Research studies show that there is a skills gap in American society today. This research study examined employability perceptions of community college students at a rural community college in Mississippi. Students were asked to complete an online survey that questioned the degree of importance placed on several employability skills, as well as their self-perceived competence levels at performing those skills. Likert-scale response set type questions were used to provide responses on importance and competence levels. After sending the survey invitation, 100 usable surveys were returned and analyzed for this research study. The data were analyzed using descriptive statistics, Mann-Whitney procedures, and Spearman Rho correlations. As an overall group students rated each of the employability skills as being important. Likewise, as a group, students indicated that they at least possessed all of the skills listed in the survey. The study found that no statistically significant difference existed between the two groups (academic and career technical) on skills perceived to be of greatest importance in today’s workplace. As it relates to competence levels, the study found that career technical students reported a higher competence level with two of the skills: problem solving and project management. Finally the study found that significant positive relationships existed between academic and career technical students regarding their competence at performing the skills and those employability skills perceived to be of greatest importance.

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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.

Thesis (MBA)--Stellenbosch University, 2001. / In 1999, a study was conducted by Christo Nel within the People Management and Leadership domain. His research was based on responses to a questionnaire regarding the application of people management practices as a means of competitive advantage. The study was implemented to investigate and elicit opinions and reasons vis-a-vis the importance of specific people management practices to globally competitive organisations. In early 2001, building on Nel's research, Bekker and de Villiers embarked on a comprehensive study of literature regarding the nine people management practices within organisations. This was done by exploring each of the specific people management practices with a view to gleaning information about programmes that best-in-class organisations have implemented to ensure that employees are aligned with the following factors: Knowledge development (or knowledge management) - How to best "partner technology with a corporate culture and business processes, and using this as a vehicle to manage and deliver the business information and expertise of fellow workers to the most fundamental driver of business growth: the knowledge worker." Service excellence - Ensuring that organisations are fully accountable to their customers and providing a strong level of service. Focus on goals - Ensuring that organisations are emphasising the conversion of overall organisational objectives into specific objectives for organisational units or individual members (i.e. a process whereby objectives are "cascaded" down the organisation). Participation Encouraging employees to "take ownership and responsibility for business results," through programmes such as ESOP plans, representative participation and employee empowerment. From the vast amount of information that has been synthesised pertaining to the topic, a clear thread runs through the dissertation: Agility! An agile firm manages change as a matter of routine. By combining a competitive vision with internal and external initiatives, and the application of technology, an enterprise can deliver on the four key competitive priorities - cost, quality, dependability, and flexibility. The proposed model suggests that being focused on organisational goals is central to effectively utilising an organisation's biggest asset, namely its people. By linking goals to all the other people management practices, an organisation becomes increasingly agile and more adept at outperforming its competition.

Thesis (MBA)--Stellenbosch University, 2004. / ENGLISH ABSTRACT: As the world's economic landscape undergoes a fundamental shift from industrial economy in which plant and equipment are the core assets, to the 'new' economy which places a high premium on people and intangible assets traditional accounting systems are becoming less effective. Intellectual Capital has become the indispensable component of corporate value. The significant rise in the market-to-book ratio of listed companies is testimonial of this fact. By focusing on physical and cash assets, and remaining oblivious to Intellectual Capital, conventional accounting methods are missing a very crucial point. The exclusion of Intellectual Capital from financial performance reports results in information deficiency for both internal and external stakeholders of organizations. Measurement and reporting of Intellectual Capital has thus become imperative. However, it is the Human Capital component (of Intellectual Capital) that should be the prime concern of business leaders and other stakeholders. People are the true agents in business; all the other assets, whether tangible or intangible, are the result of human actions and ultimately depend on people for their continued existence. Measurement and reporting of Human Capital is therefore of the essence. Measurement of Human Capital is not simple and straightforward. Development of methodologies for valuation of Human Capital is a daunting challenge. In spite of its difficulty, measurement of Human Capital has to be vigorously pursued; the stakes are just too high for the challenge to be shunned. This study proposes a system for valuation of Human Capital. "Valuation" may conjure expectations of financial measurement; however, despite concerted efforts by the accounting profession, currency-based valuation of people has received very little, if any, appreciation in industry. The model put forward here, is a non-monetary Human Capital Index. / AFRIKAANSE OPSOMMING: Met die fundamentele verskuiwing van die ekonomiese landskap van die wêreld, vanaf 'n industriële ekonomie met produksie-aanlegte en toerusting as primêre bates, tot die nuwe ekonomie wat 'n hoë premie op mense en ontasbare bates plaas, het konvensionele rekeningkundige stelsels toenemend ondoeltreffend geraak. Intellektuele kapitaal het 'n onontbeerlike onderdeel van korporatiewe waarde geword. Die betekenisvolle premie wat die markwaarde bo die batewaarde van genoteerde maatskappye geniet, lewer bewys van hierdie tendens. Deur te fokus op fisiese en monetêre bates, en nie intellektuele bates in ag te neem nie , verontagsaam konvensionele rekeningkundige stelsels 'n kern beginsel. Die uitsluiting van intellektuele kapitaal as deel van prestasie verslagdoening lei tot 'n gebrekkige inligtingsbasis vir beide interne en eksterne belangegroepe van die organisasie. Meting van, en verslagdoening oor intellektuele kapitaal, het dus 'n noodsaaklikheid geword. Dit is egter die menslike hulpbron komponent van intellektuele kapitaal wat die primêre oorweging by sakeleiers en ander belanghebbendes behoort te wees. Mense is die werklike rolspelers in organisasies. AI die ander bates, tasbaar of ontasbaar, is die gevolg van menslike aktiwiteit, en hang uiteindelik van mense af vir hul voortgesette bestaan. Daarom is dit van die uiterste belang dat daar 'n proses is wat menslike bates evalueer en verslag doen. Die meting van menslike kapitaal is nie eenvoudig en voor die hand liggend nie. Die ontwikkeling van metodes om menslike kapitaal te assesseer is 'n besondere uitdaging. Ten spyte van die probleme moet die assessering van menslike kapitaal daadwerklik nagestreef word; hierdie saak is te belangrik om te ontwyk. Hierdie studie stel 'n model voor om waardebepaling van menslike kapitaal te doen. So 'n waardebepaling mag verwagtinge van 'n finansiële metingsbasis skep; tog, ten spyte van doelgerigte pogings deur die rekeningkundige professie, het 'n monetêre waardebepaling van mense weinig, indien enige, aanvaarding in die sakewêreld ontvang. Die model wat hier voorgestel word, is 'n nie-monetêre menslike kapitaal indeks.

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.

This thesis attempts to analyze the relationship between economic growth and human capital investments in Taiwan. The study's general hypothesis is that increases in human capital investments will stimulate the growth of gross national product. The data were drawn from official Taiwanese publications from different sources. The first chapter emphasizes the importance of human capital investments. Chapter II reviews the related literature. Chapter III specifies the model and research methods. Chapter IV analyzes the impact of human capital investments on gross national product. The study is summarized and conclusions are drawn in Chapter V. Materials collected to analyze the above problem reveal that human capital investments have a positive and significant effect on economic growth. In fact, human capital investments and economic growth are mutually affected.