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Many developing countries are populated by multiple ethnic groups who use their own language in daily life and in local business, but have to use a common language in national business and in communications with other groups. In these countries, how much weights should be placed on teaching a local ethnic language and teaching a common language is a critical issue. A similar conflict arises in low-income countries in general between teaching skills that are "practical" and directly useful in local jobs, and teaching academic skills that are important in modern sector jobs. This paper develops a model to examine these questions theoretically. It is shown that balanced education of the two languages/skills is critical for skill development of those with limited wealth for education. It is also found that the balanced education brings higher earnings net of educational expenditure, only when a country has favorable conditions (TFP is reasonably high, and education, in particular, common language education [academic education] is reasonably effective) and only for those with adequate wealth. Common-language-only (academic-only) education maximizes net earnings of those with little wealth, and, when the country's conditions are not good, maximizes net earnings of all. This implies that there exists a trade-off between educational and economic outcomes for those with little wealth, and, when the conditions are not good, the trade-off exists for everyone without adequate wealth. Policy implications derived from the results too are discussed.

We show that business cycles reduce welfare through a decrease in the average level of employment in a labor market search model with learning on the job and skill loss during unemployment. Empirically, unemployment and the job-finding rate are negatively correlated. Since new jobs are the product of these two from the employment transition equation, business cycles imply fewer new jobs. Learning on the job implies that the resulting decrease in employment reduces aggregate human capital. This reduces incentives to post vacancies, further decreasing employment and human capital. We quantify this mechanism and find large output and welfare costs of business cycles. (JEL D83, E23, E24, E32, J24, J63)

The Tax Cuts and Jobs Act (TCJA) significantly altered how business income is taxed in the US. This paper provides a quantitative assessment of the distributional and macroeconomic effects of the TCJA, both in the short run and in the long run, using a life-cycle model with occupational choice and accumulation of entrepreneurial human capital. When salient provisions of the TCJA are implemented, the economy experiences an increase of 0.20 and 0.5 percentage points in annual GDP and capital stock growth for the first decade 2018-2027, respectively. However, economic inequality increases across and within occupations under the TCJA. The provisions affect the incentives for individuals to save, making the occupational choice extensive margin critically important in analyzing the potential impacts of the new tax reform.

We study the aggregate consequences of the Social Security Disability Insurance (DI) program, focusing on the role of complementarity between heterogeneous human capital. First, we develop and estimate a wage process in which individuals' human capital comprises (pure) labor and experience, and their efficiencies are affected by disability. We find that older workers are more experience-abundant, and that disability causes a smaller loss in the efficiency of experience than it does in the efficiency of labor. Further, the estimated aggregate production technology shows that labor and experience are complementary inputs. Combining these empirical results with a structural general equilibrium model, we analyze the labor market implications of removing the DI program. Removal of the DI program induces an increase in the relative supply of experience, thus affecting the marginal productivities of inputs and wages of all workers in the economy. Despite the increased labor market entry of disabled workers, the aggregate productivity may increase in the counterfactual economy, thanks to the complementarity between labor and experience.

We demonstrate that increased automation has a significant negative impact on distribution of wealth. Households who are more exposed to industrial robots at work accumulate less wealth and experience greater downward mobility in the wealth distribution. The negative wealth effects of robots are not merely a consequence of differences in earned incomes or differential saving rates. We provide evidence that the adverse effects of rapid robotization on individual workers' human capital, and thereby, on their financial risk taking and investment behavior represent an additional important mechanism. Overall, the portfolio channel amplifies the inequality-enhancing effects of increased automation.

Durante los últimos años, el Valle del Cauca se ha venido posicionando en los primeros puestos en los índices de Competitividad e Innovación a nivel regional y nacional. En el año 2020, el Valle del Cauca ocupó el tercer puesto en tres mediciones nacionales: en el Índice de Competitividad Departamental (IDC), en el Índice Departamental de Innovación para Colombia (IDIC) y en el Índice de Desarrollo Sostenible bajo una Economía del Conocimiento (Un Valle del Conocimiento). Este posicionamiento actual del departamento y la consolidación de la investigación, la innovación y el conocimiento, requieren a su vez de un mercado laboral que sea pertinente a las necesidades regionales y su adaptación a los futuros cambios. El objetivo de este libro consiste, no solo en sintetizar y compilar las metodologías propias para el análisis de las brechas de Capital Humano realizadas en el Valle del Cauca, sino también cuantificar y cualificar los tipos de brechas de capital humano en tres sectores, como son el eléctrico y electrónico; el agrícola, pecuario y pesquero; y el de cosmética y aseo para la región vallecaucana [Jhon James Mora]. CONTENIDO: Introducción / ‪Jhon James Mora Rodríguez -- La función de emparejamiento en el mercado laboral vallecaucano / Jhon James Mora Rodríguez -- La metodología de brechas de capital humano: cantidad, calidad y pertinencia / Jhon James Mora Rodríguez y Diana Herrera -- Brechas de capital humano en el sector eléctrico y electrónico / Jhon James Mora Rodríguez, Alfonso Santacruz, Julio Alejandro Casas Pinilla y Daniela Gómez Cabal -- Brechas de capital humano en los subsectores agrícola, pecuario, acuícola, pesquero y forestal del Valle del Cauca / Jhon James Mora Rodríguez, Alfonso Santacruz, Julio Alejandro Casas Pinilla y Daniela Gómez Cabal -- Brechas de capital humano para el sector de cosmética y aseo en el departamento del Valle del Cauca / Jhon James Mora Rodríguez, Alfonso Santacruz, Diana Yaneth Herrera y Kiara Fernanda Ramírez -- Conclusiones y recomendaciones sobre posibles lineamientos de política pública para el cierre de brechas de capital humano en el Valle del Cauca / Jhon James Mora Rodríguez. Incluye referencias bibliográficas.

Coaches play a vital role in providing sports programs. Investing in formal coach education can serve to increase coaches’ human capital, which in turn, has a positive effect on their coaching practice. The present study investigates factors influencing coaches’ intention to get training for their coaching activity on an individual and organizational level. Nationwide online surveys were conducted in Germany on both nonprofit sports clubs and coaches being active within these clubs. Data were analyzed using multilevel regression analysis on a sample of n = 2,384 coaches in n = 1,274 clubs. Results show that especially the expiring validity of the coaching license, aspects of personal development, and low transaction costs are crucial factors for the intention to obtain a qualification. The results lead to several implications for theory and practice. Clubs could enhance the qualification intention and, thereby, the quality of sports programs by appointing a contact person who informs about qualification possibilities.

This paper studies the impact of a minimum wage policy in a labor market with a private and a public sector. We develop a two-sector search and matching model with minimum wage and heterogeneous workers in their human capital. We structurally estimate the model using data for Chile, a country with a large fraction of employment in the public sector and a binding minimum wage. Counterfactual analysis shows that institutional features of public sector employment reduce labor market frictions and mitigate the negative effect of the minimum wage on unemployment and welfare.

Purpose This paper aims to study the type of short-time work (STW) schemes implemented in Spain to preserve jobs and workers’ incomes during the COVID-19 crisis and the corresponding labour market outcomes. Design/methodology/approach A dynamic macroeconomic model of job creation and destruction of the search and matching type in a dual labour market. Findings The model shows that the availability of STW schemes does not necessarily prevent a large increase in unemployment and job destruction. The quantitative effects depend on the degree of subsidization of payroll taxes and on the design of the policy. A scenario with a moderate degree of subsidization and where the subsidy is independent of the reduction in hours worked is the least harmful for both welfare and fiscal deficit. The cost of such a strategy is a higher unemployment rate. Concerning heterogeneous effects, the unemployed are the ones who experience the strongest distributional changes. Originality/value The effectiveness of STW schemes in dual labour markets using a search and matching model in the context of the COVID-19 crisis has not been analysed elsewhere. The literature has emphasized the importance of dynamics, labour market institutions and workers’ heterogeneity to understand workforce adjustment decisions in the face of temporary shocks to de- mand especially when firms’ human capital is relevant. These elements are present in the model. In addition, this paper computes welfare and distributional effects and the cost of these policies.

Despite the influence that industry has on organizational outcomes, there remains a shortage of research regarding the interaction between an entrepreneur's human capital (prior startup experience) and venture credit risk on new venture exit. Using data from the Kauffman firm survey, for ventures in high-tech industries, relative to ventures in low-tech industries, the decline in performance is stronger for founders who founded a greater number of businesses prior to the current venture or for those who have startup experience in the current industry. The differences in survival between high-tech and low-tech ventures is negligible when founders have more start up experience in the same industry. Furthermore, ventures in high-tech sectors with high credit risk have a greater performance decline relative to those in low-tech industries with high credit risk, and ventures in low-tech sectors with higher perceived competitive advantage have higher odds of failure. The findings add to our understanding of the influence of technology regimes on the limited efficacy of entrepreneurial human capital and stronger effects of credit risk on venture survival and performance.

This paper studies the impact of international labor migration on human capital investment in both destination and origin countries using an integrated theoretical framework. We develop a two-country Dynamic Stochastic General Equilibrium human capital investment model with international labor mobility, in which both decision to migrate and to invest in skill acquisition are endogenous. We show that human capital formation process in the countries of origin is very sensible to migration policies implemented by destination countries. Our results show that human capital accumulation in the country of origin is encouraged by the possibility of emigration to higher labor productivity countries, supporting the recent view of the "brain gain" hypothesis. Productivity shocks hitting the destination country reduces human capital investment by natives but increase human capital investment in the country of origin when migration is allowed. Finally, we nd that migration increases world human capital, increasing the stock of human capital in both destination and origin countries

The article substantiates the opportunities for stimulating the human capital development through personal income taxation in Ukraine. The need for constant investments in the human capital for improvement of its quality has been substantiated by conceptual provisions of the human capital theory and empiric researches of its influence on economic growth. The completed analysis of theoretical concepts and practical use of income taxes worldwide allows substantiating the fact that concept of a flat income taxation can be successfully used to promote the human capital development. However, the analysis of income tax systems abroad shows that separate taxation tools for personal income, including tax allowances for education, are more efficient. This is especially typical for developing countries. In estimating investments in the human capital in Ukraine, it is found out that the share of working population with high skills increases against the decreasing actual expenses for higher education. In a meantime, foreign countries demonstrate the other economically correct dependence: the qualification level increases as real expenses to gain it increase. The analysis of real national expenses in Ukraine for one student and in the country in general also demonstrate their decrease. This proves the presence of problems in Ukraine that relate to financing the system of higher education. The methods of economic and mathematical simulation by building and parametrizing a number of functions allowed to substantiate the influence of investments in human education on the increase of the highly skilled labor, which in turn leads to the GDP growth. A scientific and methodical approach has been developed, based on the algorithm that takes into account the influence of the highly skilled labor factor (considering expenses for gaining the qualification) on the GDP level. This approach allows estimating the effectiveness of expenses on tax allowances and expediency of their use to promote investments in higher education in Ukraine. The economic consequences of the human capital development incentive by introducing tax allowances in Ukraine have been estimated. It is established that if the state increases expenses for higher education by granting allowances, the share of working population with high skills increases, thereby causing the GDP to grow by means of increasing employment level. However, it has been found out that the expenses for tax allowances are reimbursed only in the case where investments in fixed assets increase and amount no less than 25 % of the GDP.

This article shows that entrepreneurial human capital is a key driver of firm dynamics using administrative panel data on the universe of firms and workers in Portugal. Firms started by more educated entrepreneurs are larger at entry and exhibit higher life cycle growth. Consistent with an effect on growth, the thickness of the right tail of the size distribution increases with entrepreneur schooling. The evidence points to several underlying mechanisms, with technology adoption playing the most important part. I develop and estimate a model of firm dynamics that can parsimoniously account for these findings and use it to draw aggregate implications. Accounting for the effect of entrepreneurial human capital on firm dynamics can substantially increase aggregate returns to schooling and the fraction of cross-country income differences explained by human and physical capital.

Subject. This article raises the urgent problem of developing and increasing Russia's innovation competitiveness by improving the management of human resources in conditions of uncertainty and instability of the external environment associated with the sanctions and economic crisis caused by the COVID-19 pandemic. Objectives. The article aims to propose strategic areas for the development and improvement of Russia's innovation competitiveness, recommendations and a programme to improve human resources management. Methods. For the study, I used the methods of analysis, information sampling and grouping. Results. The article describes the relationship of human capital with traditional concepts that characterize human labor activity and offers certain recommendations for the development and improvement of Russia's innovation competitiveness and human resources management. Conclusions. The provision of highly qualified labor power at all levels of management and categories of staff of organizations, the motivation and forms of work are the main factors in the advancement of the country's competitiveness.

Based on the theory of standardising the academic approach and human capital theory, this study gauged how the respondents from Cebu Technological University-Daanbantayan Campus Graduate School fared in the work arena. It describes the human capital afforded to them by the university, their employment status, the effect of school-related factors on their employment, and the extent of work values and skills’ contribution. The researchers utilized the descriptive research design’s survey method. Using a validated, modified Graduate Tracer Study instrument, the researchers sourced data from 273 respondents. Findings reveal that majority are employed with permanent status that afforded the country a stable fraction of its workforce – majority of whom is impacting the local area’s education industry. Although respondents found that school-related factors moderately affected their employment, the set of work values and skills afforded to them were 'highly contributive'. CTU-Daanbantayan Campus Graduate School has therefore been remarkably instrumental in its graduates and students’ employment. Keywords: Graduate tracer study; higher education institutions; human capital; school-related factors; soft skills

The proportion of older workers in the labor force is increasing. While much research over recent decades has suggested that this will create significant challenges for organizations, current evidence suggests that age-related human resource management practices are rare. Using a grounded theory approach, we examine why organizations are not adopting formal practices and what they are doing instead of using data from 43 interviews and focus groups within eight German and U.S. manufacturing facilities in 3 organizations. We find significant tension between perceptions of aging’s impact by top managers and unit supervisors. Lacking top-level formal support for age-related initiatives, our evidence shows supervisors adopting more informal, unit-level responses that do not require significant reorganization of work, masking the impact of workforce aging to top leaders. We also develop a typology of practices used to respond to workforce aging based on their effects on human capital flows in and out of the organization. Finally, we find that while aging is assessed similarly in the U.S. and Germany, German firms have greater flexibility and more formal practice options in their response due to employee relations systems, working time arrangements, and human resource planning systems which pressure organizations more to adopt formal practices. Our results inform a human capital perspective of the organizational response to workforce aging.

This study proposes a holistic model of perceived employability in university students, covering the following five areas: human capital, social capital, cultural capital, individual attributes and...

The Process of rapid Economic growth provides the opportunity for countries the creation ‎of human capital capable of increasing productivity, improving job opportunities and ‎raising the quality level of community life, but the process of preparing it requires an ‎efficient and effective educational and training system on the one hand، and providing the ‎highest possible health level as a key to increasing production and raising productivity on ‎the other hand. This research has dealt with the analysis of human capital indicators for ‎the period (2004-2017) in Iraq.‎‏ ‏the study concluded that to these indicators of knowledge - ‎education - health -training- income, are the main pillars for achieving economic growth in ‎all areas of life during the study period. The study recommends giving attention to the ‎human capital and employing it in production process in a way that reduces societal ‎disparities and enhances, perhaps economic growth‎‎. Keywords: Human Capita, Knowledge, Education, Health, Economic Growth

Migration is a human capital investment that allows individuals to encounter more favorable labor markets. This paper exploits county-level variation in exposure to news about labor markets impacted by fracking, to show that access to information about potential labor market opportunities affects migration. I use pre-fracking newspaper circulation rates and content from national news outlets to capture exogenous variation in exposure to news about fracking in a particular destination. I then isolate the effect of news exposure by comparing migration flows to the same destination from differentially exposed origin counties. Exposure to newspaper articles about fracking increased migration to the areas mentioned in the news by 2.4 percent on average. News exposure also increases commuting to fracking counties. Exposure to TV news has a similar impact, and positive news about fracking increases migration more than negative news. As further evidence that news matters, Google searches for the term fracking and the names of states specifically mentioned spike after TV news broadcasts about fracking. Migration responses to news about fracking are largest from counties experiencing weak labor markets, suggesting these areas see the largest benefits to information provision.

We study the long run implications of workplace automation induced by capital accumulation. We describe a minimal set of sufficient conditions for sustained growth, along with a declining labor share of income in the long run: (i) a basic asymmetry between physical and human capital; (ii) the technical possibility of automation in each sector; (ii) a self-replication condition on the production function for robot services; (iv) asymptotic homotheticity (more generally neutrality) of demand, and (v) a minimal degree of patience or intergenerational altruism among a fraction of households. However, the displacement of human labor is gradual, and absolute real wages could rise indefinitely. The results obtain in the absence of any technical progress; they extend to endogenous technical progress even if such progress is not biased ex ante in favor of automation.

В статье анализируются факторы, влияющие на успешную реализацию национальных проектов в Алтайском крае. Одним из таких проектов является использование человеческого капитала предпенсионеров, востребованность которого на рынке труда в условиях осуществляемой реформы приобретает особую актуальность. Авторами был проведен теоретический и сравнительный анализ интеллектуальных и профессиональных возможностей работников предпенсионного возраста, которые необходимо учитывать и использовать. Полученные в ходе систематизации и аналитической обработки статистических данных результаты позволили сделать вывод о возрастании роли человеческого капитала предпенсионеров в крае, для использования которого была предложена схема, предполагающая взаимодействие национальных проектов. Работа проведена с применением методов анализа различных источников, системной и аналитической обработки данных, графического представления и прогнозирования. The article is devoted to the analysis of factors influencing the successful implementation of national projects in the Altai Territory. One of such projects is the use of pre-retirees human capital, whose role in the labour market has become particularly relevant after the pension reform. A theoretical and comparative analysis of intellectual and professional abilities of pre-retirement age employees, which must be taken into consideration and used, is carried out. According to the results of systematization and analytical processing of statistical data, we can conclude that the role of the human capital of pre-retirees in the region is increasing. For its use, a scheme involving the interaction of national projects was proposed. The work was carried out using methods of analysis of various sources, system and analytical data processing, graphical representation and forecasting.

The factors that currently determine Russian professionals' quality of human capital is analised in the article. Authors use the multinomial logistic regression and methods of content analysis based on the data of the RLMS HSE in 2019 and the FCTAS RAS in 2021. It is shown that the main role in the processes of accumulation and renewal of their human capital is played by factors related to the specific of socio-economic institutions in Russia. Employment in the main sectors of the Russian economy – industry, trade and services – does not require professionals to further increase their human capital. The concentration of enterprises from industries where highly qualified specialists are usually in demand in the most urbanized regions causes an unequal distribution of high-quality human capital between large cities and other localities. It is also shown that the influence of age on the processes of accumulation of human capital is nonlinear. The possibility to get into the group with the highest quality of human capital for professionals are drained even before the age of 40. At the same time, from the age of 45, the chances for them to have human capital with its typical quality for highly-skilled professionals begin to decrease, which is associated with discrimination in the Russian labor market of older workers and the inexpediency for them to invest in their human capital in these conditions. The results show how difficult it will be in the current conditions and considering the inevitable aging of the population to implement the plans of the country's leadership to increase the share of high-tech enterprises and increase labor productivity without changing the institutional environment.