Thesis (M.B.A.)--University of Hong Kong, 1994. / Includes bibliographical references.

Despite advances in the application of analytics in business functions such as marketing and finance, and a significant degree of interest in the topic of Human Resource analytics, its usage is still nowhere near where it could be. This study’s primary aim was to measure the levels of usage of HR analytics among South African organisations, an exercise that has not been done before. This qualitative, exploratory study was conducted among 16 senior Human Resource practitioners from large organisations in South Africa. Being qualitative, a limitation of this study is that it is not representative and therefore the results cannot be generalised. Further opportunities therefore exist for quantitative, longitudinal research in this field to objectively ascertain the extent of usage of HR analytics. It was found that South African organisations’ usage of HR analytics is still in its infancy and that the concept and its implications are little understood. It also found that there is consensus regarding the importance for HR analytics in organisations and that the HR analytical skills challenge is the main hindrance to implementation. Importantly, the study demonstrated and that the overall outlook for HR analytics is positive. The research makes recommendations and proposes a model that should enable organisations, the HR profession and the academic world to implement HR analytics. / Dissertation (MBA)--University of Pretoria, 2013. / zkgibs2014 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

Thesis (Ed.D.)--Boston University / This dissertation is a qualitative and quantitative research effort aiming to establish the meaning of, and the form(s) that human capital and human capital investment, traditionally business-oriented concepts, take in an institution of higher education. The literature review provides an extensive background of human capital and human capital investment theory and theorists. It presents a case study completed at a small college combining interviews, survey administration, and analysis to formulate hypotheses about the nature of human capital investment in institutions of higher learning. The interviews provided rich data through specific examples of how employees at the college defined human capital investment. Analysis of the interviews resulted in the formation of six human capital dimensions, one dimension unique to higher education institutions. A preliminary human capital investment survey was created and quantitative measures were able to discriminate one interpretable factor, similar to one dimension created from the interviews. The factor encompassed items that were related to the moral involvement (Etzioni, 1961) of the employees. This lead the researcher to believe that human capital investment in this higher education institution is different than in corporations. Further research is encouraged to validate this hypothesis and to continue to promote discussions about human capital investment in institutions of higher education.

Thesis (MBA)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: In an extremely competitive economic environment, WesBank’s differentiation strategy is focused on innovation and service excellence; both of which are dependent on people. The objective of the study therefore was to articulate the strategic role of human resources (HR) in WesBank to ensure alignment and integration of the human capital strategy with WesBank’s overall business strategy. WesBank continues to reinforce the importance of its people and has invested significant capital in a technology solution in order to facilitate the management of this important asset. However, after four HR restructures since 2009, the organisation continues to struggle to find the ideal structure and operating model for its HR function. Findings from the literature review confirm that this situation is not unique to WesBank because many organisations struggle to articulate and measure the effectiveness of their HR departments. There is a shift towards intangible assets in the new world of work such as brand recognition, knowledge, innovation and human capital. In this new era new business models are required. In this context, the human capital strategy is a prime source of competitive potential because it is intangible, difficult to see or quantify and therefore to copy. To test the impact of the current HR function in WesBank, two respondent groups were invited to take part in structured interviews. The respondents represented the viewpoints of business and the human resource communities. Both groups confirmed that the WesBank human capital strategy should have three focus areas, namely a transactional focus that measures service delivery on basic services, a transformational and strategic focus and a focus on measuring the impact of the strategy on organisational success. Both groups believed that at the time of the interviews, WesBank did not have a clearly defined human capital strategy, which manifested itself in HR’s value being experienced as convoluted, and the HR structure having changed four times since 2009. Research suggests that organisations can realise a 43 percent impact on performance if the HR function is freed up to focus on strategic contribution. WesBank’s recent investment in an HR system aimed to reduce the disproportionate amount of time HR allocated to administrative tasks. However if HR is unable to successfully leverage the opportunity provided by this investment to redirect efforts to strategic contribution the estimated impact of the new technology on organisational performance reduces to 5 percent. If WesBank is able to anchor HR in strategy implementation it will be easier to quantify HR’s impact on performance.

No description available.

Thesis advisor: Donald Cox / What fraction of college-age youths in the United States comes from credit-constrained families? Can subjective assessments of financial difficulties inform the debate about pervasiveness of credit constraints in the demand for college education? My dissertation contains two essays addressing these questions. Credit constraints in education may lead to inefficient skill allocations and perpetuate imbalances in the distribution of economic well-being. Unfortunately, empirical evidence regarding their pervasiveness in the United States has not been consistent, in part because constraints tend to be inferred indirectly. The first essay evaluates how a potentially more direct measure can be used to enhance our understanding of the issue. I focus on subjective assessments of financial limitations available in the National Longitudinal Survey of Youth 1979 and find that about 12 percent of college-age individuals expect to underinvest in education because of financial reasons or the need to work. While the measure developed in this paper is noisy and not a precise indicator of credit constraints, it appears to capture important variations in educational choices, beyond these captured by the standard controls, such as parental income. The contribution of the second essay is the use of parents' reports of borrowing limitations in the NLSY79 Young Adult Supplement to evaluate the proportion of constrained college-age youths in the early 2000s. The focus on the 2000s is critical because the sharp increase in tuition costs and gradual erosion of real student borrowing limits over the past two decades have potentially made credit constraints in education more widespread. My analysis sample is limited to children of young mothers who are more likely to be disadvantaged economically and hence are of specific interest to policy-makers. Over one-fifth of youths in the sample come from families where mothers report borrowing limitations. Conditional on scholastic ability, family income, and family background characteristics, parental constraints have a strong negative correlation with children's college attendance. Although my results do not distinguish between alternative explanations for borrowing limitations, they do suggest that researchers interested in the connection between liquidity constraints and education might benefit from paying more attention to direct measures. / Thesis (PhD) — Boston College, 2009. / Submitted to: Boston College. Graduate School of Arts and Sciences. / Discipline: Economics.

Those who have finished high school and/or obtained non-school qualifications experience a range of positive outcomes throughout their lives. Despite these benefits being likely to apply to the Indigenous Australian population, current as well as past participation in education is substantially lower than that of the non-Indigenous population. Some reasons for this relatively low participation may be locational and monetary disadvantage, household overcrowding and a curriculum that is not always relevant. How Indigenous Australians form their expectations about the benefits of education and what these expectations might be (accurate or otherwise) may also influence educational participation. This thesis looks at the education outcomes of Indigenous Australians. There are two main research questions are examined. The first is what are the relative benefits of education for the Indigenous population? The main outcomes that are focussed on are employment and income; however, there is also analysis of the extent to which those with higher education levels report better health outcomes or more favourable health behaviour. The second main research question is what factors are associated with the decision to attend high school? That is, does the Indigenous population respond to the economic incentives to undertake education as estimated in this thesis? In addition, other factors at the individual, household and area level are likely to influence the social costs and benefits of education, as well as geographic and financial access. The extent to which these are associated with high school participation is also examined.

It is surprising that the prevailing performance taxonomy for scientists (Star versus Non-Star) focuses only on individual output and ignores social behavior since scholars often characterize innovation as a communal process. To address this deficiency, I expand the traditional taxonomy that focuses solely on productivity and add a second, social dimension to the taxonomy of scientists: helpfulness to others. Using a combination of academic paper citations and Impact Factor-weighted publications to measure scientist productivity as well as the receipt of academic paper acknowledgements to measure helpfulness, I classify scientists into four distinct categories of human capital quality: All-Stars, who have both high productivity and helpfulness; Lone Wolves, who have high productivity but average helpfulness; Mavens, who have average productivity but high helpfulness; and Non-Stars, who have both average productivity and helpfulness. The first study examines the impact of 415 immunologists on the performance of their coauthors. Looking at the change in quality-adjusted publishing output of an immunologist's coauthors after the immunologist's death, I find that the productivity of an All-Star's coauthors decreases on average by 35%, a Maven's coauthors by 30% on average, and a Lone Wolf's coauthors by 19%, all relative to the decrease in productivity of a Non-Star's coauthors. These findings suggest that our current conceptualization of star scientists, which solely focuses on individual productivity, is both incomplete and potentially misleading as Lone Wolves may be systematically overvalued and Mavens undervalued. The second study builds upon the first study's finding that Mavens have a large impact on the performance of their coauthors. Using salary disclosures from 2008 at the University of California, I examine the extent to which each star type is compensated differently. While Mavens have a larger impact on the performance of their coauthors than Lone Wolves, Mavens are compensated less, providing preliminary evidence that these performance effects are spillovers. The third study examines the likelihood of an immunologist's mobility as a function of his observable and unobservable human capital. The greater a scientist's productivity (observable to the market), the greater his inter-institution mobility, while the greater a scientist's helpfulness (unobservable to the market), the lower his inter-institution mobility.

It is surprising that the prevailing performance taxonomy for scientists (Star versus Non-Star) focuses only on individual output and ignores social behavior since scholars often characterize innovation as a communal process. To address this deficiency, I expand the traditional taxonomy that focuses solely on productivity and add a second, social dimension to the taxonomy of scientists: helpfulness to others. Using a combination of academic paper citations and Impact Factor-weighted publications to measure scientist productivity as well as the receipt of academic paper acknowledgements to measure helpfulness, I classify scientists into four distinct categories of human capital quality: All-Stars, who have both high productivity and helpfulness; Lone Wolves, who have high productivity but average helpfulness; Mavens, who have average productivity but high helpfulness; and Non-Stars, who have both average productivity and helpfulness. The first study examines the impact of 415 immunologists on the performance of their coauthors. Looking at the change in quality-adjusted publishing output of an immunologist's coauthors after the immunologist's death, I find that the productivity of an All-Star's coauthors decreases on average by 35%, a Maven's coauthors by 30% on average, and a Lone Wolf's coauthors by 19%, all relative to the decrease in productivity of a Non-Star's coauthors. These findings suggest that our current conceptualization of star scientists, which solely focuses on individual productivity, is both incomplete and potentially misleading as Lone Wolves may be systematically overvalued and Mavens undervalued. The second study builds upon the first study's finding that Mavens have a large impact on the performance of their coauthors. Using salary disclosures from 2008 at the University of California, I examine the extent to which each star type is compensated differently. While Mavens have a larger impact on the performance of their coauthors than Lone Wolves, Mavens are compensated less, providing preliminary evidence that these performance effects are spillovers. The third study examines the likelihood of an immunologist's mobility as a function of his observable and unobservable human capital. The greater a scientist's productivity (observable to the market), the greater his inter-institution mobility, while the greater a scientist's helpfulness (unobservable to the market), the lower his inter-institution mobility.

The Relationship between Taiwanese Companies¡¦ Global Knowledge Management and Their Human Capital Abstract After Taiwan enter WTO, every restriction will be removed. Under environment of free trade of every resource, Taiwanese companies going to the International and Global operation will be the ongoing tendency. To accumulate existing knowledge effectively and exploit new knowledge continuously will be the key point to international corporation¡¦s success. How to build the global knowledge management will be the focus of future¡¦s global competition. ¡§Human being¡¨ is the main source of knowledge creation, also the main role under the process of knowledge management. Human-based corporation emphasize on human capital¡¦s accumulation, growth, and this is the main source of corporation¡¦s continuous improvement. This research gathered primary data through interviews. After interviews, try to analyze and categorize these primary data, then get the propositions. After comparison among five corporations, this thesis could get the three following dimensions of propositions: ¤@¡B Multinational corporation¡¦s global operation strategy Proposition 1: The higher innovative tendency of overseas subsidiary, the more complexity of global operating function they are, and the more overseas workers they have. Proposition 4: The greater corporations using technical tools, the faster corporations going global operation. ¤G¡B Multinational corporation¡¦s global knowledge management Proposition 5: Innovation-based international corporations will be more promise based of organization orientation during knowledge management process. Proposition 9: International professional knowledge will be spread by informational technology; international marketing and management knowledge will be spread by people¡¦s direct interaction. ¤T¡BGlobal knowledge management and Human capital Proposition 2: The more human capital input corporations have, the better innovation and skilled ability corporations have, and would be also care more about getting overseas potential employees. Proposition 7: The more important corporations¡¦ overseas marketing knowledge are, the more marketing employees hired locally. Proposition 3: The higher senior managers¡¦ international and professional level are, the faster corporations¡¦ globalization process are. Proposition 6: The more famous international corporation¡¦s senior managers are, the more attractive to overseas professional and managerial employees. Proposition 8: Corporations¡¦ tacit knowledge would be accumulated by human being through training, and explicit professional innovative knowledge would be accumulated by patent. Proposition 10: The more innovative corporations are, the more opened corporations culture are.