How will human capital develop? Formation and development of human capital

Introduction

Human capital - a set of knowledge, skills, skills used to meet the diverse needs of a person and society as a whole. The use of the concept of "human capital" makes it possible to understand the role of social institutions, to find out not only social parameters, but also to conduct an economic analysis of the influence of the social factor on the market economy. In the 20th century, the theory of "human capital" was developed. According to this theory, the improvement of the qualitative characteristics of a person in the areas of education and health ensures the creation of durable economic resources. Education transforms the labor force, giving it the ability to highly skilled labor, and health care increases the term and intensity of use of the ability to work accumulated by the individual. Based on these premises, the productive qualities and characteristics of the worker were recognized as a special form of capital, since they, like other types of capitalized resources, provide their owner with a certain income for some time.

In the conditions of the modern economy, during the economic crisis, the topic of human capital is especially important and relevant, since in the Republic of Belarus people are the most important resource, as was noted by President A.G. Lukashenka at a press conference in October 2009 The new type of worker must be educated continuously throughout his life. Investments in man and his environment allow more efficient use of society's economic resources. The phenomenon of "human capital" acts as an integral attribute of a market economy.

In this work, I revealed the essence of human capital, examined its structure and main characteristics, studied approaches to the concept of human capital and ways to evaluate it. I examined the role and qualitative aspects of the state of human capital in Belarus and, on the basis of this, drew conclusions about what needs to be changed in order to increase the material and educational level of the population, labor productivity, and draw the attention of the younger generation to scientific activity, the development of which will have a good effect on the general state of the state.

1.Human capital: concept, main characteristics

1.1 Definition of the essence of human capital

The theory of human capital has by no means a simple and highly controversial history. On the one hand, human capital as an objective economic phenomenon has been recognized since the time of A. Smith, K. Marx and many other representatives of classical and post-classical economic theory. Smith wrote that fixed capital consists not only of machinery and equipment, but also of the useful abilities of the members of society, the acquisition of which always requires real costs, which constitute fixed capital. K. Marx notes that from the point of view of the direct process of production, the saving of working time can be considered as the production of fixed capital, and this fixed capital is understood as the person himself. On the other hand, over a long period of time, theoretical economists used in their studies not the concept of "human capital", but such categories as "labor" and "labor force". Human capital has been and is recognized as an objective reality that exists in the world of economic phenomena, but human capital has not yet become a subjective reality in the corresponding theoretical constructions and concepts of most representatives of fundamental theoretical science. In addition, even among the few representatives of the economic theory of the past and present, there is no agreement on at least the key methodological provisions that characterize human capital as a complex and contradictory phenomenon. The term "human capital" first appeared in the works of Theodor Schulz, an economist who was interested in the difficult situation of underdeveloped countries. Schultz stated that improving the welfare of poor people did not depend on land, technology or their efforts, but rather on knowledge. He called this qualitative aspect of the economy "human capital". Schultz, who received the Nobel Prize in 1979, offered the following definition: "All human abilities are either innate or acquired. Each person is born with an individual set of genes that determines his innate abilities. The valuable qualities acquired by a person that can be enhanced by appropriate investment, we called human capital. He considered human capital as the costs accumulated in the country for the reproduction of the labor force, regardless of the source of their coverage. The results of such investments are the accumulation of people's ability to work, their creative activity in society, the maintenance of people's lives, health, etc. He also substantiated the need for a broad interpretation of a number of categories of reproduction, especially accumulation, assuming that out of the product produced in society, the accumulation of the human factor is no longer used 35-50%, as followed from most theories of reproduction in the 20th century, huh? its total size.

A follower of Theodor Schultz was Gary Becker, who developed this idea, substantiating the effectiveness of investments in human capital and formulating an economic approach to human behavior.

There are a huge number of approaches to research and an abundance of interpretations of the essence of human capital. If we try to classify the interpretations of human capital existing in modern economic literature, they can be divided into the following varieties: a) "predicative", b) "resource", c) "eclectic".

Predicative interpretations of the essence of human capital are formulations that only come into contact with the sphere of human capital, but do not penetrate deep, do not reveal and do not reflect the real essence of the problem.

Resource interpretations of the essence of human capital are the most common in economic literature. The meaning of the "resource" definitions of human capital lies in the fact that it is not about capital as actualized resources, but directly about the resources themselves, which are just a potential, and not a fact of creative activity.

The eclectic characteristics of the essence and the content of human capital associated with it absorb various broken provisions and interpretations of the phenomenon under consideration. In particular, human capital is defined here simultaneously as an element of national wealth, as part of the economic resources of an individual, organization and society as a whole, as a process of creating the required benefits, etc.

The presented interpretations of the essence of human capital are the object of criticism, since they do not reflect the qualitative certainty of the phenomenon under consideration. At the same time, these definitions and characteristics of human capital are very useful in terms of identifying its socio-economic content, as well as studying various aspects of the formation and development of this capital. But, in order to understand what is the qualitative certainty of human capital and how this complex socio-economic phenomenon should be interpreted in connection with this, it is necessary to carry out a research "ascent" from "general" to "special".

Consider the "general" in the characterization of human capital. If capital as such is any value that is directly used to create life's goods, then a person should be considered as the most important capital asset, as the main value, without which it is practically impossible to create any life good. From the point of view of the "general" the essence of human capital lies in its ability to be used to create certain benefits; it is a value capable of providing the creation of other values. "Special" in human capital lies in the fact that the bearer of the value-creating value is the personality itself, from the cultural level and education, motivation and attitudes, decisions and actions of which not only the actualization of human forces and their transformation into a creative, capital value, but also directly any creative process. Only a person sets in motion himself and other types of inanimate capital, a person organizes and manages the creative process, giving it a direction and filling it with a certain content. This circumstance reveals the first, initial feature of human capital: in the system of national capital, it is basic, integrating. Direct investment in human capital is indirect investment in the natural and material capital of the nation. The value of human capital as an integrator of all types of capital lies in the creation of a technological linkage of existing factors of production, in the formation of a favorable socio-economic and institutional environment that ensures the most efficient use of the involved elements of natural and material capital.

The most important feature of human capital is its self-expansion quality, i.e. human capital, considered in unity with the person himself, builds up himself, forms and reproduces the necessary creative qualities and characteristics. The dynamics, complexities and contradictions of the modern reproduction process, as well as the growing and changing requirements for the creation of vital goods, necessitate not only accelerated, but also advanced, diversified development of human capital.

The considered features of human capital are reduced to one more specific property, which appears in the form of the ability of this capital to internally systematize all the qualitative characteristics and quantitative properties of a person; with the direct creative use of human capital, a system of human properties works, a person as such is realized, and not just one or its two characteristic features.

The modern most important feature of human capital is that the sale and purchase of human abilities for a certain creative activity carried out in the human capital market is less and less reflected and explained by the principle of equivalent exchange, and increasingly acquires an external character. The identification of the external nature of human interactions and the development of members of the organization, as well as the presence of a reasonable principle in human capital as such, allow us to single out one more feature of it as a factor of production. This feature lies in the fact that human capital is the only factor of production that, in the process of use, is both consumed and developed. Thus, human capital acquires a multiplicative or "double" value. The multiplier effect is that, as a result of the production process with the aim of creating some kind of life good, the creative value of human capital "at the output" exceeds its value at the "input". This explains the ever-increasing efficiency of investments in human capital, with a relatively fading efficiency of investments in natural and material capital.

The most important feature of human capital is its ability to create wealth without the participation of natural and material capital. These benefits are primarily new knowledge necessary for human development.

Historical, economic and logical and epistemological analysis of existing interpretations of human capital, as well as identifying the features of human capital as a factor of production, allows us to clarify the definition of the essence of human capital, which is understood as a specific value represented by a system of constantly developing, creatively oriented and demanded human properties, conscious and purposeful the use of which ensures the expanded reproduction of the vital goods required for the development.

In modern economic literature, the categories "human capital", "labor", "labor" are often considered as factors of production. Meanwhile, the revealed essence of human capital allows us to say that all these categories are multilevel. The labor force is a certain human resource, a potential readiness for creative activity. Human capital expresses a real readiness for the creative use of a certain combination of human knowledge and abilities. Labor is the materialization of this real readiness into the fact of activity to create this or that good.

The use of the concept of "human capital" makes it possible to understand the role of social institutions, to find out not only social parameters, but also to conduct an economic analysis of the influence of the social factor on the market economy. Becker in his work "Human capital" introduces the concept of "special human capital", that is, this refers only to those skills that are of interest to any one company, any one type of activity. O. Toffler introduces the concept of "symbolic capital - knowledge", which, unlike traditional forms of capital, is inexhaustible and simultaneously available to an infinite number of users without restrictions.

1.2 Object structure of human capital

The identification and justification of the properties of human capital is the search and definition of its material, ontological basis, it is a characteristic of its objects and, in general, the object structure. In modern economic literature, many theoretical provisions have been developed regarding the structural components of human capital. Researchers most often refer to the category of human capital objects as knowledge, skills, abilities and abilities of a person. In recent years, one can often find a broader and at the same time deeper approach to this problem. However, an element of human capital is often declared to be any object and any socio-economic phenomenon that has at least some relation to the creative activity of a person, so many of the structural elements of human capital need some clarification, revealing their real involvement in human capital.

When identifying the elements of the object structure of human capital, it is necessary to distinguish between values. For instance, common culture a person should not be classified as an element of human capital, since culture does not directly create life's benefits, but is only reflected in the direction of the creative process, forms a value vector of creative labor activity individual, organization and nation as a whole. As for economic, professional, industrial, technological, organizational culture, etc., in this case we are talking about specific values-institutions that regulate and coordinate the system of internal and external transactions. The elements of these types of culture that directly affect the process of production of life's goods have a completely human nature and can reasonably be attributed to the elements of human capital, being called institutional capital.

Also distinguished:

Intellectual capital: a specific value represented by mental abilities of a certain level, the purposeful use of which provides profitability in the form of "fruitful" institutions;

Labor;

Social capital: a specific value that acts as a system of stable forms of social connections and relations that arise and develop in the process social interactions that create the social status of the individual and his place in the system of social transactions.

If we abstract from the genetic approach to identifying the object structure of human capital, then we can state that it consists of labor, intellectual, institutional and social capital. Taking into account the cause-and-effect relationships and genetic aspects of the problem under consideration, the main elements of human capital are the labor and intellectual capital of the individual, and the derivative elements are institutional and social capital. Moreover, social capital is sometimes considered as part of institutional capital.

1.3 Main characteristics of human capital

Each person goes through three main stages in his life, at each of which he has a need for expenses (consumption), and hence for a source of income. In the first stage, a person grows up and gets an education. The education and skills we acquire provide us with the ability to earn an income or earn a salary for the rest of our lives. This ability to earn money is called human capital. The second stage of a person's life is economically productive, when a person works and earns an income. The source of income of a person (household) throughout his life is his total capital, or total wealth. In a simplified case, the total capital of a person consists of two parts: his human capital and financial capital. Financial capital includes tradable assets such as stocks, bonds, investment fund units. Human capital, on the other hand, is an "illiquid asset" and is defined as the present value of all future labor income of a person, including income that will be paid out by pension funds. The main task of a person in the matter of personal finance is formulated as follows: "By regularly saving a part of labor income throughout life, transform human capital into financial capital, which will become the main source of regular income when human capital runs out." In fact, a person needs to systematically replace one form of capital with another. The third stage is the life of a person after retirement. The replacement of human capital with financial capital is necessary so that a person can live comfortably during that period of life when he cannot work for health reasons. However, it should be noted the types of risks that a person or his family may face throughout life. The risk of "early consumption" of the accumulated financial capital. A person may encounter it at the third stage of life, i. after retirement. But there are situations when a person loses the ability to work even before retirement or dies early. Therefore, there are two more types of risks to which human capital is exposed: - The risk of fluctuations (temporary loss) of income from human capital - The risk of a complete loss of income from human capital - the death of the breadwinner.

In order to understand the essence of human capital, it is necessary to study its structure. For most people, human capital from period to period brings a stable fixed income. However, there are professions where income from human capital is closely related to events taking place in certain sectors of the economy and in certain markets. So, for example, the dynamics of the income of a person working in the financial sector is very closely related to the state of the stock market, and the dynamics of the income of a realtor - with the state of the residential real estate market. In fact, the human capital of the vast majority of people has a mixed structure: in stable times it brings a fixed income, and in unstable times it depends on conditions and events. The structure of human capital is determined on the basis of such parameters as the nature of a person’s work, his industry affiliation, the tightness of the relationship between the dynamics of labor income and various classes (subclasses) of financial assets, etc. The composition of an individual's human capital may change over time, which should be reflected in investment policy recommendations. What the structure of human capital will be depends on such a parameter of the future model as the ability of a person to take on risk, the recommended structure of the total portfolio, as well as the structure of a person’s financial capital.

The type of human capital determines a person's ability to take on the risks of financial assets. Depending on the structure, human capital can be classified into one of three types: protected, balanced or risky. If human capital from period to period brings a stable fixed income (belongs to a protected type), then a person may well allow most of his money to be invested in stocks, and vice versa. The type of human capital is used in the second stage, as well as in determining the value of human capital. The value of human capital is defined as the present value of all future labor income of an individual, including income that will be paid out by pension funds. The value of human capital is influenced by the age (work horizon) of a person, his income, possible income variability, taxes, the wage indexation rate for inflation, the amount of upcoming pension payments, as well as the income discount rate, which is partly determined by the type of human capital (or rather, associated with him risks.

In the conditions of the formation of a market economy, the role of human resources is extremely actualized, the optimization of the use and development of which is one of the strategic tasks of their effective management. The systematic renewal of science and technology requires appropriate knowledge, skills and psychological readiness to make decisions and actions in non-standard situations, a creative, proactive approach to business, the ability to take responsibility for decisions made in difficult situations, which predetermines the improvement of the quality of human resources.

In the economic literature, the concept of "quality of human resources" is often identified with the concept of "human capital". Knowledge accumulated by a person, qualifications, professional skills are considered as an equivalent capital along with his traditional views such as production equipment, money, shares, etc.

Organizations rely more and more on the intellectual cooperation of people, on their network cooperation; integration of planning and execution processes, for financial incentives for the cost of working time, for dynamic (problem - oriented) teams of workers; to virtual production, etc. At the same time, the total qualities of a person, with the help of which he transforms himself and the world around him, are realized in the form of human capital. This implies a broad interpretation of the socio-economic aspect of human activity, allows a new approach to the consideration of human resource management problems, determines and understands the leading role of the individual in ensuring the efficiency and innovative susceptibility of the organization.

During the period of transformation, uncertainty and constant changes in the business environment force entrepreneurs to learn how to act in a given situation, and the main resource of economic advantage is not physical capital (tangible and financial assets), but human capital (intellectual assets). The current crisis situation requires the adoption of urgent measures that contribute to the restoration and accumulation of health, intelligence and labor skills by human resources. Without understanding the essence and patterns of the process of human capital formation, it is impossible to conceptualize the modern social economic policy, implementation of adequate planning in the areas of employment, education, healthcare, regulation of labor relations.

Since its inception, economics has paid attention to the study of human abilities, their place and role in the development of society. The foundations of the theory of human capital were developed in the works of S. Bolds, G. Becker, J. Mintzer, T. Schultz, T. Thurow, A. Helsey and others. The founders of the theory of human capital G. Becker and T. Schultz proved the productive nature of investments in a person, providing a significant and lasting effect.

Thus, macroeconomic areas identified the formation of human capital with investments in the education system, which are realized in the production-required stock of knowledge and abilities of the employee, guaranteeing an increase in satisfaction with the content or wages (T. Schultz). In the microeconomic perspective, the formation of human capital was associated with investment in a person through the costs of education and training of the workforce within the organization, health care costs, professional and geographical mobility (G.S. Becker). Within the framework of the model proposed by G.S. Becker and his followers, the facts socio-economic stratifications appear to be a consequence of the turnover of human capital. A high return on education implies high income growth, while poverty is the result of a shortage of human capital. Consequently, research on the production of human capital in one case focuses on the process of implementing investments in human education that contribute to the formation of knowledge, skills, qualities and traits. Thus, the process of formation and production of human capital is practically made dependent on the cost of education (F. Machlup). In another case, the production of human capital is viewed through the prism of institutions and processes of employee training, obtaining qualifications, and the dependence of this process on investment is not put at the center of the discussion (R. T. Michael). The authors of these approaches understand the production of human capital as various aspects of a single whole, while they characterize the creation of only the qualitative foundations of human capital. In their analysis, there is no substantiation of sustainable forms of its functioning and reproduction, the correlation of cost changes and social dynamics.

In the context of the development of market relations, there is an increase in the role of mental labor and a decrease in physical labor. Over the past 100 years, the proportion physical labor decreased from 90 to 10%, and in the coming years, according to experts, it will drop to 5%. . The foregoing confirms the conclusion that for the intensive development of the economy and ensuring its growth, it is necessary to increase the reproduction of human capital.

For a more complete and detailed description of human capital as an economic category, we will use the definition given in economic theory. Human capital is not just a set of skills, knowledge, abilities that a person possesses. First, it is the accumulated stock of skills, knowledge, and abilities. Secondly, it is such a stock of skills, knowledge, abilities that is expediently used by a person in a particular area of ​​social reproduction and contributes to the growth of labor productivity and production. Thirdly, the expedient use of this reserve in the form of highly productive activities naturally leads to an increase in the employee's income. And, fourthly, an increase in income stimulates, interests a person through investments that can be used to maintain health, education, will increase, accumulate a new stock of skills, knowledge and motivation in order to re-apply them effectively in the future.

Human capital in the period of the planned economy played a subordinate role and did not have a consistent impact on the social status of the worker, by increasing education or qualifications. However, in the conditions of the formation of a market economy, the level of education and qualifications makes it possible to carry out their activities in medium and high-income groups, which is provided by business organizations. Consequently, within the framework of the stratification approach, there is a differentiated ranking of the most qualified employees for the most important positions, which, accordingly, require high learning outcomes or abilities, bring the highest income and have the highest status. Human capital, in this case, is the result of the formation of the total potential of a person with its subsequent accumulation in the system of social reproduction in order to obtain a professional status and access to power. Consequently, human capital manifests itself as a synthesis of the educational, intellectual, physical, social culture of a person, which represents the reproduction of his associated ability for social development and gives him a certain access to social status in the official hierarchy of the organization.

The objective condition for the implementation of the formation of human capital is the unity of production and consumption, in which the process of consumption participates in this unity to the extent that consumption is the production of the ability to work of individual individuals. Ensuring this unity in the context of the transformation of the economy is carried out through the growth of creative innovative entrepreneurial activity that creates material and spiritual social values.

Human capital in the field of entrepreneurship is defined as the accumulated wealth of knowledge, expressed in the totality of professional competence, culture, health, motivation. Thus, the basis of human capital is, first of all, professional competence and motivation.

One of the ways to motivate the reproduction of human capital and the realization of the hidden opportunities of employees is the development of basic education, the organization of lifelong learning, a wide network of professional retraining, etc., which, in turn, supports the interest and participation of the organization in the development of employees professional qualities, thereby creating a corresponding interest and image of the organization. Educational capital is a combination economic relations arising in social production between its subjects regarding the formation, development and consumption of human intellectual abilities. Intellectual abilities are knowledge that has potential value, that is, ideas and the people who create them. In countries with developed market economies, education capital is directly dependent on remuneration.

Thus, in the United States, the income of college graduates in the 1990s was 80% higher than that of those who had only a secondary education, and 2.5 times higher than that of those who did not complete it. The income of individuals with master's and doctoral degrees exceeded the average by more than three times.

Even more important is the increase in non-material incentives associated with the development of the employee's personality. In conditions when the need for direct control by managers over the performance of routine functions by subordinates disappears, the degree of independence of workers in choosing the most rational decisions increases. In this regard, an increasingly important incentive is to increase the awareness of employees about the affairs of the company and its strategy, and to involve them in management.

The main factor of economic development is the rational use of scientific, intellectual, spiritual potential. The trend towards an increase in the share of investments in human capital is typical for many countries with developed market economies. The state in these countries finances from 2/3 to 3/4 of the increase in investments in human capital. USA, Japan and many European countries developed intellect- this is a good chance to acquire a high social status. The top management in these countries almost entirely consists of professionals and highly intelligent people.

The development of the national economy of China, Brazil, Malaysia and a number of other countries is proceeding along the same path. In China, the course is now taken to increase the duration of training of workers and their familiarization with computerization. Even in ordinary jobs, a full secondary education is required.

Consequently, the most important form of manifestation of the capital of education is investment in a person that transforms his intellectual abilities. The self-increasing of a person's abilities, his knowledge, skills and abilities allows its owner to receive additional income, thereby realizing his educational capital. The implementation of its socio-economic effect, expressed in the growth of labor productivity and income of employees, depends on how efficiently the process of reproduction of human capital proceeds, which, in turn, affects the efficiency of the organization as a whole.

V modern conditions for the manager, human capital acquires a contradictory structure. On the one hand, there are certain costs. On the other hand, the development of entrepreneurial activity, creative and innovative potential of employees requires a high level of knowledge, skills, professionalism, etc. The price of labor formed in the market is an economic assessment of human resources. The income of employees and the costs of employers depend on the level of this assessment. The economic evaluation, in turn, depends on the economic effect of using highly qualified human resources, determined by the level of their use.

Within the framework of the theory of human capital, investments in the development of human resources are defined as the cost (value) of the future income stream as a result of the productive use of human resources. Comparison of current costs to the value of the future income stream minus the costs of education, training, etc.

It will allow us to determine the rate of return (profitability) of investments as a criterion for the effectiveness of investments in human capital. The rate of return allows you to make a decision about investing in the human capital of employees.

In the multi-period model of the labor market used in the theory of human capital, the behavior of employers and employees is determined by the desire for equilibrium. The equilibrium of an organization and an employee in a multidimensional model is described by formulas (1) and (2), respectively:

Labor productivity and income of workers in the initial period;

Labor productivity and income of employees of subsequent periods (after completing training vocational training etc.) given by the time the investment decision was made;

K - costs of the organization for the implementation of vocational TRAINING.

The present (discounted) value of the income stream over the working period;

Present (discounted) cost of training costs.

In this case, the present value of the income stream can be determined as the present value of the annuity B [g n, at an interest rate of r and n years of service life according to the formula:

Where X is the annual income stream, defined as the increase in annual wages as a result of advanced training;

Г - discount rate;

P - able-bodied population.

In addition to the method of calculating and comparing the current value of an annuity with the current value of the costs of developing human resources, an employer can use the method of determining the internal rate of return on investment, i.e. find a discount rate r at which the present value of income will be equal to the present value of costs.

The above formulas, which formally describe the process of decision-making by entrepreneurs regarding investments in human capital, allow us to determine the system of factors influencing this process:

The level of remuneration of highly skilled labor and the ratio of remuneration of workers of various qualifications, which determines the amount of income from the productive use of human resources;

Financial opportunities for advanced training, as well as the value of the opportunity costs of education, measured by the amount of earnings lost during the training; the amount of training costs.

An important component of human capital is the capital of culture, which is an investment in a person, carried out in order to form the properties of a highly intellectual person. The more complex the activity, the higher the level of intelligence and creativity, the higher the requirements for the level of personality, human culture.

For entrepreneurship, human culture becomes a material force, acts as a factor in successful development. This is due, first of all, to the predominance of creative innovation principles in entrepreneurial activity. The creative nature of activity, as an obligatory component, has a developed cultural basis, without which it cannot be carried out. That is why in the field of entrepreneurship the personality of the creator, the level of its development, to a certain extent, affect the results of the activities of any organization. Cultural capital begins to play an increasingly significant role in the structure of the human capital of entrepreneurs. Like other components, the human capital of culture has the ability to accumulate in the process of human life, self-grow and be a source of additional income for its bearer.

In the context of ongoing transformations, the culture of human resource management is becoming increasingly important. Japanese firms have achieved great success in solving this issue. The distinctive features of the management culture of the Japanese corporation are as follows.

First, service to society. The corporation, by developing production, satisfies social needs and promotes innovation. Instilling a sense of pride and patriotism for your organization and the products it produces. Secondly, mutual cooperation and harmony of all employees of the company. This is a big family where everyone cares about each other and participates in decision making. Thus, an attempt is made to move to the most effective form of management - self-government. Thirdly, respect for the person. Human capital is the main asset of the organization, so it is given priority in management.

Quality circles, employee rotation, non-traditional forms of labor organization and much more are designed to put this principle into practice. The modern approach to human resource management includes the concept of human capital, as in other progressive countries, and has some features. The starting principle of effective organizations is the orientation to people, their needs and interests.

In the field of entrepreneurship, the development of the human capital of culture is especially significant, since the role of human labor here prevails over all other components of the production process and determines the quality of services provided, their compliance with the real needs of society. At the same time, it is in this area that the existing complexities of the human resource management system make it necessary to update it using the latest transformations in the management culture.

An important component of human capital is health capital, which is an investment in a person made in order to form, maintain and improve his health and performance. This is a set of economic relations arising from the formation and improvement of a person's physical abilities. Health capital is the basis for the formation of human capital in general. Just like any other type of human capital, it has the ability to accumulate, self-grow and be a source of additional income for its owner.

Health capital is an important indicator by which one can judge the well-being of a nation, the efficiency of its economy, and achievements in the field of science and technology. The increase in the importance of the physical and psychological health of human resources, their moral and ethical qualities, value orientation are necessary conditions for the competitiveness of an individual organization and the national economy as a whole.

In difficult conditions of transformation of the market economy, the development of competition, the main goal for entrepreneurs is to provide the organization with human resources of the appropriate level, their professional growth, effective use and social development.

In accordance with the purpose and main tasks of the organization, a system for managing its human resources is being formed as a tool for the formation and development of human capital. Consider the main directions of the human resource management system, ways of influencing the team and individual workers organizations that allow coordinating the activities of employees and directing it to the development and replenishment of human capital. In this regard, the totality of the application of administrative, economic and socio-psychological methods of human resource management was evaluated.

Socio-psychological forms of influence are a necessary component of the management system. They are extremely significant for organizations where the high ambitions of employees can only be satisfied with such a management system that enhances their role status and opportunities for self-realization. At the same time, there are cases of loss managerial functions using socio-psychological methods, if the mechanisms that coordinate the system of relationships in the team do not work. Very often in organizations there is not only a truncation of management functions, but there is also no targeted approach to the design of a human resource management system, which mainly consists of a set of functions performed. As a result, the task of an emergency response to the emerging situation is being fulfilled without a pronounced program of actions in relation to employees. Human capital is in " free float"and has no chance of optimal formation and development. Instead of a human resource management system that includes line managers of all hierarchical levels, heads of functional departments, managers who perform the functions of technical, economic management, and external relations management, local subsystems are created that do not always have a common trajectory of movement In this regard, organizations need to clearly define the role and place of human resource management services in their functioning.This issue has conceptual significance.

Under the conditions of ongoing transformations, the leading task of the human resource management service should be to ensure that the qualitative and quantitative characteristics of employees correspond. Moreover, qualitative characteristics should include the main parameters of human capital: the ability to work, the level of education, the amount of knowledge, professional skills and work experience, motivational motivation, personal qualities.

On the present stage development of the economy, many organizations are going through stages of deep restructuring, covering the goals and content of their work, structural transformations associated with adaptation to market relations. Therefore, in today's environment, many organizations have to adapt to external conditions and develop their own goals and development strategy, or at least specify them independently in the programs of their activities. Depending on this, a human resource management system is being developed.

The theory of human capital began to be dealt with in the 19th century. Then it became one of the promising directions in the development of economic science. Since the second half of the twentieth century. it became the main achievement, first of all, of the economics of education and labor. In the economic literature, the concept of human capital is considered in a broad and narrow sense. In a narrow sense, "one of the forms of capital is education. It was called human because this form becomes part of a person, and capital is due to the fact that it is a source of future satisfactions or future earnings, or both." In a broad sense, human capital is formed by investment (long-term capital investment) in a person in the form of costs for education and training of the labor force in production, for health care, migration, and the search for information on prices and incomes.

In the "Economic Encyclopedia" human capital is defined as "a special type of investment, the total cost of developing the reproductive potential of a person, improving the quality and improving the functioning of the labor force. The composition of human capital objects usually includes knowledge of a general educational and special nature, skills, accumulated experience. For more full and detailed characteristics of human capital use a functional approach.The principle of functionality of the definition characterizes the phenomenon not only in terms of its internal structure, but in terms of its functional purpose, final intended use.

Therefore, human capital is not just a set of skills, knowledge, and abilities that a person possesses. First, it is the accumulated stock of skills, knowledge, and abilities. Secondly, it is such a stock of skills, knowledge, abilities that is expediently used by a person in a particular area of ​​social reproduction and contributes to the growth of labor productivity and production. Thirdly, the expedient use of this reserve in the form of highly productive activities naturally leads to an increase in the earnings (income) of the employee. And, fourthly, an increase in income stimulates, interests a person through investments that may relate to health, education, etc., to increase, accumulate a new stock of skills, knowledge and motivation in order to apply it again effectively in the future.

Features of human capital:

1. In modern conditions, human capital is the main value of society and the main factor economic growth;

2. The formation of human capital requires significant costs from the person himself and the whole society;

3. Human capital in the form of skills and abilities is a certain reserve, i.e. may be cumulative;

4. Human capital can physically wear out, economically change its value and depreciate;

5. Human capital differs from physical capital in terms of liquidity;

6. Human capital is inseparable from its carrier - a living human person;

7. Regardless of the sources of formation, which can be state, family, private, etc., the use of human capital and the receipt of direct income is controlled by the person himself.

In the economic literature, there are several approaches to the classification of types of human capital. Types of human capital can be classified according to the elements of costs, investments in human capital. For example, the following components are distinguished: education capital, health capital and cultural capital.
From the point of view of the nature of promoting the economic well-being of society, consumer and productive human capital are distinguished. Consumer capital creates a flow of directly consumed services and thus contributes to social utility.

It can be creative and educational activities. The result of such activity is expressed in the provision to the consumer of such consumer services that lead to the emergence of new ways to satisfy needs or to an increase in the efficiency of existing ways of satisfying them. Productive capital creates a stream of services, the consumption of which contributes to social utility. In this case, we mean scientific and educational activities that have a direct practical use namely in production (creation of means of production, technologies, production services and products).

The next criterion for classifying the types of human capital is the difference between the forms in which it is embodied. living capital includes knowledge embodied in a person. Non-living capital is created when knowledge is embodied in physical, material forms. institutional capital consists of living and non-living capital associated with the production of services that satisfy the collective needs of society. It includes all governmental and non-governmental institutions that promote the efficient use of the two types of capital.

According to the form of employee training in the workplace, one can distinguish dedicated human capital and total human capital. Special human capital includes skills and knowledge acquired as a result of special training and of interest only to the firm where they were obtained. Unlike special human capital, general human capital is knowledge that can be demanded in various fields human activity.

Thus, in the presence of a large number of definitions and types of "human capital", this concept, like many terms, is a "metaphor, transfers the properties of one phenomenon to another according to their common feature." Human capital is the most important component modern productive capital, which is represented by human a rich stock of knowledge, developed abilities, determined by intellectual and creative potential. The main factor in the existence and development of human capital is investment in human capital.

The wealth of any country is a person. In the future, the economic growth of the country is possible from an increase in funding for such areas of the economy as the quality of the workforce, human capital, healthcare, culture and infrastructure. The development of the material, intellectual and spiritual capabilities of a person, the accumulation of human capital is becoming an important task of the state. The main priority of the country's budget expenditures is investment in human capital, and such expenditures are education, health care and culture.

The greater the potential of each member of society, the higher the intellectual resource of the entire country, the more dynamic the growth rate of the economy, the greater the opportunities of society. The development of the human potential of Russia involves:

Creating favorable conditions for the development of the abilities of each person, improving the living conditions of Russian citizens and the quality social environment;
- increasing the competitiveness of human capital and the social sectors of the economy that provide it.

Economic growth currently depends on the degree of human capital formation, which is the process of expanding the knowledge, skills and capabilities of the people of the country.

Human capital refers to the knowledge and skills embodied in a person, which play an important role in determining labor productivity and the ability to absorb new knowledge and master new technologies, innovations.

The formation of human capital takes different kinds, forms and goes through various stages of the human life cycle. The factors on which the formation of human capital depends can be combined into the following groups: socio-demographic, institutional, integration, socio-mental, environmental, economic, industrial, demographic, socio-economic. The institutional environment necessary for an innovative socially oriented type of development is formed in the long term as a result of the development of human capital, and above all: education, healthcare, the pension system and housing. In order to ensure the implementation of the functions of financial markets in terms of the formation of human capital in Russia, the following is provided:

Increasing the availability of housing for citizens through mortgage mechanisms, promoting the use of financial instruments to stimulate the development of the housing market as a whole;
- increasing information transparency and openness of the consumer lending market;
- expanding opportunities for citizens to use educational loans;
- assistance in increasing the level of protection of the quality of life and personal well-being of citizens through life and property insurance;
- assistance in the development of additional pension insurance mechanisms.

The conceptual model of the formation of human capital in the socio-economic system at various levels of its development: society, region, enterprise is shown in Figure 1.

Figure 1 - The concept of the model of human capital formation

The formation of human capital is a continuous ongoing process by which the individual reaches his highest potential and strives to integrate and optimize the combination of current processes, such as education, job search, employment, skills formation and personal development. Thus, the formation of human capital is associated with investment in a person and his development as a creative and productive resource.

The formation of human capital is a long process of improving the productive qualities of the workforce, providing a high level of education, improving skills. The formation of human capital has crucial for the long-term economic growth of the country, provides the same benefits of new innovative technologies and more efficient industrial equipment. The interaction of people with each other affects the dissemination of knowledge in society. In itself, the transfer of knowledge is not a value.

The process of building human capital takes time (15 – 25 years) and often results in a better standard of living for people within a country over several generations. The formation of human capital can be achieved through the use of state policies in the field of health, education, culture and training.

The leading role in the formation of human capital, which creates the knowledge economy, is assigned to the sphere of culture, which is due to the following circumstances:

The transition to an innovative type of economic development requires an increase in professional requirements for personnel, including the level of intellectual and cultural development, which is possible only in a cultural environment that makes it possible to realize the goals and moral guidelines for the development of society;
- as the personality develops, the needs for its cultural and creative self-expression, the development of the cultural and spiritual values ​​accumulated by society grow. The need to meet these needs, in turn, stimulates the development of a market for cultural services.

Thus, society is critical to the formation of human capital.

Each generation builds its human capital from scratch. The formation of human capital begins before the birth of a child, when the parents, through their behavior and decision, determined the outcome of the child's birth. Man is born with an unskilled labor force which does not require training and can be supplied to the labor market. The human capital of an individual is formed from childhood and is considered formed at the age of 23-25 ​​years.

At the age of 3-4, every child develops a culture of completely free access to any information. The development of a child's abilities gives him the opportunity to freely manage his talents, to put as many concepts, skills, and abilities into his toolkit as possible. The development of the child is influenced by the results of his education, which later may affect the development of the labor market. The amount of human capital acquired in the learning process depends on innate abilities. The main period for the formation of human capital is the age from 13 to 23 years. This is a period of hormonal explosion, puberty, when nature gives a growing body a surge of tremendous energy. This energy must be transformed (sublimated) at the stadium in order to improve health, on the student bench and in the theater, in order to receive education and culture, learn to set and achieve goals in life, and overcome obstacles. A person can become a skilled worker by acquiring human capital, which is characterized by a high content of knowledge, contributes to innovation and the development of new ideas. The formed human capital provides a person with a stable income, status in society, self-sufficiency.

A feature of the process of forming human capital is that:

Longevity makes the acquisition of human capital relatively more attractive to people of all ability levels;
- increased innate abilities facilitate the acquisition of human capital.

Knowledge and skills embodied in a person are difficult to separate from human health, which also determines labor productivity. Public health policy is the key to effective human capital formation. Access to medical care and proper nutrition increases life expectancy and helps people become more efficient at work. As the life expectancy of the population increases, it is beneficial for society to use the experience and skill of people, which allows them to do their job more efficiently.

The basis for the formation of human capital is the acquisition of new knowledge and skills. The formation of skills is becoming a priority for the country's economic development. Education is an important tool for building human capital. Education contributes to the improvement of the quality of life of people and the exercise by them of their civil rights and obligations. Education enriches a person's life by developing cognitive and social skills and informing people about their civic rights and responsibilities.

Employees with higher education are more productive than people with secondary education. Workers with a secondary education are more productive than those with a primary education, and workers with a primary education are more productive than those with no education.

Educated people are more skilled and capable of doing their job effectively, have a wider arsenal of tools to solve problems and overcome difficulties. They are also better suited for performing more hard work which are often associated with higher wages and greater economic benefits.

For well-being, human well-being, the formation and accumulation of human capital is the main goal of the state's economic policy. State forms of education are one of the most important means of forming human capital among the low-income segments of the population. People from the low-income segments of the population, having no access to physical and financial resources, while having a high cost of their own human capital, acquire the opportunity to earn and influence the level and quality of life.

Countries can invest in public schools as well as adult education to reap these benefits and also help build human capital.

Building human capital through education and training encourages investment, stimulates the development and deployment of new technologies, and increases productivity per worker. However, the relationships between education, inequality, human capital creation, and economic development and growth are complex and often unique to a country's context.

The accumulation of human capital precedes economic growth and serves as the basis for economic growth. The process of human capital accumulation is an investment in education and training. Investing in education is a tool that influences the labor income of people's life cycle. The degree of accumulation of human capital varies by culture, country, region of residence of the holder of human capital. Human capital can accumulate until a person retires. The accumulation of human capital, being endogenous, responds to incentives associated with changes in technological knowledge. The accumulation of human capital tends endogenously to zero some time before retirement. Older workers have low motivation for vocational training (retraining).

Developed countries have more financial resources for investment in the accumulation of human capital. In less developed countries, labor productivity is very low. To increase this potential, there is a need for the formation of human capital. In developing countries, the formation of human capital is carried out by the provision of public services for the introduction of new methods of production and the creation of an education system.

The development of human capital occurs through the creation comfortable conditions for life: income growth, good roads, landscaped yards, modern medical and educational services as well as the cultural environment.

The state of human capital in the least developed countries is reflected in the indicators of the Human Capital Index, related to the level of education, health and nutrition:

Percentage of population undernourished;
- mortality rate among children under five years of age;
- general indicator of children's education in secondary school;
is the adult literacy rate.

The complementarity of human and physical capital in the economy leads to an acceleration of investment in human and physical capital in the long run.

Along with the priority development of human capital and the service economy, the most important sector for the implementation of knowledge, employment and income generation in the next 10-15 years will be the basic industries, transport, construction and the agricultural sector. It is in these sectors that Russia has significant competitive advantages, but it is here that major barriers to growth and efficiency gaps have accumulated. Intensive technological renewal of all basic sectors of the economy, based on new information nano- and biotechnologies, is the most important condition for the success of innovative socially oriented development and the success of the country in global competition.

Increasing the productive qualities of the labor force can be increased by providing a higher level of education and skills.

The formation of human capital increases the income, level and quality of life of people, and is also an important factor in improving labor efficiency.

Bibliographic list

Decree of the Government of the Russian Federation of November 17, 2008 N 1662-r (as amended on August 08, 2009) “On the Concept of Long-Term Socio-Economic Development Russian Federation for the period up to 2020" // "Collection of Legislation of the Russian Federation”, 24.11.2008, N 47, art. 5489.

1. Schultz, T. W. 1961. Investment in human capital.American Economic Review 51(1): 1–17.Becker, G. 1962. Investment in human capital: A theoretical analysis. Journal of Political Economy 70(5): 9–49.
2. Schultz, T. W. 1975. The ability to deal with disequilibria.Journal of Economic Literature 13(3): 827–846.
3. Tuguskina G. Factors affecting the cost of human capital // Kadrovik. HR management. 2011. N 3. S. 68 - 75.
4. Kamenskikh E.A. Conceptualization of the formation of human capital in the socio-economic system of the region // Scientific messages. Economics and Management No. 5 - 2010 pp. 102-110.
5. Alderman, H., J. Behrman, V. Lavy, and R. Menon. 2000. Child health and school enrollment: A longitudinal analysis.Journal of Human Resources 36(1): 185–205.
6. Strauss, J., and D. Thomas. 1995. Human resources: Empirical modeling of household and family decisions. In Handbook of Development Economics, Vol. 3, ed. J. R. Behrman and T. N. Srinivasan. Amsterdam, Netherlands: Elsevier.
7. Jones, P., (2001), Are Educated Workers really more Productive?, Journal of Development Economics, vol. 64, pp. 57-79.
8. United Nations. Development Policy Committee. Report on the thirteenth session (21-25 March 2011). Economic and Social Council. Official records, 2011. Supplement No. 13 - E/2011/33. New York, 2011. P.4.
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Introduction

Human capital is a set of qualities that determine productivity and can become sources of income for a person, family, enterprise and society.

For the first time, the phrase was used by Theodor Schultz, and his follower, Gary Becker, developed this idea, substantiating the effectiveness of investments in human capital and formulating an economic approach to human behavior.

The category of "human capital" is used when considering a specific person, because it was the opportunity to receive additional income from investments in one's development that gave grounds to draw a parallel between physical and human capital.

Initially, human capital was understood only as a set of investments in a person that increases his ability to work - education and professional skills. In the future, the concept of human capital has expanded significantly.

The latest calculations made by the World Bank experts include consumer spending - the cost of families for food, clothing, housing, education, health care, culture, government spending for these purposes.

The purpose of this work: to study the features of the formation and development of human capital.

In this case, it is necessary to solve the following tasks:

show the features of the formation of human capital.

The work consists of an introduction, two chapters of the main part, a conclusion and a list of references.

. Human capital: concept, structure

For the effective management of any system, it is necessary to clearly define its resources and highlight the features of the impact on them. At present, human capital is becoming the most important resource, adequate and effective management of it becomes the key to the successful functioning of enterprises, industries, and the state as a whole.

The formation of the theory of human capital began in the XVIII-XIX centuries by such economists as W. Petty, A. Smith, K. Marx. For the first time, a human capital was calculated just by William Petty in his book “Political Arithmetic” (1676), while everything material in England was estimated at 250 million pounds sterling, and the cost of the population of England, according to his calculations, was 417 million pounds sterling. However, with the development of machine production, the value of a person decreases - if earlier the skills of the worker were decisive, and not the means of his labor, then with the improvement of machines and production, a person began to be considered as an addition to the machine, “simple labor force”. The ideas of W. Petty were developed by Adam Smith, according to which the dignity of people lies in their natural differences, and upbringing and education deepen these differences, thereby forming a specification. If a person correctly understands his destiny, then he begins to specialize in the area that brings him the greatest income, since he has comparative advantages in it. The division of labor deepens and consolidates this specification.

In XIX -twentieth centuries The focus of economists has shifted to the problems effective organization business, creating a quality workforce with the wise use of resources. These issues were developed by J. McCulloch, I. Tyunen, I. Fisher, who believe that the person himself is capital, as well as J. Mill, N. Senior, F. List, from the point of view of which the capital is not the person himself, but only inherited and acquired qualities and abilities. Also in the second half XIX- early of the 20th century, there was a sharp increase in labor productivity as a result of technical revolution. As a result, the number of highly skilled workers has increased, and unskilled labor, such as child labor, has ceased to be used at all. It was at this time that the foundations were laid. scientific organization labor and management F.U. Taylor, G. Ford began to put into practice the theory of welfare capitalism, reducing staff turnover at enterprises and introducing mass production, and E. Mayo developed issues of industrial psychology, which later formed the basis of the doctrine of "human relations".

In the economic literature, despite lengthy studies, there is no certainty regarding the essence of the category of human capital and different views are noted. Among the debatable provisions within the framework of the theory of human capital, the following are considered: the relationship of the concept of "human capital" with a living human personality, the ratio of human and physical capital, the definition of human capital from the point of view of the theory of factors of production.

The very term "human capital" was the first in scientific literature this term began to be used by T. Schultz, and G. Becker translated this concept to the micro level. According to G. Becker, the human capital of an enterprise is a set of skills, knowledge and skills of a person.

There is an extended interpretation of the concept of "human capital". Some economists include in it not only the productive qualities of individuals and the ability to earn income, but also social, psychological, ideological and moral and ethical qualities (L. Thurow, J. Kendrick, V.I. Martsinkevich and others). The virtue of the expansionary concept of human capital is as follows:

firstly, within the framework of this approach, human capital is interpreted from the standpoint of social relations;

secondly, human capital is a value not only for the individual, but also for society. It has a direct interest in human investment projects that change its current and future needs and preferences so that they are compatible with the needs and preferences of both the individual firm and society itself. Therefore, human capital is considered not only as an individual, but also as a social good;

thirdly, the concept of social capital makes it possible to determine that collective interaction is a powerful factor in the growth of both social and individual productivity.

In general, all definitions of human capital can be divided into two groups that reflect it. various characteristics:

the first group interprets human capital as the totality of a person's reserves of abilities and qualities used in the process of producing goods;

the second group characterizes human capital from the investment side, emphasizing the fact of their accumulation as a result of investments in a person.

An analysis of existing positions allows us to state that in a narrow sense, human capital is usually understood as a set or stock of human qualities, among which knowledge and productive abilities prevail.

Thus, the evolution of the views of economists went from the concept of "labor force" to the concept of "human capital" for 3 centuries, and the following definition is currently used: human capital is a certain stock of health, knowledge, skills formed as a result of investments and accumulated by a person. , abilities, motivations that are expediently used in a particular area of ​​social reproduction, contribute to the growth of labor productivity and production efficiency and thereby affect the growth of earnings (income) of a given person.

Considering human capital as one of the main resources of the economy, we note its main features in comparison with other types of capital:

Human capital can be both increased and decreased over time. The increase in capital requires efforts both from the bearer of capital - a person, and from society, while the effectiveness of investments in HC also depends both on the individual to a greater extent and on external environment. The decrease in human capital, by analogy with physical capital, is associated with physical and moral depreciation, so the human capital can also be amortized.

Investments in human capital are more long-term, the return on them is also longer and higher; For society, the return on investment in HC is not only economic, but also social. At the same time, the income received by a person belongs entirely to him, he manages them independently.

The functioning of human capital depends on the person himself, on his personal interest in this.

Some researchers note the inalienability of human capital from its carrier, but modern sources distinguish alienable types of human capital. However, both types of HC are characterized by a low degree of liquidity compared to other types of capital in industry.

The structure of human capital consists of a combination of elements such as innate skills and abilities, natural abilities, education, health, intellectual capital, motivation to work and study, mobility, professional skills, abilities and competencies acquired by a person in the process of learning or working. At the same time, there is no single structure of HC in the scientific literature. Various scholars include in the structure of the Cheka different number elements (types), while the classification of types of HC in the scientific literature is reflected on different grounds and for different purposes. For example, if it concerns the first two of the listed elements, then at present there is no unambiguous approach to whether they should be considered part of human capital or allocated separately. The model of human capital, which includes knowledge, skills, social identity, abilities and cultural and moral potential, can be seen in Fig. one.

Figure 1 - Model of the composition of human capital

The most common typology of human capital today is as follows:

) inalienable types of human capital (illiquid capital): health capital (biophysical); cultural and moral capital; labor capital; intellectual capital; organizational and entrepreneurial capital;

) alienable types of human capital (liquid capital): social capital; client capital (brand capital); structural capital; organizational capital.

In our opinion, physical skills should be added to inalienable capital, thanks to which a person can do work, this is especially important for non-intellectual labor and underdeveloped countries. Also, by analogy with intellectual capital, the composition of inalienable human capital should include emotional intelligence, which represents all non-cognitive abilities, knowledge and competence that enable a person to successfully cope with various life situations. It consists of 5 main components, namely: intrapersonal skills, i.e. the ability to understand and manage their emotions; social skills or interpersonal skills; human ability to adequately, timely, flexibly and effectively respond to changes; people's ability to cope with stress; the latter group characterizes a positive attitude towards life. Creativity, entrepreneurial spirit, initiative can also be identified among the personality traits that positively affect human capital, which are not included in any of the above elements.

Also, in our opinion, human capital should include the ability to effectively build interpersonal relationships, as well as the ability of people to find a common language with each other, bind individuals into a team or effectively participate in the activities of an existing team, so this quality does not always correlate with leadership or charisma, but is closely connected with the social and cultural-moral types of capital.

2. Features of the formation of human capital

The development of the material, intellectual and spiritual capabilities of a person, the accumulation of human capital is an important task of the state, because the country's economic growth depends on the degree of human capital formation: the more potential each member of society has, the higher the intellectual resource of the whole country, the more dynamic the economic growth rate, the greater the society's opportunities. The development of human potential involves:

creating favorable conditions for the development of the abilities of each person, improving the living conditions of Russian citizens and the quality of the social environment;

increasing the competitiveness of human capital and the social sectors of the economy that provide it.

Currently, psychologists, sociologists, and economists are dealing with the problems of human capital formation at three levels:

at the micro level - at the level of an individual;

at the mesolevel - the level of enterprises and organizations;

at the macro level - the level of the state.

The structure of human capital can be represented as follows (Figure 2).

Figure 2 - The process of formation of social human capital

Human capital at the macro level is the human capital accumulated by the whole society, which is the national wealth of the country. At the macro level, the HC values ​​of all regions of the country are combined.

Cheka as a key point of development is noted in all strategic documents of the regions of the Russian Federation, since it is at the mesolevel that the social life of the population is created and the economic activity of enterprises is implemented.

At the regional level, the HC values ​​of individual enterprises are combined into a single whole. The total HC of enterprises determines the level of the socio-economic situation in the region. The HC of an enterprise is not a simple addition of employees, but the sum of knowledge, information, talent, and abilities that all employees have in the aggregate. It is human capital, together with other factors of production, that activates the production process and determines the effectiveness of the enterprise.

Individual human HCs are continuously grouped into subsystems with a hierarchical structure. The interconnectedness of individual capitals in interweaving forms social capital. From fig. 2 shows that the human capital of each individual turns into the wealth of the enterprise - region - country. An individual who has a certain stock of knowledge, skills and other personal abilities enters the labor market. In enterprises, it functions as a subject that generates income in one form or another. A region or a separate administrative-territorial entity (city, township) acts as a supporting social link. Any private, municipal, state, commercial, non-commercial enterprise in the region creates a social or economic basis for people's lives. There is a process of continuous movement: the innate and formed capital of a person contributes to the development of the enterprise, enterprises create socio-economic conditions for the growth of human capital. Knowledge and skills come out of a person (body and brain) into his living environment in order to ensure a high quality of life and comfortable conditions for intellectual activity.

The formation of human capital takes on various types, forms and goes through various stages of the human life cycle. The factors on which the formation of human capital depends can be combined into the following groups: socio-demographic, institutional, integration, socio-mental, environmental, economic, production, demographic, socio-economic (Fig. 3).

Figure 3 - Groups of factors that form human capital

The formation of human capital is the process of searching, renewing and improving high-quality productive characteristics of a person, with which he acts in social production. The formation of human capital occurs through the creation of comfortable living conditions: income growth, good roads, landscaped yards, modern medical and educational services, cultural environment. And can be achieved through the use of state policy in the field of health, education, culture and training.

The conceptual model of the formation of human capital in the socio-economic system at various levels of its development: society, region, enterprise is shown in fig. 4.

Figure 4 - The concept of the human capital formation model

The state of human capital is reflected in the indicators of the Human Capital Index, related to the level of education, health and nutrition:

percentage of the population that is undernourished;

mortality rate among children under five years of age;

general indicator of children's education in secondary school;

adult literacy rate.

In order to form human capital, the following is provided:

increasing the availability of housing for citizens through mortgage mechanisms, promoting the use of financial instruments to stimulate the development of the housing market as a whole;

increasing information transparency and openness of the consumer lending market;

expanding opportunities for citizens to use educational loans;

assistance in increasing the level of protection of the quality of life and personal well-being of citizens through life and property insurance;

promoting the development of additional pension insurance mechanisms.

Thus, the formation of human capital is a continuous continuous process through which the individual reaches his highest potential and striving to integrate and optimize the combination of current processes, such as education, job search, employment, skills formation and personal development.

The formation of human capital is a long process (15-25 years). Each generation builds its human capital from scratch.

The formation of human capital begins before the birth of a child. At the age of 3-4, every child develops a culture of completely free access to any information. The development of a child's abilities gives him the opportunity to freely manage his talents, to put as many concepts, skills, and abilities into his toolkit as possible. The development of the child is influenced by the results of his education, which can subsequently affect the development of the labor market. The amount of human capital acquired in the learning process depends on innate abilities.

The main period for the formation of human capital is the age from 13 to 23 years. This is a period of hormonal explosion, puberty, when nature gives a growing body a surge of tremendous energy. This energy needs to be transformed at the stadium in order to improve health, on the student bench and in the theater, in order to receive education and culture, learn to set and achieve goals in life, and overcome obstacles. The formed human capital provides a person with a stable income, status in society, self-sufficiency.

Thus, a feature of the process of forming human capital is that:

life expectancy makes the acquisition of human capital relatively more attractive to people of all ability levels;

increased innate abilities facilitate the acquisition of human capital.

Knowledge and skills embodied in a person are difficult to separate from human health, which also determines labor productivity. Public health policy is the key to effective human capital formation. Access to medical care and proper nutrition increase life expectancy and help people become more efficient at work. As the life expectancy of the population increases, it is beneficial for society to use the experience and skill of people, which allows them to do their job more efficiently.

The basis for the formation of human capital is the acquisition of new knowledge and skills. Therefore, a key element in the formation of human capital is education and professional development. Highly qualified specialists form a “comfortable cycle of mankind”, as they help to achieve economical and efficient work and production growth in various industries at all levels of management, as well as enrich the national culture.

“In our time, competitive advantages are no longer determined either by the size of the country, or by rich natural resources, or by the power of financial capital. Now everything is decided by the level of education and the amount of knowledge accumulated by society.”

The classic of modern management, Peter F. Drucker, noted that “the most valuable asset of any company of the 20th century was its production equipment. The most valuable asset of any organization in the 21st century, whether commercial or not, will be its knowledge workers and their productivity.”

Education contributes to the improvement of the quality of life of people and the exercise by them of their civil rights and obligations. Education enriches a person's life by developing cognitive and social skills and informing people about their civic rights and responsibilities.

Educated people are more skilled and capable of doing their job effectively, have a wider arsenal of tools to solve problems and overcome difficulties. They are also better suited to more demanding jobs, which are often associated with higher wages and greater economic benefits.

At the same time, workers with higher education are more productive than those with secondary education. Workers with a secondary education are more productive than those with a primary education, and workers with a primary education are more productive than those with no education.

The data of Rosstat also testify to the high role of education. Thus, in 2012 the share of employed specialists with higher vocational education in sectors of the national economy was 30.4% (in 2002 - 23.4%), with secondary vocational - 26.2% (32.2%). At the same time, the proportion of students enrolled in higher professional educational institutions, during this time increased from 5948 thousand people to 6074 thousand people.

Thus, human capital refers to the knowledge and skills embodied in a person, which play an important role in determining labor productivity and the ability to absorb new knowledge and master new technologies and innovations.

Building human capital encourages investment, stimulates the development and deployment of new technologies, and increases productivity per worker.

Conclusion

human capital economy worker

Summarizing the above, the following conclusions can be drawn:

One of best options development of the country's economy is the activation, maintenance and development of industry in the country, which is possible only with a significant focus on the problem of human capital.

Human capital is a combination of natural abilities, acquired knowledge, skills in the process production activities, as well as mobility, motivation and physical condition of a person. In other words, human capital is such a set of competencies that is expediently used by a person in one or another area of ​​social reproduction and contributes to the growth of labor productivity and production efficiency.

Investments in human capital are the most profitable, in comparison with other forms of capital, since they bring a fairly significant in volume and long-term economic and social effect. The development of human capital occurs throughout the entire social activity of a person through constant investment both at the individual level and at the level of the enterprise and the state. With the correct formation and rational development of the existing human potential, the formation of the optimal structure of human capital, the determination of the necessary proportions of physical and human capital in the country, as well as the effective long-term functioning of such human capital support institutions as education, healthcare, social protection and guarantees of the population - increases the income, level and quality of life of both people and the country as a whole, and is also an important factor in improving labor efficiency.

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