Within the next decade India is expected to surpass China as the world's most populous country due to still higher fertility and a younger population. Around 2025 each country will be home to around 1.5 billion people. India is demographically very heterogeneous with some rural illiterate populations still having more than four children on average while educated urban women have fewer than 1.5 children and with great differences between states. We show that the population outlook greatly depends on the degree to which this heterogeneity is explicitly incorporated into the population projection model used. The conventional projection model, considering only the age and sex structures of the population at the national level, results in a lower projected population than the same model applied at the level of states because over time the high-fertility states gain more weight, thus applying the higher rates to more people. The opposite outcome results from an explicit consideration of education differentials because over time the proportion of more educated women with lower fertility increases, thus leading to lower predicted growth than in the conventional model. To comprehensively address this issue, we develop a five-dimensional model of India's population by state, rural/urban place of residence, age, sex, and level of education and show the impacts of different degrees of aggregation. We also provide human capital scenarios for all Indian states that suggest that India will rapidly catch up with other more developed countries in Asia if the recent pace of education expansion is maintained.

Thesis (M.M. (Entrepreneurship and New Venture Creation))--University of the Witwatersrand, Faculty of Commerce, Law and Management, Graduate School of Business Administration, 2014. / Could not copy Abstract

It has been widely observed that economic activities are increasingly dependent on intangible, knowledge-based resources (Hayek, 1945; Drucker, 1966; Bell, 1973; Brinkley, 2006). One result of the move to a knowledge economy is that traditional notions of work and human resources have broken down and organizations have adopted new methods of sourcing knowledge. This thesis addresses the question of how organizations can optimally determine their requirements for knowledge from within and outside their boundaries. The objective of the thesis is to develop a theory of organizational knowledge supply and to test the theory in explaining and predicting the effectiveness of an organization's knowledge sourcing strategies. The research question driving this thesis therefore is: &quoteCan knowledge-based theory of the firm explain the relationship between organizations' mix of internal and external human resources and organizational effectiveness?&quote The aim of this thesis is to contribute to human resources and organizational theory through its theoretical model and empirical evidence of the relationship between knowledge sourcing and organizational effectiveness. The thesis also aims to contribute to practice by informing organizations about the effectiveness of different human sourcing practices. Knowledge-based theory of the firm and contingency theory were used to develop an initial theoretical model of fit and effectiveness. To extend existing theoretical models, and to support the case study, the initial theoretical model was refined so that it not only included fit and effectiveness (as in past research), but it also posited a model of the intervening process by which fit leads to effectiveness. To test the posited theoretical model, a comparative case study was commenced in mid- 2004, in two 4.5 star inner city hotels in Australia, each a member of a different hotel group. Qualitative and quantitative research methods were used, with semi-structured interviews and questionnaires as the key data collection methods. The main data collection process was completed in April 2005. The findings from the study generally support the theoretical model. The case study however also revealed that much of the effect of the fit of human capital on organizational effectiveness was constrained and enabled by two other organizational resources (hotel systems and processes, and the hotel brand standard). This finding suggests that existing theoretical models that suggest an independent effect of human capital fit on performance may be incomplete. In summary the thesis research question was answered with a conditional affirmative. In other words, knowledge-based theory can explain the relationship between organizations' mix of internal and external human resources and organizational effectiveness, but existing knowledgehuman capital-based models of this relationship can be extended and thus improved in two ways: 1) By positing a model of the intervening process by which human capital fit leads to organizational effectiveness. 2) By positing a model of the degree to which the effect of human capital fit on organizational effectiveness depends on other organizational resources.

Using human capital theory and social capital theory, I develop a model to explain the circumstances surrounding outside director appointments, patterns of outside board affiliations and outside director exits. I investigate why individuals become outside directors, why they continue to serve as directors after appointment, and why they terminate their service on boards. I find that an executive's home firm career and prestigious affiliations predict the likelihood and patterns of outside directorship service. Outside directors are critical to effective corporate governance, and to understand the board-governance process we need a better understanding of outside director service.

Numbers of persons with a higher education have inclined fast during the last dec-ades, as the University sector in Sweden has increased. This due to that the Swedish government has had a very encouraging attitude towards the Universities position for economic regional growth. The aim of this thesis is to see if there are any relationships between students at a University in a region and the number of patents that have been applied for in the same region using data taken from European patent of-fice and Statistics Sweden. Patent is one way to measure innovations, and knowledge is one of the core foundations for new innovations. Different models have been used to determine if any significant relationship between patent applications and number of people with higher education is present. The empirical findings came up with the results that numbers of people with higher education have positive relationship with University regions. The two variables, people with higher technical education and research and development at Universities also showed positive significant results, which gives support for the chosen theories in the thesis. It is hard to say that the decen-tralization of the Swedish universities have been a total success, because in the thesis results were found which shoed that the Malmö region was outstanding in terms of patent applications. In this region many different Universities and private R&D de-partments are located, together with students etc. Further research in this field has to be conducted to be able to give the policy maker better foundation for decisions.

The study has twelve chapters. After a brief introduction in chapter 1 the development and scope of Swedish manpower training are summarized in chapter 2. Chapter 3 examines to what extent Swedish manpower training has contributed to the attainment of the overall goals of economic policy. Aspects of stabilization, allocation, growth and distribution are dealt with. The chapter ends with a brief review of attempts in the economics of education to explain why it may be advantageous for an individual to participate in manpower training. Chapter 4 opens with an account of results from Swedish and a number of American evaluations of manpower training. In order to assess the effects for the individual some kind of comparison must be made between participants and non-participants. Ways of doing this are discussed. The planning and implementation of the empirical study is described in chapter 5. One aim of the study is to determine the profitability of manpower training for the trainees. The trainees are compared to individuals in similar positions when the former started their training. In chapter 6 the main groups and the control groups are described with reference, to inter alia: sex, age, educational and occupational background. For the trainees, the occupations that the training leads to were also considered. One of the most important aims of manpower training is to improve the position of the trainees on the job market; that is, to shorten the duration of unemployment and to increase the time spent in gainful employment. Chapter 7 describes how the employment situation of the trainees has changed compared to that of the control groups. The effects of manpower training on employment are then analyzed in chapter 8 using regression analysis. Attention is paid to partial response and self selection. In addition to effects on employment, effects on income are also of interest. The measures of income used in the study are defined in chapter 9. These measures are then used in chapter 10 where the income of the trainees is compared to that of the control groups in order to determine to what extent income is influenced by manpower training. Chapter 11 analyzes how participation in manpower training has influenced income. The measures of income used are earned income, hourly wage and three measures of disposable income. Finally, the study concludes in chapter 12 with a summary and discussion. / digitalisering@umu

This dissertation is comprised of three papers. In Chapter 1 I analyze if career heterogeneity in terms of life-cycle earnings, occupational mobility and unemployment is predominantly driven by skills acquired prior to labor market entry or by decisions made and shocks accumulated over the working life. My study is based on a Dynamic Discrete Choice model that enriches the proto-typical dynamic Roy-model with a number of potentially important sources of career heterogeneity, such as match heterogeneity and permanent shocks to skills. I find that a large fraction of life-cycle income inequality is driven by match heterogeneity among workers with the same observable and unobservable credentials. Differences in comparative advantages, though quantitatively important as well, have a much smaller impact than what has been found in research that relies on estimates from more restrictive dynamic Roy models. In Chapter 2 I estimate a flexible non-stationary variance components model of residual earnings dynamics and investigate if recent increases in residual inequality are caused by an increase of the variances of permanent, persistent or transitory shocks. My results suggest that underlying sources of increasing wage inequality are very different across education groups. Most importantly, only the lesser educated experience a large increase in earnings instability. Chapter 1 and 2 utilize a unique administrative data set from Germany that follows workers from the time of labor market entry until twenty-three years into their careers. In the last chapter I investigate empirically if a particular set of pre-labor market skills – namely university student achievement – can be fostered by assigning male teachers to male students and female teachers to female students. I find that being taught by a same-sex instructor helps students to improve their relative grade performance and the likelihood of completing a course, but the magnitudes of these effects are small.

This dissertation is comprised of three papers. In Chapter 1 I analyze if career heterogeneity in terms of life-cycle earnings, occupational mobility and unemployment is predominantly driven by skills acquired prior to labor market entry or by decisions made and shocks accumulated over the working life. My study is based on a Dynamic Discrete Choice model that enriches the proto-typical dynamic Roy-model with a number of potentially important sources of career heterogeneity, such as match heterogeneity and permanent shocks to skills. I find that a large fraction of life-cycle income inequality is driven by match heterogeneity among workers with the same observable and unobservable credentials. Differences in comparative advantages, though quantitatively important as well, have a much smaller impact than what has been found in research that relies on estimates from more restrictive dynamic Roy models. In Chapter 2 I estimate a flexible non-stationary variance components model of residual earnings dynamics and investigate if recent increases in residual inequality are caused by an increase of the variances of permanent, persistent or transitory shocks. My results suggest that underlying sources of increasing wage inequality are very different across education groups. Most importantly, only the lesser educated experience a large increase in earnings instability. Chapter 1 and 2 utilize a unique administrative data set from Germany that follows workers from the time of labor market entry until twenty-three years into their careers. In the last chapter I investigate empirically if a particular set of pre-labor market skills – namely university student achievement – can be fostered by assigning male teachers to male students and female teachers to female students. I find that being taught by a same-sex instructor helps students to improve their relative grade performance and the likelihood of completing a course, but the magnitudes of these effects are small.

Employee turnover is expensive and disruptive to organizations. However not many employers appreciate the value lost in quality of human capital, and dollar value of lost productivity and time due to turnover. This study identified the causes and consequences of voluntary employee turnover in a financial institution in Kenya. The researcher established from the bank records that 80 employees resigned from the institution in the five-year period. The causes of turnover were identified and recorded as given in the separated employees' resignation letters held at the bank, and categorized as either avoidable or unavoidable. The quality of the separated employees was measured by academic qualifications, banking training, job performance ratings and years of work experience as recorded in the separated person's file. Turnover cost was computed based on the earnings of the separated employee and the associated administration costs, plus the cost of training and lost productivity due to the resignations. The turnover policies were reviewed. The data collected were coded and analyzed using the SPSS program version16. The quantitative data analysis was carried out using descriptive statistics. Non-parametric Chi-Square Goodness-of-Fit Test was used to test the research hypotheses. A thematic analysis of the narration by the HR director was done. The reasons for the resignations were as follows: 65 percent better salaries offered elsewhere, 17.7 percent were due to family reasons, 13.8 percent went on further studies, 2.5 percent had problems with bank administration and 1.2 percent changed careers. It was further established that 71 percent of the separated workers had university degrees, 92 percent were either good or excellent job performers, 35 percent had more than ten years work experience and 80 percent had received bank training. The turnover cost per separated employee was 100 percent of the worker's annual salary. The total turnover cost comprised of 43.5 percent in lost productively due to the resignations; 30.9 percent on training and 25.6 percent on recruiting and hiring replacements. The researcher concluded that personnel turnovers had negative consequences for the bank in terms of loss of quality human capital and cost, and that management should act to resolve the problem since 67.5 percent of the turnovers were avoidable.

Businesses confront dilemmas due to wrong decision-making or incomplete executions as consequences of fast business growing and increasing market competitions in present Taiwan, the fact that businesses emphasize on team work rather than individual endeavor that successful operation is determined by professional knowledge, right attitudes and execution capability of management, more importantly, by whether employees are able to offer proper performance in order to reach right company targets as instructed by management. This research is to present researches from separate case studies and interviews on how companies carry out management development system so as to identify the various design contents and implementation techniques for leading businesses with enhanced company operation in diverse areas; as well as the difficulties and problems that different companies might deal with when management development system is employed. It is learned by this study that management development system can be implemented in business regardless of its size, however, the more globalized the businesses are, as compared to those less ones, the more likely that these businesses are able to set up more functional and effective management development system, a conclusion drawn from extensive collection of related references and comparisons on domestic and oversea businesses. The reasons are that more globalizes businesses apply more integrated organization function, structure and promotion system, in addition to enhanced training system with oversea job rotation opportunities, hence to obtain the advantage of personnel training. Furthermore, it is induced that, from the practical implementation of business-designed management development system, the significance and value of training for business management trainees are not only to form their professional specialty with capability and flexibility in quick reactions, but also to intensify the networking correspondence to reduce the transaction cost of searching and training within one company. Nevertheless, the root cause for the success of management development system is greatly affected by how higher management acknowledges and stresses its worth.