Methods for elaborating a human capital development strategy

The development of human capital has been identified as the most important component of all the factors employed in production economics. Since independence in 1960, Nigeria has placed great emphasis on training and education for human capital formation. However, the education process as the primary means of developing human resource has failed, in its conventional mode, to fulfil the needs of the country. This paper therefore examines the impact of open and distance learning on the human capital development processes in teacher education and other areas in Nigeria, presenting an overview of human capital development efforts in Nigeria with a focus on the tertiary education system. The study also maps out the potential benefits and logical justifications for the application of distance learning systems in the training and development of professionals for the industrial and corporate sectors of the economy. In conclusion, a proposal is made for the full‐scale adoption of open and distance learning as a fundamental strategy for human resource development in the country.

The idea of President of Indonesia, Joko Widodo, in developing the nation to be a global maritime axis by enhancing economy activities through inter-island connectivity, and upgrading port infrastructure within the Indonesian archipelago. It provides a variety of products with content high economic value such as the high potential of biotic natural resources for the marine industry, mining, tourism, energy, and transportation. Sustainable Human Capital Development becomes powerful enabler in optimizing marine industry also the resources. With the population approximately 250 million is able to offer human capital development to translate the idea into a sizeable market needs to support the development various sectors of the marine industries. This study used descriptive and quantitative analysis by collecting related secondary data which selected accordingly. This paper discusses the Sustainable Human Capital Development which considered potentially optimize the marine industry over the country. Due to a lot of obstacles in terms of shortage qualified human resources in maritime affairs, proposed strategy for human capital development especially for the purpose of this study becomes recommendation from the researcher to be the government priority to utilize the available great resources inside the country that can impact towards growth and development economy of the nation in the future. DOI: 10.5901/mjss.2015.v6n5s5p129

This qualitative study explores human capital development strategies in Micro, Small, and Medium Enterprises (MSMEs). The research aims to investigate HRM practices within MSMEs to identify effective strategies for human capital development. Employing a qualitative research model, semi-structured interviews and focus group discussions were conducted to gather data from a purposive sample of MSME owners and managers. Thematic analysis was utilized to analyze the data. The study revealed diverse approaches to human capital development, including training programs, mentorship, and performance evaluations. Moreover, it identified challenges such as resource constraints and skill mismatches. Overall, the findings contribute to understanding the nuanced dynamics of human resource management in MSMEs and provide insights for improving human capital development strategies in this sector.

This article analyzes the role and significance of ethnocultural factors in the development of human capital from the perspective of recent scientific research. The main purpose of the study is to identify the processes of human capital formation through national culture, traditions, and value systems, and to examine their impact on socio-economic development. The article considers human capital not only as an economic resource but also within a social, cultural, and institutional context.Ethnocultural factors—such as national identity, traditional values, cultural behavior, and the sociocultural environment of society—are examined in terms of their influence on the development of human capital’s skills, knowledge, and creative potential. Additionally, the study compares local and international research findings and highlights effective strategies for human capital development that take ethnocultural factors into account.The results indicate that, alongside economic and educational measures, an integrated approach that incorporates national culture and ethnocultural values is essential for effective human capital development. The findings of this study provide a scientific and practical basis for designing human capital development policies, promoting social development, and ensuring societal sustainability.

PurposeThe purpose of this paper is to explore the concepts of national human resource development (NHRD) and human resource development (HRD) in order to demonstrate their mutually reinforcing strategic value in the nation building process of Afghanistan.Design/methodology/approachThis study conducted an analysis of the national context and organizational context of an international aid agency in relation to Afghanistan's nation building challenges.FindingsThe authors propose NHRD as an effective strategic approach to progressing Afghanistan's nation building strategy to be simultaneously used by the Afghan government and UNDP. Effective deployment of HRD principles in the selected international aid agency may further contribute to the nation building effort within Afghanistan by helping maximize organizational and workforce performances. In conjunction, these human development strategies can assist Afghan government's policy makers, and international aid agencies to successfully achieve human development goals.Practical implicationsThe authors suggest that it is increasingly important for policy makers to understand the significant contribution of NHRD in nation building and organizational development. The authors propose some recommendations toward a sustainable modernization of a nation specifically in the context of the developing country.Social implicationsThe paper advances the mutually reinforcing value of NHRD and HRD and highlights their contribution towards human development, abatement of social injustices and building democracies around the world.Originality/valueThe paper explores a complex environment such as Afghanistan in which human development challenges are a shared responsibility between the national government and the international community. The authors’ discussion can serve as an example to demonstrate the role of NHRD in other post‐war and transitioning countries. This paper is also important for HRD scholars interested in exploring new and challenging contexts as it highlights HRD's role as a valuable policy tool in the context of national and international development.

Towards a Human Development Strategy

The disparity between budget and human capital development over the years questions the performance of budget in Nigeria. Budget performance measures are expected to be positive if human capital development will improve in any nation. Therefore, the study investigated the effect of budget performance on human capital development in Nigeria. The study employed descriptive longitudinal research design and inferential statistics. Secondary data were extracted from annual budget and human development reports. The population for this study comprised all the twenty-four (24) federal Ministries in Nigeria. A sample size of 4 ministries (education, health, agriculture and rural development, science and technology) were purposively selected. Data collected were analysed using Autoregressive Distributed Lag model. The results of the short run effect of budget performance on human capital development showed that budget effectiveness (t = 4.1593, P 0.01), budget efficiency (t = 4.3163, P 0.01), inflation rate (t = -2.2254, P 0.05) all had positive and significant effect on human capital development. The long run result revealed that budget effectiveness (t = 4.6777, P 0.01), budget efficiency (t = 3.6078, p 0.05), budget discipline (t = 2.6789, P 0.05) and debt burden (t = 2.1050, p 0.1) had positive and significant effect on human capital development. The study concluded that budget performance has significant effect on human capital development.

While the positive contributions of migration to development are well-recognised following the mainstream idea that migration is a tool for economic growth and poverty alleviation, some scholars maintain that irregular migration is unlikely to have positive development effects and that migrants with irregular status are restricted in their capacity to be agents of development. This dissertation re-examines this view and addresses the research question: How and via what strategies do migrants achieve human development in the context of irregular status? <br/>Drawing from interview data from 176 Filipino irregular migrant domestic workers (IMDWs) and 36 key informants, the four empirical papers that comprise the dissertation discuss different yet complementary strategies for human development - personal recognition, resilience, social navigation, and partnership- or marriage-based regularisation - calling attention to the capacity of irregular migrants for agency and transformation and, at the same time, underscoring the constraints that prevent them from achieving their full development potentials.

Effective human capital development is a major prerequisite to equip employees to acquire relevant new ideas, competencies and adapt to a changing market, and effectively drive organizational competitive advantage in order to achieve the survival goals. This paper theoretically examines the relationship between human capital development and organizational survival. It notes that human capital development is essential to equip the employees towards taking the organization to its expected destination. The paper concludes that by developing employee's human capital, an organization improves her performance, productivity and innovative abilities which are essential for survival. In addition, human capital developments tend to turn human resources into a more tangible assets, as well as help match up the employees to strategic organization needs. It is recommended that organizations should invest in the various aspect of human capital development as it helps firms to attain greater performance and to remain competitive for their long-term survival. Business firms should cultivate high human capital development practices as human capital development drives employee's loyalty, commitment and a sense of employee's feeling of obligation toward the organization. Additionally, organizations should make human capital development an important aspect of their corporate strategic plan to upgrade their employees skills, enhance their conceptual knowledge, and broadens their understanding of the organizations total business objectives and values.

The advent of technologies has stimulated the economic growth of western countries, however, some Asian and African countries are among the Lower Middle Income Countries due to lack of technology adoption and digitally skilled human capital. The use of technologies produces digital competent human capital stock that accelerates economic growth. The prime goal of this article is to explore dynamics of technology adoption, technology innovation, human capital and skill development for Lower Middle Income Countries region over the period 2000-2016 by Generalised Method of Moments and cross sectional dependence. New technology adoption, technology innovation and human capital & skill development indices are formulated. The empirical findings indicate that human capital development & skill and investment have positive linkage with Lower Middle Income Countries economic growth while technology adoption and innovation have different linkage across the Lower Middle Income Countries regions. The panel error correction method was applied to estimate short run dynamics and convergence rate. The fully modified ordinary least square was applied to authenticate whether the long run estimates are consistent and valid for policy implications. The findings propose policy implications for advance technology adoption and innovation with the focus on human capital development & skill and investment in Lower Middle Income Countries region.

This study examined the influence of FDI on human capital development in emerging markets. It also explored the role of financial development in FDI-led human capital development in emerging markets. The study used the dynamic generalized methods of moments (GMM) and fully modified ordinary least squares (FMOLS). It also utilized panel data ranging from 2004 to 2019. Models 2 and 3 of FMOLS (fully modified ordinary least squares) indicate a significant enhancing impact of FDI on the development of human capital, while model 1 of FMOLS and all three models of the dynamic GMM (generalized methods of moments) show an insignificant influence of FDI on human capital. Models 1, 2, and 3 under the dynamic GMM and models 1 and 3 under FMOLS demonstrate a significant enhancing influence of the complementarity variable on human capital development. This implies that financial development improved FDI’s chances of contributing to the significant development of human capital. The study indicates that FDI is an important pillar in improving human capital development in emerging markets. Policies aimed at improving FDI inflows and deepening the financial sector should be implemented by emerging markets to significantly develop the human capital base of their economies.

This paper investigates the relationship between human capital development and foreign direct investment (FDI). In particular, the direction of causality between these two variables is the main focus of this study. This study has been necessitated by the failure by many previous researchers to concur on the causal relationship between FDI and human capital development. Some authors argue that there is a uni-directional causality relationship running from FDI to human capital development whilst others are saying the causality runs the other way round from human capital development to FDI. The other group of authors says there is a bi-directional relationship between these two variables whilst the fourth and last group of authors maintains that there exist no causal relation at all between FDI and human capital development. Using the lagged error correction model (ECM), the study observed that FDI measured by FDI, net inflows (% of GDP) was Granger caused by human capital development (proxied by pupil-teacher ratio) both in the short and long run. However, the null hypothesis which says that FDI Granger caused human capital development was rejected both in the short and long run. The author therefore recommends the intensification of teacher-pupil ratio improvement programmes in order not only to increase FDI inflow but to ensure Austria benefits from that increased FDI inflow

This study examines human capital development and economic growth nexus in Nigeria using ex post facto research design. The study applied an econometric regression technique of the Ordinary Least Square (OLS) to ascertain the effect of macroeconomic growth induced variables on human capital development in Nigeria. Our findings from the cointegrating regression result test suggest that there is strong evidence of cointegration between dependent variable (HCD) and the independent Variables. Thestudy revealed a long-run causal relationship between dependent variable (HCD) and the independent Variables. It could be observed from our findings that the relationship between some of the variables like TGE, TEE, THE, and FDI and human capital development is positive while that of LEI is negative. This means that TGE, TEE, THE, and FDI have direct relationships with human capital development. In other words, an increase in TGE, TEE, THE, and FDI will results to a rise in human capital development whereas an increase in LEI will probably result in a fall in human capital development. In addition, the results show that TGE, TEE, THE, and FDI have statistical significance on human capital development in Nigeria while LEI is statistically insignificance on human capital development. This study therefore recommends that the government should give educational grants, provide vocational training, provide basic health facilities; enhance the competitiveness of the economy. This will avail the country the enhanced entrepreneurial creativity, a suitable, competent, healthy and educated labor force to contribute meaningfully to national development. The government should make adequate budget for education in line with the UNESCO recommendation. This will help facilitate proper administration of financial revenues and other school resources. There is the need for increased government funding for health care. They will help reduce the challenges in healthcare and the increasing medical tourism outside the country and consequently enhance the countries life expectancy. The government should create a secured and business friendly environment to help attract FDI in the country.

The proposed contribution of this empirical study was the formulation of an exploratory human capital development model aligned to performance management for administrative employees at the Durban University of Technology (DUT). The human capital development model comprised of elements that encapsulated the link between performance improvement aided with human capital development strategies and the positive outcomes that stems from improved performance. In the context of the study, there is no standardised human capital development model for administrative employee at DUT. Hence, the study seeks to develop a human capital development model for administrative employees. The objective of the study was to develop a model that integrates the procedures of managing institutional performance with the development of its employees. The research design adopted a quantitative paradigm, using a self- administered questionnaire that was mailed to a sample 254 administrative employees. A significant response rate of 68.1% was obtained as 173 respondents returned the questionnaire. The data was analysed using the Statistical Package for Social Science (SPSS) version 24 for Windows. There were some significant findings that emerged from this study. It was indicated that 99.4% of respondents were not subjected to a performance evaluation, while 74% of the respondents showed that human capital development improved performance. A further 87.7% of the respondents reported that human capital development influence promotional opportunities, while 74.5% of the respondents responded to human capital development being linked to succession planning. A further 61.85% of the respondents also indicated that management commitment was imperative for the effective implementation of performance management systems. The Kaiser-Meyer-Olkin and the Barlett’s Test of Sphercity indicated the factorability of the measuring instrument. Correlation analysis was conducted to determine the relation between the variables that formulated the human capital development model. Eight of the ten analysis showed that there was a relationship between the variables. The Pearsons Chi-Square test showed a significant correlation for the hypothesis that tested the variables of the study. One of the recommendations suggested is for top management to buy-in to performance management so that their leadership can encourage supervisors to commit to the process. Effective feedback, training, development, mentoring and coaching are recommended to improve the performance of administrative employee. Recommendations suggested the development of a succession planning and career advancement policy for the institution. The study concluded with suggestions for future research.

Recent discussions have stressed the need for improved human capital development (HCD) in Zimbabwe and other developing nations on the grounds that, a nation's human capital is vital for future technological breakthroughs, international competitiveness and sustainable economic development towards the improvement in service delivery. This research study explains the importance of human capital, programme and project development strategies towards improving service delivery in the country. The article adopts a desktop study in formulating the relevant meaning of HCD, project and programme development towards effective service delivery in the country. The key findings and emerging issues indicate that investing in HCD is a key factor in developing projects and programmes in the spirit of industrialisation towards improving service delivery in Zimbabwe as it promotes entrepreneurship, job creation, wealth creation, youth empowerment, peaceful society and economic development.