Развитие человеческого капитала АПК как приоритетное направление развития отрасли

This article has as goal to discuss the importance of Intellectual Capital’s management to obtain positive results from the investments of Human Capital from the sector of Human Resources of institutions of a private administrative nature and check what generates more positive results in Intellectual Capital: the investment in human resources for titration or new ways of management of Intellectual Capital. From the reach of these goals, the problem will be answered: How to obtain more results in terms of Intellectual Capital from the Human Capital? The hypothesis that guides this article are: the management of Intellectual Capital generates results so positive or more than the investments in human resources to obtaining the titration; Intellectual Capital’s management does not generate such positive results as the investments in human resources for titration. Inferences, deductions and inductions were built from a qualitative analysis of data in congruence to the theorized aspects and presented data. The results presented the need of having a management of Intellectual Capital for obtaining satisfactory results from human resources and that only the investment for obtaining titration does not provide the enlargement of Intellectual Capital.

Monto-Carlo method is widely used for project risk analysis. Evaluating the risk in HR (Human Resources) investment project, which is of hi-investment and hi-return, by Monto-carlo method is a new attempt. In this paper, by taking cost, profit and risk in the HR investment as index, emulation model of HR investment and index function of risk evaluation were established. Simulation about the whole investment course was done by computer program using Monto-Carlo method. Case study of HR investment risk evaluation was done later using concrete data.

The importance of an education is to increase the nation's competitiveness which aims to create social justice. Shows that Indonesia must continue to spur investment in human resources. On this it can be said that education has relevanto investment in human resources. The priority scale in our current education is vocational education. Both the upper secondary level (SMK) and tertiary education such as poly,technics, D3 and D4 Communication in the field of education is a very important element and has a very large role in determining the success of education. The teaching and learning process carried out in the classroom mostly occurs due to communication in the field of education. Thus it can be stated that educational communication can be interpreted as instructional communication. In this study, the population was the students of the Manbaul Ulum Dukuntang Vocational High School, the competence of Visual Communication Design skills. While the sample is DKV Class XI and XII students at the Mamba'ul Ulum Islamic Boarding School. Testing techniques using validity test, reliability test and regression test. Based on statistical tests that measure the effect of the quality of learning media on learning interest, the results show that all of them meet the requirements for carrying out the regression test. The results obtained on the quality of learning communication media in productive lessons in the field of Visual Communication Design expertise which consists of four dimensions, including Material, Presentation Order, Language and Attraction get a value of 4.09 on a scale of 1-5 which means good. The learning interest of students who take part in learning productive subjects by using learning communication media which consists of four dimensions, including Likes, Interest, Attention and Involvement get a score of 3.89 on a scale of 1-5 which means good, the regression test is 0.398 which indicates that the quality learning communication media has an effect of 39.8% on student learning interest.

One of the good‐intentioned phrases which has become current in international relations is ‘investment in human resources’.

Research purpose: Eradicating poverty in the world requires some strategies, such as the poor having adequate access to productive assets and increasing their returns on assets, having adequate access to education and health facilities, increasing their access to job prospects, at the same time complementing these resources with other incomes. Hence, the goal of this study is to examine the link between human resources development and poverty in Nigeria, using annual secondary data from the Statistical Bulletin of the Central Bank of Nigeria from 1990 to 2020. Design/methodology/approach: The Auto-Regressive Distributed Lag (ARDL) Technique was explicitly employed to arrive at the statistical and logical conclusions in determining the impact of human resource development in the face of poverty. In addition, the bound testing approach was used to measure Nigeria’s long-run relationship between human resource development and poverty. Findings: The study revealed that human resource development has a statistically insignificant but non-decreasing impact/effect on poverty incidence in Nigeria, based on the short-run ARDL assessment. Furthermore, the bound testing approach also indicates that there is indeed a long-run relationship between human resource development and poverty incidence in Nigeria. The study, therefore, concludes that poverty is inescapable and, hence, creates underdevelopment. The study advises governments at all levels to develop and implement policies and programs aimed at improving or enhancing the welfare and well-being of the masses through job creation in order to close the income gap between the affluent and the deprived. Originality/value/practical implications: Fighting poverty in Nigeria has been one of the major priorities of most governments in Nigeria. These can be observed from the nationwide planning policies that have been focused on adequate provision of access to both human and natural resources. There has been an enormous call for the massive upgrading of the productive capacity of the people through investment in human resources. This paper is one of the several articles employed to evaluate the impact of human resource development on the incidence of poverty in Nigeria.

During the late 1960s, business firms began to apply the concepts of human resource accounting to their own operations. A few organizations developed systems of accounting for their investments in human resources, while others began to account for the replacement cost of their human resources. This chapter surveys selected cases of these initial attempts to develop systems of accounting for human resource costs and examines the intended use of these systems in managing human resources. These pioneering studies are significant not only for historical reasons but also to illustrate the applications of human resource cost accounting that were initially envisioned. The next chapter discusses more recent attempts to use human resource accounting.

In this paper the authors analyze the impact of the composite human resource index on sustainable growth in a specific business sector in a transition country. Sustainability of country’s economy is growingly relying on the knowledge economy which has been implemented in strategies of sustainable development throughout Europe. The knowledge economy is mostly based on human resources and the way they are organized and managed in the companies actively operating in competitive markets. In order to confirm importance of the human resources (HR) index, results were tested by means of modeling, measuring and correlating the HR index with business results at micro level. The tests were conducted on the data from the survey in Serbian meat processing industry. The results were then compared with the results from the survey conducted in a financial industry. Moreover, a model was made that could be applicable in all countries that do not have available official statistic data on the level of investments in human resources. The focus was on determining the correlation direction, and hence creating a research model applicable in all business sectors. It has been found that a significant one-way correlation exists between business performance and increased HR index. In that way it has been confirmed that in Serbian economy that has recorded global decrease during transition, certain business sectors, and especially companies with high levels of investments in improving its HR index record above average and sustainable growth.

One of the notes prepared by the secretariat for consideration at the forty-second session of the Economic and Social Commission for Asia and the Pacific (ESCAP) focuses on a variety of issues related to population and human resources. Among these are human resources for population and family planning programmes, and the role of ESCAP in developing human resources for such purposes. The aim of the paper is to discuss the types of investments in human resources that are likely to contribute to a continued decline in fertility in the Asian and Pacific region.

Women, as bearers and rearers of children, form the foundation for bringing about the next generation of human resources for the economy. To breed good human resources, better nutrition for pregnant women & lactating mothers (PW & LM) is essential. It provides a strong economic justification for maternity benefits interventions. There is diversity in maternity benefits under the various programs implemented in different countries in formal and informal economies. Most of the developed, as well as developing countries, have legislation/policies for providing universal health coverage for PW & LM employed in the formal economy. But women employed in the informal economy lack social protection and paid maternity leaves, especially in low- and middle-income countries. The informal sector employs 60 percent of the female workforce and non-contributory cash transfers can be an innovative way to improve mother and neonatal nutritional status. This study presents a state-of-the-art review of the provisions of maternity benefits and their outcome in different nations as well as their implications on maternal and newborn health. An efficiently implemented maternity benefits program with the provision of cash incentives, nutrition supplement package, and paid maternity leave has several outcomes in terms of long duration & frequent exclusive breastfeeding, distribution of resources & disintegration of poverty transfer, reduced financial and gender inequality, quality childcare – which develops self-confidence and improved social & learning skills for better competence and career attainments – reduced MMR and IMR. And it is more of an investment in its human resource rather than a financial burden for a nation. This paper also addresses key issues in the field of maternal health care and can be advantageous for both beneficiaries as well as policymakers.

Carnoy, Martin, Class Analysis and Investment in Human Resources: Dynamic Model, Review of Radical Political Economics 3 (1971), 56-81. Corcoran, Mary, Christopher Jencks, and Michael Olneck, Effects of Family Background on Earnings, The American Review 66 (May 1976), 430-435. Duncan, Otis Dudley, A Socio-Economic Index for all Occupations, in Albert J. Reiss, Otis Dudley Duncan, P. K. Hatt, and C. C. North (eds.), Occupation and Social Status (New York: Free Press of Glencoe, 1961). Fishlow, Albert, and Human Capital: Some Further Results for Brazil, mimeograph, 1974. Griliches, Zvi, and William M. Mason, Education, Income and Ability, Journal of Political Economy 80 (May/June 1972), S74-S103. Kasnakoglu, Zehra, Distribution in Turkey: Study on the Determinants of Male Earnings Differentials in 1968, Ph.D. thesis, University of Wisconsin, Madison, 1975. , A Study on the Determinants of Male Income Differentials in Turkey for 1968, Hacettepe Bulletin of Natural Sciences and Engineering 5 (June 1976), 90-122. Mincer, Jacob, Schooling, Experience and Earnings (New York: Columbia University Press, 1974). Morgenstern, Richard D., Direct and Indirect Effects on Earnings of Schooling and Socio-economic Background, this REVIEW 55 (May 1973), 225-233. Ribich, Thomas L., and James L. Murphy, Economic Returns to Increased Educational Spending, Journal of Human Resources 10 (Winter 1975), 56-77.

The problem of human resource management in the era of modern information and communication technologies reveals a number of phenomena and processes, changing the traditional approach to this vital resource of any enterprise. Using an approach based on the theory of institutional transaction costs can try to explain the formation of network structures, outsourcing and new business models, such as Google and Facebook. Especially the latter point to a different approach to corporate resources, especially human resources. However, regardless of the consideration of these phenomena in the context of uncertainty, opportunistic attitudes and behaviors that occur when different sides of the transaction or the analysis of the degree of specificity of investments in human resources in the face of asymmetric information allows you to make a number of proposals as a basis for further research in this area.

An analysis of port congestion alleviation strategy based on system dynamics

Th is research objective was to determine the effect of household consumption, investment in human resources in education, population, PAD and DAU on economic growth and their impact on the human development index simultaneously and partially. The results showed that: An increase in household consumption affects an increase in economic growth, so policies are needed, so that the real sector growth that is more optimal should be more directed at the development of the primary and secondary sectors, especially in the development of manufacturing industries based on local resource potential, which will produce output specific local and local product demand as an effort to increase public consumption expenditure. A n increase in the level of human investment in education affects an increase in economic growth, so the willingness of the government is needed to implement budget allocation priorities in the education sector efficiently. It does not differentiate physical development for public schools and private schools in physical development The increase in the amount of PAD affects the increase in economic growth, as regional governments are expected to be more focused on exploring and developing the potential that exists in the respective districts / cities in the West Sumatra Province. Among other things, efforts that can be made to improve the regional economy through the optimization of regional economic potential are by preserving the environment and supporting tourism, especially in the sector of providing accommodation as well as food and beverage, restaurants and hotels. A mount of DAU affects the increase in economic growth, for local governments it is hoped that more optimizing the allocation of the General Allocation Fund (DAU). To the Regency / City Government of West Sumatra Province, in order to prioritize the DAU allocation in areas that are directly in contact with the public interest, such as infrastructure or facilities that can encourage economic growth. Economic Growth affects the increase in the Human Development Index, to improve human development in the Regency / City of West Sumatra Province, the government must facilitate education, health and economic infrastructure, so that in this case it is expected to increase the value of the human development index in order to improve the quality of human resources to spur economic growth by prioritizing excellent service in education, health and economic development. Keywords : Household consumption, human resource investment in education, population, PAD, DAU, Economic Growth, and Human Development Index.

With the rise of social entrepreneurship, social enterprises have gained popularity as socially innovative organizations which try to balance their economic and social missions. In the competitive environment of social economy, good management and investment in human resources have become requirements of social enterprises for their survival. Among the management practices, human resources management acts as a tool for gaining competitive advantage and it builds mutual trust between the staff and the organization. Emphasizing the significance and challenges of human resources management, this chapter explains human resources main practices—recruitment, career management, training, and compensation and performance management—in social entrepreneurship.

The purpose of the study was to identify differences in the level of general professional satisfaction and motivational preferences of the managers and ordinary personnel of tuberculosis institutions. Materials and methods. An anonymous sociological survey of 75 employees of medical institutions of phthisiatric profile using the developed questionnaire was conducted. The level of satisfaction with occupational activity and motivational attitudes of medical workers was studied, and recommendations for improving the complex system of motivation of medical personnel were developed. Results. Managers are more likely to be dissatisfied with the key incentives compared to doctors. The priorities for doctors are loyalty to occupational duty, financial well-being and stability, for managers — self-realization, professional growth and social status. For doctors, the main motives are material, managers believe labour efficiency to increase due to developing a system of individual incentive payments and maintaining interpersonal relationships in the team. Conflict situations with a manager occur due to the imposition of additional responsibilities according to ordinary employees, to the managers’ opinion — their failure. The degree of employee satisfaction with work can be characterized as high, which is confirmed by the desire of a large number of employees to continue working in their previous position. Limitations: truthfulness, hasty and rash answers, distortion of results due to socio-psychological influence, small number of respondents, belonging to a narrow sphere of activity. Conclusion. When developing a motivation system for employees of anti-tuberculosis institutions, it is necessary to agree on satisfaction with working conditions of all occupational categories, improve incentive methods while maintaining existing favourable factors, create an individual incentive system based on investments in human resources, manage the motivational environment taking into account group affiliation, individual characteristics, preferences and personal qualities of employees, as well as assessment of employee satisfaction with innovations through regular questionnaires, sociological surveys