. I analysen behandlas även konsultföretagens åsikter angående de humankapitalsvärderingsmodeller som finns.  Exempel på viktiga slutsatser som kan dras av analyskapitlet är att det med absolut säkerhet kan sägas att det finns en möjlighet och en vilja från konsultföretag att komplettera årsredovisningar med humankapitalsvärderingsmodeller. Anledningen till att värderingsmodellen läggs som komplement är att det är svårt att införa humankapitalsvärderingsmodeller i den officiella årsredovisningen, med tanke på rådande värderingsprinciper för tillgångar. / That companies is supposed to show the most true and fair view possible in their annual report has become socially accepted. This study will reflect on and examine how and if consulting firms present their human capital, and whether or not it is possible to add a human capital valuation model as a non-compulsory addition to the annual report.  The purpose of the study is to explain how consulting firms present their human capital, and based on that give suggestions on human capital valuation models as additions that might increase the level of true and fair view in the annual report.  The theoretical framework presents different definitions and previous research about accounting, presentation of human capital in accounting and the most common suggestions on human capital valuation models. In the study we have been using a qualitative method with the tools; face-to-face interview, e-mail interview and documentary secondary data.  The analysis focuses on what kind of work is being made in the consulting firms today regarding human valuation, and what might be added to that already existing work. In the analysis the consulting firms views on existing human capital valuation models is also being treated.  Examples of important conclusions are that there seems to be possible to add a human capital valuation model as a complement to the annual report, as long as it isn’t compulsory. It is regarded as difficult to add a human capital valuation model as a part of the annual report, which makes putting it as a complement to the annual report the reasonable suggestion.

Siu-chung Yu. / Thesis (M.Ph.)--Chinese University of Hong Kong, 1988. / Bibliography: leaves 49-50.

by Fong Siu Ho, Kwan Po Chiu, Lee Kwong Tong. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1989. / Includes bibliographical references.

by Chow Chiu Mei, Loletta, Fok Hoi Yun, Irene. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1998. / Includes bibliographical references (leaves [67-70]). / ABSTRACT --- p.i -ii / TABLE OF CONTENTS --- p.iii -iv / CHAPTERS / Chapter 1. --- INTRODUCTION --- p.1-5 / Chapter 2. --- ARTHUR ANDERSEN & CO --- p.6 -15 / Chapter 2.1 --- Vision and Mission --- p.7 / Chapter 2.2 --- Arthur Andersen Strategic Framework --- p.7-15 / Chapter 3. --- RESOURCE-BASED FRAMEWORK --- p.16 -30 / Chapter 3.1 --- Firm Resources --- p.16-18 / Chapter 3.2 --- Competitive Advantage and Sustained Competitive Advantage --- p.18-19 / Chapter 3.3 --- Resource Homogeneity and Mobility and Sustained Competitive Advantage --- p.20 -21 / Chapter 3.4 --- Firm Resources and Sustained Competitive Advantage --- p.21 -27 / Chapter 3.5 --- Applications of Resource-based Approach --- p.27 -30 / Chapter 4. --- METHODOLOGY --- p.31-33 / Chapter 4.1 --- Data Sources --- p.31 -32 / Chapter 4.2 --- Measurement --- p.32 / Chapter 4.3 --- Method of Analysis --- p.33 / Chapter 5. --- FINDINGS --- p.34 -47 / Chapter 5.1 --- Valuable --- p.35 -39 / Chapter 5.2 --- Rareness --- p.39 -45 / Chapter 5.3 --- Imperfectly Imitable --- p.45-46 / Chapter 5.4 --- Substitutability --- p.46-47 / Chapter 6. --- DISCUSSIONS --- p.48-52 / Chapter 7. --- CONCLUSION --- p.53-54 / Chapter 7.1 --- Limitations of the Study --- p.54 / APPENDICES / Chapter A. --- Big-Six Accounting Firms Comparative Data / Chapter B. --- Andersen Worldwide Facts1996 / Chapter C. --- Structure of Andersen Worldwide / Chapter D. --- Arthur Andersen Strategic Framework / Chapter E. --- Arthur Andersen Range of Services / Chapter F. --- 1996 Manpower Survey Report of Accountancy / REFERENCES

Retention issues have been a challenge for human resources (HR) leaders for years. Organization HR leaders face employee retention challenges that lead to the loss of talented employees and a decline in the organization's quality of service, which negatively affects profitability. Based on Schultz's human capital theory, the purpose of this multiple case study was to explore strategies HR leaders used to retain employees. Data collection included company archival documentation review and face-to-face semistructured interviews with 11 purposefully selected HR leaders from 3 banks in the northern region of St. Lucia. Data analysis included using Yin's 5-step method, coding the transcribed interviews to identify relevant themes, member checking to strengthen the reliability and validity of the interpretations of participants' responses, and review of company documents. The 5 main themes revealed were strategies of employee retention, human capital development, culture of engagement, succession planning, and leader-member exchange, which affects employees' commitment and organizational profitability. Human resources leaders in organizations may use the findings of this study to develop effective strategies to retain employees, which could lead to individual achievement. Social change implications include the importance of investing in human capital that may lead to succession planning to promote business sustainability and economic growth in St. Lucia and other countries.

Per Gary S. Becker, nowadays a primary determinant of a country¡¦s standard of living is how well it succeeds in utilizing the skills, knowledge and health of its people. Human capital is one of the most precious assets of an enterprise. In a competitive environment, how efficient manage human capital which is important event. Recently, China is becoming more popular market. Using case studies, this research targeted four firms, which were sampled purposely to conduct an in-depth interview to explore the human capital strategy in China. And the results appears as follows: 1. Different business strategy will result in different human capital requirement and human capital strategy. 2. Human capital strategies of multinational have much internationalization and the globalized concepts. 3. In a competitive environment, reviewing human capital strategy is needed. 4. Develop the career management service, emphasize on job training and design a systematic characteristic and usable education program for employee.