Implementation of human capital assessment in the organization. Assessment of the human capital of an enterprise

Tuguskina G.N.
Penza branch of the State Educational Institution of Higher Professional Education "Nizhny Novgorod Commercial Institute", Associate Professor of the Department of Commerce and Management, Ph.D.

At the present stage of economic transformations, the problem of assessment human capital in the value of a business, there is no doubt about its relevance; nevertheless, the main methods for determining the value are borrowed from Western practice and are not always adapted to the conditions of the domestic economy.

A fairly large number of works, both foreign and domestic scientists, are devoted to the issue of assessing the human capital of enterprises, the analysis of which shows the diversity of existing approaches. Considering foreign methods, first of all, it should be noted the model of the individual cost of an employee, based on the concepts of conditional and realizable values, proposed by scientists from the University of Michigan. According to their model, the individual value of an employee is determined by the volume of services that the employee is expected to provide or implement while working in this organization.

The value of an employee, taking into account the likelihood that he will remain in the organization for some time, determines the expected realizable value, which consists of two elements: the expected notional value and the probability of continuing membership in the organization, which expresses management's expectation about what some of these revenues will be realized in the organization before the estimated time of departure of the employee. Mathematically, this is expressed by the following equations:

RS \u003d US x P (O),
P(T) = 1 - P(O),
AIT \u003d US - PC \u003d PC x P (T),
where US and PC are expected
notional and realizable values;
P(O) - the probability that the employee will remain working in the organization after a certain period of time;
P(T) - the probability of an employee leaving the organization or an indicator of turnover;
AIT - opportunity costs of turnover.

Due to the fact that the cost human resources is a probabilistic value, this may mean that the employee with the highest potential will not always be the most useful to the company.

Thus, this technique allows only approximately predicting the individual cost of an employee. This circumstance is explained by the fact that the cost of human resources is a probabilistic value (it is impossible to accurately determine the life of an employee in an enterprise, since it depends on many factors that are difficult to determine and measure).

A slightly different approach to assessing human capital was proposed by I. Fischer, in whose opinion the use of capital means receiving interest as a universal form of any income (wages, profits, rents). The discounted amount of future income is the amount of capital used.

Through the discount factor, future income is reduced to the present, i.e. today's estimate: 1 / (1 + i) t
where i - current interest rate; t is the number of years.

In general, discounting is carried out according to the formula:
Dc = Dt / (1 + i) t
where Dc is the current amount of income;
Dt - future value of income;
i - current interest rate;
t is the number of years.

Dc is a certain amount of money, which, being invested for t years at the rate of interest i, will grow to the value Dt.

De is today's analogue of the amount Dtt that will be paid in t years, taking into account the rate of interest equal to i per annum.

This methodology for assessing human capital reflects only the income that will be received in the future, and therefore is somewhat limited, since it does not include investment in human capital, assessment of the professional level, level of education of personnel, costs for research and development, healthcare, additional costs, etc. .

According to G. Becker, the value of human capital can be determined as follows:

where Va is the assessment of the human capital of an employee aged a;

B - total salary;
C - part of wages attributable to labor;
n is the age at which a person's active labor activity ends;
i - interest rate.

Together with B. Chiswick, he developed a single formula for calculating the income of the owners of both human and physical capital. In their opinion, in relation to the owner of human capital, "the total earnings of any person, after he has completed investing in human capital, is equal to the sum of the returns on these investments and earnings from his initial human capital." The formula proposed by them for calculating income is as follows: where Ei is the income (earnings) of a certain person;

Xi - effect from initial capital this person;
j - certain investments;
i - interest rate;
rij is that person's rate of return on his investment;
Cij is the cost of these investments.

The advantage of this technique is that both wages and income from investments in human capital are taken into account. However, this is far from a complete range of indicators for the analysis of human capital.

M. Friedman understands human capital as a certain fund that provides labor with a permanent (permanent, continuous) income, which is a weighted average of expected future income. Property and income are considered as interrelated phenomena.

In this case, the property can be presented in the form of a capitalized value of the future income stream, which is determined by discounting.

The total value of an individual's property is calculated as follows:
where Di is the annual income expected by the individual of all types of property;
n is the lifespan of a person in years.

Permanent income can be represented by the formula: Dn = r * Vn.
M. Friedman considers r as the average return from five various kinds property: money, bonds, stocks, consumer durables and human capital. Permanent income, being the total income from all five types of property, is the average profitability of all property. In addition, human capital is considered as one of the forms of assets alternative to money.

A feature of this technique is that it allows you to take into account the total property income of an individual. However, it does not reflect many of the indicators used to analyze human capital, and does not take into account a number of additional costs for human capital. Theodor Witstein considered human beings as fixed assets and used the approaches to assessing human capital developed by W. Farr (capitalized earnings) and E. Engel (price of production). He suggested that the amount of earnings during the life of an individual is equal to the cost of his maintenance plus the cost of education.

Witstein derived the following formulas:

where a is the annual expenditure on consumption, including education per adult German in a certain profession;
r = (1+i), where i is the market interest rate;
P=1/r;

Ln is the number of people aged n in the life table;
Rn - the value of the one-taler rent of a person aged n, acquired by him at the time of his birth (for a given r);
X - the value of future income per person of a certain profession;
N is the age at which a person enters working life.
T. Witstein assumed for simplicity that a and X are constant throughout the life of an individual.

This approach to assessing human capital is also not optimal, since not only many indicators characterizing human capital are not taken into account, but the methodology itself is quite contradictory. So, for example, one can note the unsatisfactoriness of the basic provision, which consists in the fact that earnings during a person's life and expenses for his maintenance are equal. In real practice, such an option is practically impossible.

American economists and sociologists Louis Dublin and Alfred Lotka, working in the field of life insurance, noted the value of the approaches of W. Farr and T. Witstein to the calculation of human capital to determine the amounts for life insurance.

They came up with the following formula:
where V0 is the value of an individual at the time of birth;
- value in this moment one dollar received after x years;
Px is the probability of a person surviving to age x;
Yx - annual earnings of a person from the moment x to x + 1;
Ex - the share of those employed in production aged from x to x + 1 (W. Farr assumed full employment);
Cx - the value of the cost of life of a person aged from x to x + 1.

To determine the monetary value of a person of a certain age (for example, a), the formula can be converted to the form:

The cost of production (education) of a person aged a - Ca, according to Dublin and Lotka, is: This formula can be simplified to the form:

Consequently, the cost of producing a person up to age a is equal to the difference between his value at age a and the value at the time of birth, multiplied by This is an improved version of E. Engel's method.

In our opinion, the analysis of the method of capitalization of earnings, done by L. Dublin and A. Lotka, is one of the most perfect expositions of this method. However, to obtain accurate results of the monetary value of a person of a certain age is possible only if there are data necessary for the calculations. This is often problematic, especially for enterprises with a large number of employees due to the lack of real information.

Fitz-enz Y. connects human capital with economic value added, which is defined as follows: The added value of human capital = [Profit - (Expenses - Salaries + Benefits)] / Full employment equivalent. They are also based on the Balanced Scorecard created by Kaplan and Norton (1996) proposed a sample corporate human capital balanced scorecard that includes both financial measures (revenue from human capital, expenditure on human capital, value added of human capital, market value of human capital) and human measures such as percentage employees with regular working hours, the percentage of non-permanent work force, labor force growth rate, total percentage of return on all labor costs, investment in employee development.

To determine the value of human capital, Fitz-enz J. offers a matrix applied to four main activities in the field of human resources: acquisition, maintenance, development and preservation. Further, on the basis of the Balanced Scorecard, he also formed a model for assessing human capital management, consisting of four quadrants, each of which is devoted to one of the main activities of human capital management: acquisition, maintenance, development and preservation.

This method of assessing human capital, in our opinion, is the most optimal. However, the specificity of individual indicators should also be noted, as a result of which it is not very convenient to use this technique in its original form to assess the human capital of Russian enterprises. However, it can be adapted and used as the basis for a methodology that takes into account Russian specifics.

In domestic economic science, approaches to assessing human capital are also far from unambiguous. So Allaverdyan V. offers a methodology for calculating the cost of the human resources potential of a commercial enterprise, the essence of which is as follows.

The value of the personnel potential of the enterprise is the total estimated value of all employees of the enterprise. Estimated value of an employee is an estimated value equal to the product of the employee's paid or estimated wages and the coefficient Gkp (Goodwill of Human Resources).

S= ZP * Gkp.;


Gkp - goodwill of the employee's personnel potential.

The goodwill of an employee's human resources potential is a coefficient that reflects the real, market, individual value of an employee as a specific person who is able to perform certain functions and solve certain tasks. This technique assumes that the value of the human resources of a commercial enterprise is calculated on the assumption that all human resources of the enterprise are replaced by others. The replacement period is taken equal to 1 month. The cost of recruitment services is calculated. The goodwill of human resources is calculated for each employee separately.

A feature of this technique is the accounting of the goodwill of the employee's personnel potential, which allows you to most accurately determine its valuation. However, in our opinion, the proposed parameters for calculating goodwill are not presented in full. In addition, it would be correct, from our point of view, to include investments in personnel in the appraised value of an employee.

V.V. Tsarev, A.Yu. Evstratov offer their views on the methodology for assessing the individual value of an employee of a commercial enterprise. To obtain by calculation a comprehensive assessment of the cost of human resources individual worker(manager), the following generalized formula is recommended: S = (K + K1) + D + P + I, where S is the discounted valuation of the potential of an individual employee for periods of receipt vocational education and subsequent work at a commercial enterprise, rub.;

K - discounted costs of funds equated to capital, spent by a student (for example, a student of a university) for obtaining professional education for the entire period of his education, rub.;

K1 - discounted costs of funds equated to capital, spent by a student (for example, a university student) for the purchase of educational and methodological literature, payment, if necessary, for hostel services, stationery, etc. during the period of study, rubles;

D is the total discounted income received by an employee during a certain period of time at a commercial enterprise, rubles;

P - the share of discounted gross profit created by a specialist in a certain year at the enterprise;

I - investments invested in professional development of a specialist, for example, in the system of postgraduate education.

A student's investment in education is treated as a capital investment. An analysis of this methodology for assessing human capital shows its thoroughness. However possible problem when assessing human capital, it is the availability of reliable initial data. This circumstance directly affects the objectivity of the assessment. In this regard, obtaining a reliable predictive estimate of human capital is quite difficult.

As a result of the analysis of existing methods for assessing human capital, the following conclusion can be drawn. Despite the fact that there are a large number of methods for assessing human capital, there is no universal methodology today.

We propose to base the methodology for calculating the value of the human capital of a commercial enterprise on the basis of the methodology proposed by V. Alaverdyan, including investments in human capital in the appraised value of an employee and changing the procedure for calculating the goodwill of human capital.

Thus, the estimated value of an employee can be calculated as follows:

S \u003d ZP * Gkp + I * t;
where S is the estimated value of the employee, rub. ;
ZP - estimated or paid wages to the employee, rub.;
Gchk - goodwill of the employee's human capital;
I - investments;
t - period.

An employee's human capital goodwill includes the following indicators: Hcq = Human Capital Income Index + Human Capital Cost Index + Occupational Prospect Ratio.

Human Capital Profit Index = Profit/employee full time equivalent.

Human capital cost index = Total staff costs/employee full-time equivalent.

The coefficient of professional prospects, taking into account the data on the candidate's education, his length of service and age, is calculated by the formula:

where Oy.arr. - assessment of the level of education, which is:
0.15 for persons with incomplete secondary education;
0.60 - for persons with secondary education;
0.75 - for persons with secondary technical and incomplete higher education;
1.00 - for persons with higher education in their specialty;

C - work experience in the specialty. In accordance with the recommendations of the Research Institute of Labor, it is divided by 4 (due to the fact that, as established, experience has 4 times less effect on labor productivity than education);

A qualitative assessment of human capital can be given using expert methods that allow using in the assessment not only group, but also individual characteristics of employees.

To determine the degree of agreement among experts on the priority of the impact of indicators on the cost of human capital, you can use the Kendall concordance coefficient:

W = 12S/,

where S is the sum of squared deviations of the ranks of each object of examination from the arithmetic mean of the ranks;
n - number of experts;
m - the number of objects of expertise.

The value of the concordance coefficient varies from 0 to 1.

In our opinion, this methodology for assessing human capital is quite simple, however, it allows taking into account a wide range of indicators that affect the value of human capital, which in turn contributes to a more accurate determination of its value.

The essence of human capital

Definition 1

Human capital is the need embodied in each individual to generate income.

It includes both innate abilities and talents, as well as acquired education and relevant qualifications. The very term "human capital" arose when studying the situation of underdeveloped countries, during which it was concluded that the well-being of people depends not so much on technology, effort or land, but on the knowledge and skills of people.

Business describes human capital as a combination of several factors which include the human factors that an individual brings to their work such as intelligence, dedication, reliability; so is a person's ability to learn, namely his giftedness, ingenuity. It is also impossible not to note as one of the factors the ability of the individual to exchange experience and information.

Human capital is the most burdensome asset of any enterprise. Their vast diversity, along with the often complete unpredictability of human nature, make their evaluation extremely difficult. People are the only link that has the ability to produce value. The rest of the variables of any business, be it money, raw materials, equipment, and much more, have only the ability of inert materials, since nothing is added until such a moment when any worker, from the most low-skilled employee to professional leader senior management will not make this potential work.

The most prudent and cost-effective way to solve the problem of talent shortage and maintain a competitive position in today's market is to invest in employees, increasing their productivity, knowledge and skills. The modern economy can no longer deny that the main source of profit is people. Any property of an organization without appropriate personnel is an inactive passive resource.

Methods for assessing human capital

Human capital inevitably acts as the foundation of the capital of an enterprise. There is still no single methodology for its assessment. One of the most common methods is the calculation of personality traits individually and its assessment in the structure of the intellectual capital of the enterprise. The second method is based on the assessment of the current flow of costs for the formation of human capital with the future flow of income, which can be provided by human capital that has received the appropriate knowledge. The following method (expert) evaluates the quality indicators of both a particular employee and all employees of the enterprise.

With any evaluation method, the contribution of the enterprise's personnel to the result of work is taken into account. It is determined according to the following criteria:

• development of the scientific direction;
• increase in the organization's income;
• developing relationships with customers;
• coordination of interaction between divisions and separate actions of divisions;
• successful performance of the assigned linear functions.

Greater objectivity gives the method of expert approach. The procedure for calculating human capital by this method includes the definition of key indicators that determine the employee's contribution to the organization's knowledge capital, the establishment of weight shares for each of these indicators and the determination of the score for each of these indicators. The results obtained are analyzed and the average score for each employee is displayed. The obtained values ​​are compared with the reference.

Assessment of human capital based on investment

All innovation policy in any enterprise is implemented by its employees. Based on this, we can conclude that the efficiency and competitiveness of the functioning of the organization is directly dependent on the literacy and education of its employees. Immediately, a consequence of the need for constant and continuous training of employees of the enterprise is displayed.

The sum of education and retraining costs can be considered as a long-term investment in the organization's knowledge capital. However, it is important to consider that investments in human capital are justified only in the case of a clear trend towards increasing the productivity of the enterprise, as well as the contribution of each individual employee to this. This pattern underlies the assessment of human capital by the investment method.

The process of investing in human capital is divided into:

1. expenses necessary for education;
2. costs required to find and hire employees;
3. personnel costs during the training period;
4. the costs required during the accumulation period of potential growth.

The costs are subdivided according to the sources of funding for the federal budget (educational institutions of secondary and higher education) and the costs made up of the funds and time of each individual that play a key role in the formation of human capital.

Remark 1

The effectiveness of training, from an economic point of view, is the ratio of costs and learning outcomes, and increasing labor productivity is the main result of investing in human capital.

Assessment of human capital by analogy with physical

Human capital with physical capital has a number of certain similar properties. These properties make it possible to evaluate human capital by analogy with physical capital.

Most importantly, human capital, along with material capital, is involved in economic activity organizations and forms financial results this activity. Also, human capital has a depreciation and depreciation factor.

These features allow an attempt to evaluate human capital based on the fixed capital valuation model. This process includes an assessment of the initial cost of a particular employee, the determination of the knowledge obsolescence coefficient, and the determination of the procedure for changing the initial cost.

It is based on the method of an analogue of the accumulation of assets. As part of it, it is necessary to evaluate the amount of accumulated knowledge, make the necessary adjustments for their obsolescence and multiply the melon volume by the cost per unit volume of this knowledge.

Human capital in a broad definition is an intensive productive factor in the development of the economy, society and family, including the educated part labor resources, knowledge, tools of intellectual and managerial work, environment and labor activity that ensure the efficient and rational functioning of human capital as a productive development factor.

Human capital is intelligence, health, knowledge, quality and productive labor and quality of life.

There are the following types of human capital:

The capital of health is physical strength, endurance, efficiency, immunity to diseases, a period of active labor activity.

Labor capital is qualifications, skills, experience. The more complex the type of activity, the higher the requirements for labor capital.

Intellectual capital is inventions, patents, copyrights.

Organizational and entrepreneurial capital is the ability to develop fruitful business ideas, enterprise, determination, organizational talents, possession of trade secrets.

Cultural and moral capital is culture and morality are also necessary in the economy, as are labor, intelligence, and qualifications.

Types of human capital.

According to the degree of efficiency as a productive factor, human capital can be divided into negative human capital (destructive) and positive human capital (creative). Between these extreme states and the components of the total HC, there are states and components of the HC that are intermediate in terms of efficiency.

Negative human capital is a part of the accumulated human capital, which does not give any useful return on investment in it for society, the economy and hinders the growth of the quality of life of the population, the development of society and the individual. Not every investment in upbringing and education is useful and increases HC. A significant contribution to the accumulated negative HC is made by corrupt officials, criminals, drug addicts, and excessive drinkers. And just loafers, loafers and thieving people. And, on the contrary, a significant share of the positive part of the Cheka is made by workaholics, professionals, world-class specialists. The negative accumulated human capital is formed on the basis of the negative aspects of the nation's mentality, on the low culture of the population, including its market components (in particular, the ethics of work and entrepreneurship). Contribute to it are the negative traditions of the state structure and the functioning of state institutions on the basis of lack of freedom and underdevelopment of civil society, on the basis of investments in pseudo-education, pseudo-education and pseudo-knowledge, in pseudo-science and pseudo-culture. A particularly significant contribution to the negative accumulated human capital can be made by the active part of the nation - its elite, since it is she who determines the policy and strategy of the country's development, leads the nation along the path of either progress, or stagnation (stagnation) or even regression.

Positive human capital is defined as the accumulated human capital that provides a useful return on investment in it in the development and growth processes. In particular, from investments in improving and maintaining the quality of life of the population, in the growth of innovative potential and institutional capacity. In the development of the education system, the growth of knowledge, the development of science, the improvement of public health. To improve the quality and availability of information. Cheka is an inertial productive factor. Investments in it give a return only after a while. The value and quality of human capital depend primarily on the mentality, education, knowledge and health of the population. In a historically short period of time, one can get a significant return on investment in education, knowledge, health, but not in the mentality that has been formed over the centuries. At the same time, the mentality of the population can significantly reduce the transformation coefficients of investments in HC and even make investments in HC completely inefficient.

The fact that human capital cannot be changed in a short time, especially with a significant amount of negative accumulated human capital, is, in fact, the main problem in the development of the Russian economy from the point of view of the theory of human capital development.

The most important component of human capital is labor, its quality and productivity. The quality of labor, in turn, is determined by the mentality of the population and the quality of life. Labor in Russia, unfortunately, has traditionally been and remains of low quality (that is, the products of Russian enterprises, with the exception of raw materials and primary products from it, are uncompetitive in world markets, productivity and labor intensity are low). The energy consumption of Russian products is two to three times higher, depending on the industry, than in countries with efficient industries. And labor productivity is several times lower than in developed countries. Low-productivity and low-quality labor significantly reduces the accumulated Russian HC and reduces its quality.

Key indicators for assessing various types of human capital:

Health capital:

• * Health status based on the results of a medical examination;
• * Incidence as the frequency and list of past illnesses over the past years (medical history);
• * Loss of working (lifetime) time for illness, treatment and rehabilitation (person days);
• * Potential for upcoming active life (years).

Cultural and moral:

• * Level of education (primary, secondary, higher);
• * Assessments of intelligence, erudition and culture (tests, sociological assessments).
• * Facts of deviant behavior and misconduct (crimes, court decisions, assessments of relatives and colleagues, dossiers of law enforcement agencies).

Labor:

• * The level of professional education (industrial, vocational school, technical school, university, their reputation).
• * Professional experience.
• * Professional achievements and growth.
• * Combination of professions.

Intellectual:

• * List of intellectual property and forms of securing, copyrights (patent, author's certificate, special documents).
• * Intensity of use of intellectual property (circulation, frequency, income).
• * Rating of intellectual products (rating of popularity of composers and their songs).

Organizational and entrepreneurial:

• * Equity entrepreneur.
• * Controlled capital.
• * Ownership of limited resources (land, minerals, projects).
• * Organizational privileges and trade secrets (know-how).
• * Rating of organizational experience and achievements

Due to the fact that the formation of the human capital of an enterprise is carried out on the basis of the personal qualities and characteristics of employees, the following can be taken as the main indicators used to study human capital: qualification structure employees, average level of education, age composition of personnel, average work experience in the specialty, personnel costs.

The most important characteristics of the total human capital are: the population of Russia, the number of labor resources and their distribution by areas of employment, as well as the professional and qualification structure of the labor force, the level of education, and the quality of life of citizens.

A necessary condition for the development and preservation of the country's human capital is a high quality of life, an indicator of which is the coefficient of vitality (viability) of the population, which characterizes the possibility of preserving the gene pool, intellectual development of the population in the context of a specific socio-economic policy. In Russia, this indicator, since 1992, is less than one, which identifies the nation as unviable. Based on this, the main strategic goal the Russian state should be the preservation of the nation, its comprehensive development and reproduction.

The quality of human capital Russian workers does not always meet the needs of domestic business; there is a structural imbalance professional qualities personnel in the labor market and the demand characteristics that the business presents.

Taking into account the fact that in connection with the transition to the innovative development of the economy, the requirements for the quality and structure of human capital are changing significantly, the qualitative characteristics of human capital are becoming increasingly important: the level of qualification, the ability to acquire knowledge throughout the working life, etc., the current situation in the labor market may worsen. In view of the negative demographic situation, Russia will not be able to correct this situation by simply increasing the number of people employed in the national economy, therefore, it is proposed to solve these problems by developing and adopting State Program reproduction of human capital at the federal and regional levels, the main goal of which is to create effective mechanisms for the reproduction of human capital through: attracting employers to participate in creating conditions that ensure that training of personnel meets the requirements of production; formation of sources of financing for the reproduction of human capital; creating favorable conditions for attracting non-state enterprises and institutions to the sphere of human capital reproduction; the use of social partnership institutions in the field of human capital reproduction; implementation of appropriate legislative and administrative regulation.

There is no single methodology for assessing human capital. There are different points of view of the authors. One of the most common methods is the calculation of the human capital of an individual and its assessment in the structure of the company's intellectual capital. This theory is supported by such scientists as W. Farr, L. Dublin and others.

There are the following methods for assessing human capital:

1. Qualitative assessment of human capital (expert approach). The essence of this approach to assessing human capital lies in the fact that qualitative indicators characterizing individual characteristics specific person.

The qualitative characteristics of a particular employee are an integral part of an attempt to measure his value, since it is the presence of such qualitative characteristics as the ability to think in an unobvious way, use skills and experience in combination with intuition, etc. In particular, these qualitative characteristics are an integral part of the company's knowledge capital. The contribution of personnel to the overall results is determined in the following areas:

• - contribution to the development of new scientific directions;
• - contribution to the increase in the company's income;
• - contribution to the development of relations with customers;
• - contribution to the coordination of activities of departments;
• - contribution to the successful performance of line functions.

Within the framework of the expert approach, both the qualitative characteristics of a particular employee and the totality of the properties of the human (personnel) potential are evaluated. With greater objectivity of this technique, weighting coefficients are used. The calculation procedure includes three stages.

• A) Definition key indicators, identifying the employee's contribution to the company's knowledge capital.
• B) Establishment of weight shares (significance factor) for each indicator, based on how often each indicator is manifested in the person being certified.
• C) Determination of a scoring scale for evaluating each indicator.

Further, the results obtained are analyzed, and the average score for each employee is determined. These values ​​are compared with the reference values ​​obtained by the empirical method (by summing up all scores for all quality indicators). The expert approach includes various modifications and is a necessary component of the assessment of human capital.

2. Assessment of human capital based on directed investments. The process of investing in human capital can be divided into eight stages: the cost of education, the cost of finding and hiring staff, the cost of staff during the training period. Personnel costs in the period of growth potential accumulation, personnel costs in the period of achieving professionalism, personnel costs in the period of training, advanced training, personnel costs in the period of decline and "obsolescence" of professionalism.

Assessment of human capital by analogy with physical capital.

There are certain similarities between physical and human capital that allow us to evaluate human capital by analogy with physical capital.

Firstly, both human and fixed (material) capital are involved in the process of the company's economic activities and form the final financial results.

Secondly, just as the process of depreciation is inherent in fixed capital, so human capital depreciates over time, as part of the knowledge is forgotten or becomes obsolete.

These similarities allow an attempt to assess human capital based on the model for assessing fixed (physical) capital, for which it is necessary:

• 1. Determine the "initial cost" of a particular employee. To do this, you can use various methods of testing and certification of employees.
• 2. Determine the coefficient of "obsolescence" (forgetting) of knowledge, since human capital eventually loses part of the accumulated knowledge, while fixed capital is subject to physical and moral deterioration.
• 3. Determine the procedure for changing the "initial cost" of the employee. Fixed assets are improved through modernization, reconstruction, in turn, human capital is improved through investments directed to its development.

After determining the initial cost, it is necessary to determine the coefficient of obsolescence and forgetting of human knowledge. For these purposes, it is necessary to determine the period of participation of a particular employee in the activities of the company.

The expert method (qualitative assessment method) is an important link in the system of human assessment methods, because of all the existing models, it most objectively evaluates the qualitative components of human capital, however, the limitation to this method alone does not allow obtaining the cost measurement of human capital. This is obvious, due to the impossibility of an adequate transition from qualitative indicators to quantitative indicators.

investment method. In this model, one cannot equate investments in a person with his “fair value”, since the costs of self-education, which play a key role in the formation of human potential, are leveled. If we consider investments only at the company level, the purpose of which is to improve the performance of a particular employee, improve his qualifications and skills, then it is necessary to evaluate the effectiveness of directed investments.

When analyzing the method of assessing human capital, by analogy with physical (fixed) capital, it is difficult to objectively assess the initial cost, determine the period of work of a particular employee in the company. That is, the choice of a rational method for calculating the coefficient of obsolescence and forgetting, as well as the complexity of accounting, the cumbersome assessment, which is more convenient for large companies.

Investing in human capital usually comes in three forms:

• 1. Direct expenses for tuition and textbooks, as well as the cost of travel required to find a job, etc.
• 2. "Possible costs" from lost earnings. Even if, for example, a person works full-time and attends evening courses, he incurs an "opportunity cost" in the sense that he could spend his time and energy in order to produce something.
• 3. The costs that make up investing in human capital can often be classified as psychological. So, for example, classes in courses often involve difficulties, stress, anxiety, boredom and fatigue; and migration means saying goodbye to friends and relatives, abandoning the familiar environment. All this is attributed to the psychological costs invested in human capital.

The rate of return on investment can give a clear and fairly complete picture of the economic consequences of investing in human capital. One of the difficulties in accurately calculating the real level of return is that the productivity of a certain amount and type of investment in human capital can be different, which significantly distinguishes it from physical capital.

The main problem is to determine the economic effect of investing in human capital. Numerous empirical studies have shown that the levels of return on investment in it and in physical capital are comparable, although different forms of investment in human capital can determine different levels of return.

The complexity of assessing human capital, which has the ability to produce value, lies, first of all, in the fact that the unit of human capital is not the employee himself, but his knowledge, skills, and this capital does not exist outside of its carrier - a person.

An analysis of existing methods for assessing human capital led to the following conclusion: despite the large number of both foreign and domestic approaches to assessing human capital, there is no comprehensive system of indicators for assessing human capital that meets the requirement of compliance with the strategy and development goals of the enterprise. Therefore, the problem of obtaining a reliable assessment of human capital in the value of enterprises remains unresolved, one of the reasons for which is the insufficient availability of genuine initial data.

The system of indicators for assessing human capital, focused on achieving the goals of the enterprise, should:

• * be considered as an information base for the enterprise management system;
• * be presented in the form of both absolute and relative values;
• * reflect the goals of the enterprise, expressed in economic indicators(profit, production volume, value added, etc.);
• * take into account the time horizon and be presented in perspective;
• * to be linked with indicators of management accounting, first of all, with variables and fixed costs;
• * be detailed by departments and be formed taking into account the size of the enterprise, the scale and types of activities;
• * be comparable with international statistics.

Due to the fact that the formation of the human capital of an enterprise is carried out on the basis of the personal qualities and characteristics of employees, the following can be taken as the main indicators used to study human capital: the qualification composition of employees, the average level of education, the age composition of personnel, the average work experience in the specialty , personnel costs. We propose the following system of indicators for assessing human capital, which can be used as input data for assessing the human capital of enterprises.

The composition of individual human capital includes the component of education, and the composition of national human capital includes the component of the viability of the nation, the personnel and value component of the nation, the innovation component, the component of education and health.

At the same time, the basis of human capital is the knowledge owned by the employees of the enterprise. In addition, we consider it necessary to emphasize that among the components of human capital, the education component, the health component and the labor component are of the greatest importance.

A feature of human capital is that it cannot be the property of an enterprise, therefore, with the loss of human capital, the value of both structural, organizational and client capital is automatically lost.

It should be emphasized that national human capital is not the result of a mechanical summation of collective or individual human capital, but is formed and developed on the basis of their inextricable interaction and complementarity.

Based on the above, we can conclude that human capital has many types and methods by which people evaluate human capital.

Human capital as a complex economic category has qualitative and quantitative characteristics. Within the framework of the modern theory of human capital, not only the volume of investments in human capital is estimated, but also the volume of human capital accumulated by an individual. At the same time, the cost of the total volume of human capital is calculated both for one individual and for the whole country.

AT economic literature a wide variety of approaches and methods for assessing human capital is used. When determining the value of human capital, both cost (monetary) and in-kind valuations are used.

One of the simplest methods is the method using in-kind (temporary) estimates, measurements of human capital (namely education) in person-years of education. The more time spent on a person's education, the higher the level of education, the more human capital he possesses. This takes into account the unequal duration of the academic year during the analyzed period, the unevenness of the year of study at different levels of education (for example, secondary education at school and higher education at the university).

A common method for measuring human capital is the principle of capitalization of future income, based on the so-called “time preference for goods”. The essence of the method: people tend to rate higher a certain amount money or set of goods in the present than the same amount or set of goods in the future.

Each person can be considered as a combination of one unit of simple labor and a certain amount of human capital embodied in it. Consequently, the wages that any worker receives can also be considered as a combination of the market price of his “flesh” and the rental income from the human capital invested in this “flesh”. The assessment of human capital within the framework of this approach has the form:

where is the assessment of the human capital of an employee aged a; B - total salary; C - part of wages attributable to labor; n is the age at which the active labor activity of a person ends; i - interest rate.

Human capital as a component of property generates income, which can be represented as a discounted wage received by an employee during the entire working life period. The income that an individual receives from the use of human capital, as the weighted average of annual earnings expected for the entire working period of life, is the “permanent” (permanent, continuous) income of the individual, which brings him human capital as a component of property. The total value of human capital is defined as follows:

where is the annual earnings expected by the individual from the use of human capital; n is the life span of the individual in years.

In domestic economic literature, for a long time, instead of the concept of "human capital", the concept of "education fund" was used, which is a cost estimate of the knowledge, skills, abilities and experience accumulated by employees.

When evaluating the education fund, two main approaches are used:

• 1) The actual expenditures on education carried out over a given long period of time are calculated. During this period, separating the time of obtaining education from the moment of counting, the level of education itself is consistently increasing, as well as the cost of education. Taking into account the appropriate adjustments for the age turnover of the labor force and the mortality of the population, it is possible to build a series of indicators of the education fund, which is the cumulative sum of all past actual costs minus the funds spent on training people who have already left the labor force by the time they were calculated.
• 2) An assessment is made of the real productive value of the stock of knowledge, skills, abilities, experience that the labor force has in a certain period of time.

For modern companies, a number of fundamental approaches can be proposed for assessing their human capital.

Figure 1 - Methods for assessing the human capital of a company

Methods for calculating the cost of a company's human capital:

• 1. Method for calculating direct personnel costs. The easiest way for company managers to calculate the total economic costs incurred by the company on its staff, including an estimate of the cost of staff salaries, related taxes, security and improvement of working conditions, training and skills development costs. The advantage of this method is its simplicity. Disadvantages - an incomplete assessment of the real value of human capital. Some of it may simply not be used in the enterprise.
• 2. The method of competitive assessment of the cost of human capital. This method is based on the sum of the estimated costs and potential damage to the company with the possible departure of an employee from it:
  • - total personnel costs (see method 1) produced by the leading competitor (taking into account comparable production capacities);
  • - individual bonuses to each employee of the company (obtained on the basis of qualified expert assessments) that a competing company could pay for his transfer to them;
  • - additional costs of the company required to find an equivalent replacement for the employee in the event of his transfer to another company, the cost of an independent search, recruiting agencies, announcements in the press;
  • - economic damage that the company will suffer during the period of searching for a replacement, a decrease in the volume of products or services, the cost of training a new employee, deterioration in product quality when replacing an employee with a new one;
  • - loss of unique intellectual products, skills, potential that an employee will take with him to a competitor's company;
  • - the possibility of losing a part of the market, increasing sales of a competitor and strengthening its influence on the market;
  • - changes in the systemic effects of synergy and emergence (increasing mutual influence and the emergence of qualitatively new properties) of members of the group in which the employee was located.

The structure of the above assessment of human capital shows that the real value of human capital is 3-500 times higher than the nominally valued today in most Russian companies depending on the level of intelligence and qualifications of the employee. it minimum score for low-skilled labor, but even here it is higher than the estimate of a simple wage, since the worker's experience and the complex system of his interaction with other workers are lost. The rating is maximum for the “golden collars”, the most qualified employees of the company in the field of management, information systems, innovative intellectual processes.

This method is more complicated, but it provides a much more efficient estimate of the true value of a firm's human capital. The experience of mass relocation abroad and the transition of many Russian workers to foreign firms shows that many workers who had Russian conditions monthly salary in the amount of 700-1500 rubles. got a job abroad salary more than $100 thousand per year.

3. The method of the prospective cost of human capital.

In addition to the competitive cost method, it takes into account the assessment of the dynamics of the cost of human capital in the future for 3, 5, 10 and 25 years. This assessment is primarily required for companies involved in the development of large and long-term projects, for example, conducting research in the field of innovation or building large high-tech facilities. Since the cost of a number of employees at the same time changes unevenly, growing sharply during the period when they achieve the most important results after a sufficiently long period of time and when they approach the expected final results, when the possible departure of part of the staff from the company is associated with large economic losses.

• 4. Estimation of the value of human capital based on tests in the business environment. This estimate can be obtained based on two approaches:
  • - according to the specific results obtained by the employee, based on the profit that he brought to the company, or to increase its assets, including intellectual ones. This assessment is widely used in business, as it is the most simple. But at the same time it is the most rigid and often erroneous. According to one of the leading Russian businessmen if the manager fails business once, he loses 50% of his image, if the second time - he completely loses his reputation. However, many top managers of the world's leading corporations do not fit into the framework of this approach, who repeatedly failed, but rose again and created an even more effective business. In addition, in many cases, the failure of a business can be caused by a completely unpredictable global crisis or an occasional major fluctuation in the market. As a result, a manager will be “written off” who has great potential, talent and prospects, but who has become a victim of two major crises. However, one cannot ignore the fact that evaluation by the end result, and not by the abundance of diplomas, reviews, opinions, connections (which is most typical for Russian conditions) is the most accurate and correct approach. Therefore, a different approach is proposed, based on a concept that allows you to get an assessment based on the final results, but, figuratively speaking, with a “human attitude to human capital”: which it brought to the company, or by increasing its assets, including intellectual ones.
  • - assessment of human capital based on the system of Business Teachings on management, economics and marketing based on high information technologies. This concept is based on the forecast of the results of the manager's work in a business environment that is as close as possible to his real environment. As market conditions became more difficult, entrepreneurs quickly realized that every dollar invested in management training has the highest return in the economy. In order to attract managers who ensure the company's breakthrough in the market and the transition from the zone of losses to the zone of profits, companies are ready to spend amounts measured in tens of millions of dollars. It is not surprising that the most highly paid job in market conditions is the work of a manager, whose qualifications and talent determine prosperity or ruin in the market.

Looking at the countries of the world, it is estimated that the largest amount of human capital is located in the United States and is approximately three-fourths of the entire national wealth of the United States. Investment in the human factor was the main reason for the steady economic development of the United States at the end of the twentieth century.

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Introduction

The theme of the course work is "Assessment of human capital."

The concept itself was introduced into economic theory only in the twentieth century. But the content has been thought about since ancient times. The works of the great philosophers of ancient times have come down to us, devoted to the role of man in the economy, or as they said then: - economy. Man was one of the central figures in the economy.

In the era of industrialization, the role of man in the economy and wealth of the country was redefined. Physical capital comes first. Under the conditions of mechanization, human labor was replaced by cheaper and better quality mechanical, automated labor.

In our modern, informational age, the role of a person again comes to the first and decisive role. We need professional personnel who can manage and operate high-tech equipment.

Most countries are investing more and more in human development, or as we will discuss in our term paper - in the development of human capital.

But by investing money, the state and investors expect a return on their investments, and the question arises: "How to measure and evaluate human capital?" Currently, there are many concepts, and we will look at the main ones.

In our time, a state whose people will have better human capital is more likely to get ahead in the race scientific and technological development(NTR). Which, as a result, will give more high level life and more opportunities for human development.

That is why the issue of assessing human capital is one of the most important topics. If we can objectively evaluate human capital, then, based on the results obtained, it will be possible to build an effective plan for further development.

Our course work divided into 3 chapters. In them, we will consider the very concept of human capital, its structure.

We will also touch on methods for assessing human capital, as well as criteria for assessing human capital. We will measure human capital using the UN method. Let us write down and analyze the equations that will be used to measure human capital.

At the end of our work, we will follow the formation of human capital in Russia, give its assessment and see the development of this assessment with the help of the latest statistical data.

1. Basicstheorieshumancapital

1.1 concepthumancapitalandhisstructure

In the modern world, the concept of human capital has a very broad meaning. Many scientists either include new characteristics in the concept of Human Capital, or, on the contrary, remove them from their complex and long definitions. Although there is such a thing as human capital for a long time, it began to take its form only in the sixties of the twentieth century. At this time, the first theories on the topic of human capital appeared. The most famous scientists who received the Nobel Prize in economics for this discipline were Theodor W. Schultz in 1979 and Gary Becker in 1992.

In the modern economic dictionary, such formulations of human capital are given. Human capital:

1) The capital resources of society invested in people, man; human capabilities to participate in production, create, build, create value.

2) Human knowledge and skills representing the conditions, resource, tool of creative activity

We believe that human capital can be identified as individual and social view capital.

Individual human capital is a set of knowledge, skills and health of a person, characterized by belonging only to this individual, who is able to freely choose how to use his capabilities.

In the social sense of this concept, human capital is the totality of knowledge, health and professional skills of all individuals, considered as a whole. This should also include the number of able-bodied population, dependents and the unemployed.

Such a concept as maternity capital should also be introduced into the structure of the Cheka. This is an indicator characterized by the possibility or impossibility of giving birth to children, giving them education, and providing all kinds of material assistance.

All this creates national human capital.

It is formed through investments in upbringing, education, culture, health of the population, in improving the professionalism, level and quality of life of the population, in science, knowledge and intellectual capital, in entrepreneurial ability, in information support and security of citizens, in economic freedom in its international definition, in the tools of intellectual labor, in the environment of the functioning of human capital as a factor in the development of the economy and society.

Human capital as a store of knowledge, skills, experience can not only accumulate in the process of investment, but also materially and morally wear out.

The integral return on investment in human capital in an efficient state increases over time. Human capital is an intensive factor of development, and the law of diminishing returns does not apply to it with a correctly chosen strategy for the development of human capital, the economy, statehood and civil defense. For example, in a criminalized and corrupt country, the Cheka cannot function effectively by definition. Even if it is an "imported" external high-quality Cheka, provided by its inflow. It either degrades, getting involved in corruption and other counterproductive schemes, or “works” inefficiently.

Currently, on the basis of the theory and practice of human capital, a successful paradigm for the development of the United States and leading European countries is being formed and improved. Based on the theory and practice of the Cheka, Sweden, which lagged behind, modernized its economy and returned its leadership position in the world economy in the 2000s. Finland, in a historically short period of time, has managed to move from a predominantly resource-based economy to an innovative economy.

All this took place not because the theory and practice of the Cheka implemented a kind of magic wand, but because it became the answer economic theory and practice to the challenges of the time, to the challenges of the innovative economy emerging in the second half of the 20th century, to the challenges of its highest stage - the knowledge economy, as well as venture scientific and technical business.

In the conditions of globalization of the world economy, in the conditions of free flow of any capital, including human capital, from country to country, from region to region, from city to city in the conditions of intense international competition, accelerated development of high technologies, human capital is the main intensive competitive factor development of those countries of the world that carry out advanced investment of high-quality HC, organize and finance its inflow into the country, create better conditions for the work and life of leading specialists of the world and the country.

The choice of human capital as the main development factor for a developing country literally dictates a systematic and integrated approach in developing a concept or strategy for the development of both human capital itself and the country's overall development strategy. Requires linking all other documents with them strategic planning. This dictate follows from the essence of the national Cheka as a synthetic and complex factor of development. Moreover, this dictate emphasizes the high quality and productivity of labor, the high quality of life, work and tools of specialists that determine the creativity and creative energy of human capital.

An analysis of the processes of scientific and technological development shows that human capital, the cycles of its growth and development are the main factors and drivers of the generation of innovative waves of development and the cyclical development of the world economy and society. Gradually knowledge accumulated. Education and science developed on their basis. A layer of highly professional scientific, technical, managerial and, in general, intellectual elite was formed, under whose leadership another breakthrough was made in the development of the country. Moreover, the level and quality of the national Cheka determine the upper bar in the development of science and economics. And without raising the quality of the national HC to the level required by the innovative economy of quality and work ethics, it is impossible to jump into the innovative economy and, moreover, into the knowledge economy.

At the same time, the share of unskilled labor in the GDP of developed and developing countries is getting smaller, and in technologically advanced countries it is already vanishingly small. Any work now in a civilized country requires education and knowledge.

The locomotive for the development of HC in the economy is competition in all types of activities. Competition forms and selects the best specialists, the most effective management, and improves the quality of human capital. Competition stimulates entrepreneurs and management to create innovative products and services. Free competition, economic freedom in its international definition are the main stimulators and drivers of the growth of the quality and competitiveness of the national human capital, the growth of knowledge production, the generation of innovations and the creation of effective innovative products.

There is also a negative, passive and positive CC. The concepts of negative, passive and creative (innovative) human capital help to better understand and interpret the huge differences in the cost, quality and productivity of national human capital of the countries of the world. The main indicators and parameters of national HC are calculated according to integral macro-indicators, reflect the processes, final characteristics and results at the macro level. The introduction of types, types and characteristics at the microlevels and at the level of the individual, family and organization makes it possible to detail the essence of the processes of integration of human capital at all levels.

Individual negative human capital is the accumulated stock of special and specific knowledge, pseudo-knowledge, skills, moral and psychological deviations of the individual, allowing him to receive income and other benefits for himself through illegal, immoral, fraudulent or incompetent activities that interfere with the creative activities of others and their creation of new goods and incomes.

An individual with a negative HC is only a consumer, a destroyer and a dependent for the creative part of the population. Such an individual, through criminal, corrupt, fraudulent and other similar activities, lives by appropriating part of the national wealth, without making his personal contribution to it, and prevents effective work other people. Moreover, the negative part of the Cheka includes people with higher education, with diplomas of doctors of sciences and various academies.

The composition of the negative human capital includes incompetent managers and incompetent specialists in all types of activities, pseudoscientists and pseudoinnovators whose activities harm science, the economy and society.

The negative part of the national human capital is the negative shares of individual and corporate human capital, corrupt state institutions, incompetent and corrupt officials, inefficient state management technologies and systems, inefficient part of the systems of education, education, science, healthcare, security, low quality of life and outdated and inefficient tools of intellectual labor.

From the point of view of the theory of economic and other changes, we formulate the concept of negative human capital as follows.

Negative human capital is such changes in human capital that lead to negative qualitative changes in the individual, in the family, in organizations, in education, science and other components of human capital, in the economy, in state institutions and in society. They reduce the cost and effectiveness of human capital at the appropriate level, and generally reduce the productivity and quality of national human capital.

An example of negative human capital is presented in chapter 3.

Passive human capital is the share of low competitive and non-creative HC of any level, which is mainly aimed at self-survival and self-reproduction and does not participate in innovation processes development.

Thus, according to the degree of creativity, creativity and efficiency as a productive factor, human capital can be divided into negative HC (destructive, actively interfering with development processes), passive HC - purely consumer, not creative, not participating in innovative processes, and positive - creative, creative, innovative Cheka. Between these states and the components of the total HC, there are states and components of the HC that are intermediate in terms of efficiency.

A significant contribution to the accumulated negative HC is made by corrupt officials, criminals, drug addicts, excessive drinkers, loafers, loafers and thieving people. And, on the contrary, a significant share of the positive part of the Cheka is made by workaholics, professionals, world-class specialists. The negative accumulated human capital is formed on the basis of the negative aspects of the nation's mentality, on the low culture of the population, including its market components (in particular, the ethics of work and entrepreneurship). Contribute to it are the negative traditions of the state structure and the functioning of state institutions on the basis of lack of freedom and underdevelopment of civil society, on the basis of investments in pseudo-education, pseudo-education and pseudo-knowledge, in pseudo-science and pseudo-culture. A particularly significant contribution to the negative accumulated human capital can be made by the active part of the nation - its elite, since it is she who determines the policy and strategy of the country's development, leads the nation along the path of either progress, or stagnation (stagnation) or even regression.

Negative human capital requires additional investment in the national HC to change the essence of knowledge and experience. To change the educational process, to change the innovation and investment potential, to change in better side the mentality of the population and improve its culture. In this case, additional investments are required to compensate for the negative capital accumulated in the past. Positive human capital is defined as the accumulated human capital that provides a useful return on investment in it in the development and growth processes. In particular, from investments in improving and maintaining the quality of life of the population, in the growth of innovative and institutional potentials.

The fact that human capital cannot be changed in a short time, especially with a significant amount of negative accumulated human capital, is, in fact, the main problem in the development of the Russian economy from the point of view of the theory of human capital development.

The most important component of human capital is labor, its quality and productivity. The quality of labor, in turn, is significantly determined by the mentality of the population, the quality of life and the index of economic freedom. Low-productivity and low-quality labor significantly reduces the cost and quality of the accumulated national HC.

1.2 Indicatorsestimateshumancapital

When calculating the cost and effectiveness of the national human capital through the share of the innovative sector of the economy in GDP, through the efficiency of labor and accumulated human capital, the impact of negative and passive human capital on the indicators of national human capital is taken into account automatically through integral indices and macro indicators, including GDP, the share of the innovative economy in GDP, the index of economic freedom , quality of life index and others.

Currently, more and more supporters are gaining the point of view that human capital is the most valuable resource of modern society, much more important than natural resources or accumulated wealth.

Symptomatic in this sense is the statement of one of the prominent theorists of human capital, L. Thurow: “The concept of human capital plays a central role in modern economic analysis". A.M. Bowman called "the discovery of human capital a revolution in economic thought".

Of particular relevance today is the problem of assessing human capital, which concerns everyone - from scientists, financial analysts to personnel consultants. Organizations are interested in those processes and practical technologies that help increase profits. "Firms recognize the fact that intangible assets add to the difference between a company's net value and market value," concludes Mark Thompson of Templeton College, Oxford. An example is the mobile phone giant Nokia Corporation, whose tangible assets account for only 5%. The remaining 95% of its assets are intangible, including the qualifications, skills and talents of employees, as well as know-how.

It should be noted that the total amount of human capital should be considered both for an individual, for a firm and for the whole society as a whole. Human capital has its own complex internal structure, each of the components of which consists of different assets, which, in turn, have their own qualitative and quantitative

characteristics. To assess human capital, both natural and cost indicators are used. Natural (and temporary) indicators are relatively simple, they can be calculated at different levels: individual, firm and state, respectively, to various components. To assess the health fund, the average life expectancy, mortality of the population for various reasons, the intensity of mortality, natural population growth, life expectancy at the time of birth, the share of the working-age population, the proportion of older people in the population structure, the level of disability in the country, the level of diseases with temporary disability, prevalence of bad habits, physical development of the population, etc. To assess the fund of education, these are: the level of formal education (number of years of study), the level of knowledge and intelligence (IQ coefficient), - at the level of the individual; the share of specialists with higher and secondary education, the share of personnel engaged in R&D, the number of inventions, patents - at the firm level; average number of person-years of study, number of graduates educational institutions, the number of scientific personnel and organizations, the level of functional literacy, the volume of production of new information - at the state level, and a number of others.

In the first half of the XX century. I. Fisher, S.Kh. Forsyth, F. Crush, Yu.L. Fish et al. also attempted to calculate the value of an individual and the entire population of a country.

Thus, cost indicators are the most obvious and simple, in terms of the possibility of their definition and calculation. However, the cost of producing human capital is not the value of human capital, but the value of investments in human capital, and investments are never identical to the value, since they are often unproductive.

The value of human capital is determined not by the price of its production, but by the economic effect of its use.

Consider the category of wages in terms of assessing human capital. Note that the western economics significantly revised the category of wages. The structure of wages has undergone significant changes due to a significant increase in investment in people. Thus, most of it is a product of human capital, and not just a product of the labor that each individual possesses. In this regard, G. Becker proposed to consider each person as a combination of one unit of simple labor and a certain amount of human capital embodied in it. Then the wages received by any worker can also be considered as a combination of the market price of his “flesh” and the rental income from the human capital invested in this “flesh”.

With a monetary approach to the assessment of human capital, the value of human capital is understood as a certain fund that provides labor with a constant income. It is a weighted average of expected, future earnings.

M. Friedman considers human capital as one of the forms of assets, alternative to money. This gives him reason to include human capital in the money demand equation for individual wealth holders.

So, in our opinion, the value of human capital, as noted above, is not the cost of its production, but its potential - a probabilistic return. If the value of human capital is equal to its potential, which exceeds costs, then it is necessary to calculate it, remaining on the basis of the theory of productivity of production factors. It is known that, in accordance with the theory of productivity of factors of production, each of them creates a certain share in the value (price) of the goods, and their owners receive a corresponding share, which takes the form of their income.

Based on this, in order to answer the question about the value of human capital, it is necessary to find out what it consists of, i.e. assess the components of human capital. Currently, there is no single, generally accepted approach to the structure of human capital. Nevertheless, in our opinion, the main, most important components of human capital include, first of all, health capital, as the fundamental basis of human capital in general, as well as education capital and motivation capital. In this regard, of interest is the methodology for assessing the value of human capital, proposed by Associate Professor of the Russian Chemical Technical University. DI. Mendeleev, T.G. Myasoedova, she considers the totality of natural abilities, health, acquired knowledge, professional skills, motivations for work and continuous development, and a common culture as elements of human capital. She believes that human capital is a probabilistic value. Each of the components of human capital is also probabilistic in nature, and depends on many

factors. Some components of human capital can be considered as independent quantities, and some - as conditionally dependent. For example, the presence of good or bad natural abilities does not change the likelihood of good or bad health, the presence of certain knowledge, good or bad motivation for continuous development or productive work. The presence of professional knowledge may increase the likelihood of a high motivation to work, but (in the absence of a high general culture) may not have any effect on it.

The author assumes that all components of human capital are independent events. In accordance with the rule of multiplication of independent events, the probability of the joint occurrence of several independent events in the aggregate is equal to the product of the probabilities of these events. In relation to human capital, this means that HC = Natural abilities, health, knowledge, motivation, general culture.

P? R CH R CH R CH R CH R,

where Р i , are the probabilistic values ​​of the components of human capital.

The greater the probabilistic value of each of the components of human capital, the greater the human capital itself. A decrease in any of the variables will lead to a decrease in human capital as a whole. Moreover, an increase in one of the components without a corresponding increase in the others will lead to only a small overall increase in human capital.

An attempt to more fully reflect the parameters of human development is also a new concept of national wealth. The World Bank put forward the interpretation of national wealth as a combination of accumulated human, natural and reproducible capital and made experimental estimates of these components for 192 countries.

According to World Bank estimates, the share of physical capital (accumulated material assets) accounts for an average of 16% of total wealth, natural capital - 20%, and human capital - 64%. For Russia, this proportion is 14, 72 and 14%, while in Germany, Japan and Sweden the share of human capital reaches 80%. However, per capita Russia had the highest accumulated national wealth - 400 thousand US dollars, which is 4 times higher than the global indicator.

The indicators show that the share of human capital in Russia is significantly lower than in developed countries. It must be recognized that “today much has been destroyed. In terms of human development, we have fallen below what we were under Soviet rule. But our basic capabilities are still preserved. Therefore, the task of the state, the political elite is to bring human potential out of its latent state. One cannot but agree with this statement. It should be noted that along with a variety of methods for assessing human capital, there are a number of researchers who deny the very possibility of assessing human capital.

As an example, we can cite the following conclusion of A.O. Verenikina: on the one hand, due to the "inalienability of the totality of capital powers" from human capital, and on the other hand, due to the fact that "the human personality is priceless ... human capital in the long term, strategic plan, taking into account the interests of society and civilization as a whole, cannot have an exchange value and price". At the same time, the author explains: “market principles cannot fully ensure the reproduction of human capital, the costs, and often the return on its functioning, do not have an integral price characteristic, the monetary valuation of human capital assets, as a rule, diverges from social necessary costs on its reproduction and its social value. In our opinion, the denial of the very possibility of assessing human capital seems to be incorrect, in this case there is a substitution economic categories ethical.

No one questions the fact that the human personality is priceless from the point of view of ethics, however, a person receives a salary, which is also a kind of assessment of his human capital, which is a generally recognized norm.

There is no doubt that at present the problems of assessing human capital are increasingly coming to the fore, although the unified principles for calculating this complex indicator have not yet been developed. Nevertheless, in the study of the UN Economic and Social Council (ECOSOC), the most important unified principles for calculating such components as the average life expectancy of one generation, active working period, net labor force balance, family life cycle, etc. In assessing human capital, an essential point is the consideration of the cost of educating, training and training new employees along with advanced training, lengthening the period of employment, losses due to illness, mortality and other factors, etc.

Thus, we can conclude that the quantitative measurement of human capital is possible, despite significant discrepancies in the methods of such measurements. Moreover, undoubtedly, quantitative (monetary) measurements of human capital in general and its components in particular are extremely necessary and important not only from the point of view of the development of economic theory, but, first of all, for the effective functioning of the economy of any country as a whole. Also, for successful functioning, it is necessary to develop methods for measuring the assessment of human capital.

2. Problemsmeasurementsandestimateshumancapital

2.1 Methodsestimateshumancapital

With all the variety of methods, there are several basic approaches to the assessment of human capital, based on: investment in the development of human capital; return capitalization; natural indicators (skills, competencies and literacy of the population). Features of each of the approaches will be presented below. It should be noted that in each approach there are a number of difficulties and contradictions. Thus, when assessing human capital on the basis of investments, many scientists are of the opinion that for the formation of human capital, all costs are necessary that are aimed at maintaining human life. Ernst Engel was a supporter of this method, he believed that the costs of raising children can be estimated and taken as a measure of the monetary value of children for society.

The view of others is that the cost of producing human capital is only equated with costs that increase the productive capacity of people, such as investment in formal education. Formal learning refers to the education system. However, although this type of cost is relatively easy to determine, it is only a fraction of the total accumulated HC.

The educational component of HC, according to Kendrick, in addition to formal education, also includes non-formal education (self-education, the media, cultural and educational institutions, etc.), family education, in general, the entire infrastructure that forms a person. Estimation at the "original" cost by the method of continuous inventory of costs, proposed by J. Kendrick, involves the calculation of current costs for the entire education system per year, related to the average annual population of the i-th age, in proportion to the coefficients of cost distribution in the age groups from 0 to 30 years and the cost of a conventional unit of costs for formal education. Costs in the field of non-formal education are calculated on the basis of data on per capita investments in cultural and educational activities, art.

The costs of family education and out-of-school services for children are calculated similarly to the cost of human capital received in the formal education system, with the significant difference that the cost of family education is estimated either by opportunity cost(lost earnings of women on parental leave), or by taking into account the time spent on raising one child, equating them to the average cost of an hour of working time.

It should be noted that the Kendrick method, despite the completeness of accounting for the costs of forming human capital, is of little use in practical calculations. It does not reflect the real amount of human capital involved in labor process, imperfect due to the conditionality and lack of statistical support for the included costs, gives overestimated results due to the attribution of costs to cultural development personality to the educational, and not to the cultural component of human capital, without taking into account the obsolescence of human capital (obsolescence of knowledge and skills). In addition, in the Russian conditions of unstable prices, the method does not allow making an inventory of the costs of different periods without taking into account the inflationary component and subsequently comparing them with the cost of the episodically revalued fixed production capital.

Another method based on the assessment of the educational component, developed by T. Schultz, is significantly inferior to the previous one in terms of cost coverage (only formal education is included), gives more adequate (calculation is made in the prices of the year of calculation) and more comparable results. Evaluation involves calculating the capital of labor resources, and not just the entire population, and comparing it with the fixed production capital, expressed in prices of the same year. According to T. Schultz, the costs of the formation of human capital consist mainly of the direct costs of the state and private individuals in the field of education and the labor costs of the students themselves for the production of their qualifications.

It is known that health and education are the main factors involved in the formation of national human capital. The results of recent studies indicate that the level of human health is only 8-10% dependent on health care, 20% on environmental conditions, 20% determined by genetic factors and 50% depends on the lifestyle of the person himself. It should be noted that in the well-being of a person, his health, according to WHO, is 10%, respectively, and the same contribution can be indicated in human capital. Based on the foregoing, it follows that the components of health and education not only belong to the totality of HC, but are also its forming factors.

Thus, each of the assessment methods discussed above is far from fully capable of measuring the entire scale of the HC value. Most existing estimates do not take into account investments that do not have a monetary value, such as students' own labor in the course of the educational process. In this case, it is customary to talk about the lost earnings of students. However, when constructing estimates, the question arises: from what age should lost earnings be taken into account, how to estimate the size of the HC in the case of “informal part-time work”? The last point is also directly related to the benefits received from the HC for any age category of the population.

The profit received by an individual in economic theory is expressed mainly in value terms, we believe that these are one-sided methods that do not take into account such an indicator as utility - the satisfaction of an individual from the use of any benefits, services and resources. Therefore, when speaking “On the lost earnings of students”, it means only the value of this. In fact, any act of a person that brings him usefulness is also expressed in the natural and psychological aspects.

And if in economic theory the situation with natural indicators is at least somehow understandable, i.e. we know that these are health, intellectual capital, etc., not isolated from the individual. Psychological usefulness from the use of goods and services is considered only indirectly. In the theory of human capital, we met with the concept of motivation, i.e. with the desire of the individual to perform any action. What underlies motivation is considered superficially and is usually done with the help of Abraham Maslow's pyramid. There are no methods for measuring the psychological component, because it is connected with the great differentiation of the needs of the population. And what indicators to use? If only to take them from the bible? But they will still be probabilistic.

So, the investment method is limited due to incomplete accounting of implicit costs, and also difficult due to the inability to trace the relationship between the investment spent and the level of accumulated HC. For example, the need for health services is determined by the need to correct deviations from the norm in the state of health. Therefore, it is the higher, the worse the state of health, which means that there may not be a direct relationship between the volume of investments in health care and “health capital” .

Along with this, the opposite situation is real, when special targeted investments are not required to increase human capital: “At each given moment in time, the stock of human capital accumulated by an individual is the cumulative result of a stream of events that occurred during his entire life.”

When talking about an approach built on the results of past efforts, it is worth distinguishing between monetary and non-monetary benefits. Methodological difficulties in accounting for monetary returns, unlike non-monetary ones, practically do not arise. Monetary benefits refers to the amount of lifetime earnings. Carl Thurow said that "to distinguish between good and bad decisions, one has to take into account only the maximization of monetary income" . However, in practice, such an assessment will not fully reproduce the entire real volume of human capital. It is rather problematic to assess non-monetary benefits associated with a reduction in the risk of unemployment, the prospect of career development, and it is almost impossible to give a market assessment of the level of satisfaction with the content and working conditions.

Benefits that are not related to the sphere of market relations can also be attributed to a reliable type of return. Thus, many studies prove the correlation dependence of the level of health and overall life expectancy on the number of years of education. This relationship varies depending on work and economic conditions, socio-psychological resources, a person's lifestyle, and the impact of environmental factors.

Along with the two previous approaches to assessing human capital, the assessment of natural indicators is also practiced, which involves the analysis of population parameters. As variables, various elements are used that are formed in the system of formal education, with vocational training: the level of literacy and education of the population, the average number of years of schooling, the number of students in educational institutions various. The most popular is the indicator reflecting the average number of years of education. However, the technical side of this method contains a number of difficulties associated with the processing of statistical data that are not available for all countries. Statistics are collected through population censuses about once every 10 years. There are no such data for Russia, therefore, based on the data on the level of education and the duration of education at each level, the total number of years of education is calculated. The obtained values ​​of the number of years of education are adjusted at each subsequent time point using the method of continuous data inventory, taking into account the number of students of different age cohorts, the share of dropouts, repetitions, mortality, etc. At the same time, the disadvantage of this technique is that, firstly, the procedure itself is rather laborious, and secondly, minor changes in the technique used, associated with insufficient corrective data, can lead to significant discrepancies in the results.

As additional indicators of human capital, such parameters are often used as: the number of researchers with scientific degrees, employed in research and development design work, investments in the development of science and education, etc. The disadvantage of the developed methods for calculating the parameters of the population is the inability to assess the qualitative characteristics of the population. For this purpose, functional literacy indicators have now been developed, which are special tests, for example, PISA and TIMMS - a program for assessing the knowledge of schoolchildren and students; IALS are tests developed to assess the functional literacy of the adult population. investment society human capital

However, the practical application of representative estimates based on the direct parameters of the population is a rather costly and time-consuming procedure. In addition, for the assessment, the parameters of the population included in the formal education system are used, which, as mentioned earlier, make up only a part of the human capital, therefore, the result of this assessment cannot reflect the real volume of the human capital. These methods are used by scientists such as Gary Becker, Pavel Dyatlov, etc.

The advantage of this method is that it is often used to compare inter-regional, inter-country. However, estimates obtained on the basis of direct parameters of the population are not able to cover the entire range of human knowledge.

However, despite all the problems considered in assessing human capital and the sufficiency of data, it was found that the investment-based approach is the most popular and has the most adequate estimates.

Despite all the variety of approaches to the assessment of human capital, any of them lose sight of certain important aspects. This is primarily due to the fact that not all structural components of HC are amenable to quantification. To solve this problem, one has to resort to various indirect assessment methods, which in turn is a rather laborious process. However, this is not the only difficulty in constructing HC estimates; the collection, processing and statistical accounting of information data at all levels of the study is a great difficulty.

There is also a method for assessing human capital, used by the UN. The organization uses in its methodology a comparative analysis based on statistical data. The result is an index called the HDI.

Index human development, until 2013 "Human Development Index" (HDI) - integral indicator, calculated annually for cross-country comparison and measurement of living standards, literacy, education and longevity as the main characteristics of the human potential of the study area. It is a standard tool for general comparison of living standards in different countries and regions. The index is published by the United Nations Development Program in Human Development Reports and was developed in 1990 by a group of economists led by Pakistani Mahbub-ul-Haq. However, the conceptual structure of the index was created thanks to the work of Amartya Sen. The index has been published by the UN in its annual Human Development Report since 1990.

When calculating the HDI, 3 types of indicators are taken into account:

Life expectancy - evaluates longevity.

The literacy rate of the country's population (average number of years spent studying) and the expected duration of schooling.

Standard of living measured in terms of GNI per capita at purchasing power parity (PPP) in US dollars.

A generalized system of indicators has been developed and scientifically substantiated, characterizing the quantitative and qualitative characteristics of socio-economic differentiation social development, including:

coefficient of differentiation of the human development index, which characterizes the degree of difference in the socio-economic development of the analyzed countries, regions within the country, social groups;

coefficient of differentiation of the index of health (longevity), showing how much the state of health in one country, region is better than in another;

coefficient of education index differentiation. This indicator determines the degree to which the level of education of the population in one country (region or other object of study) exceeds the level of education (literacy) of the population of another country;

income index differentiation coefficient, which determines the degree of economic differentiation of the analyzed countries or regions;

coefficient of differentiation of the mortality index, as an indicator of differences in the health status of the compared countries or regions;

coefficient of differentiation of the level of vocational education, reflecting the differences in the degree of enrollment in second and third stage education in the countries or regions studied.

In 2010, the family of indicators that measure the HDI was expanded, and the index itself underwent a significant adjustment. In addition to the current HDI, which is a composite measure based on country-average statistics and does not take into account internal inequalities, three new indicators have been introduced: the Human Development Index adjusted for socio-economic inequality (HDI), the Gender Inequality Index (GII) and Multidimensional Poverty Index (MPI).

Depending on the HDI value, countries are usually classified according to the level of development: very high (42 countries), high (43 countries), medium (42 countries) and low (42 countries) level.

In some translations of the original term Human Development Index (HDI), it is also referred to as the Human Development Index (HDI).

The Human Development Index (HDI) is calculated in 2 stages:

At the first stage, longevity, education and GNI indices are calculated. To normalize all variables in the interval (0,1), it is necessary to set their minimum and maximum values. The highest value of each parameter in the time interval 1989--TTTT is used as the maximum value, where TTTT is the year for which the HDI is calculated. In this report, the HDI was calculated for 2012, so TTTT = 2012. Minimum values ​​are set separately for each component of the HDI. For years of schooling, this value is assumed to be 0, for life expectancy at birth, 20, and for gross national income, $100.

Each of the Human Development Indexes is calculated as follows:

I - index of this species;

D f - actual value indicator;

D min - the value of the indicator, taken as the minimum;

D max - the value of the indicator, taken as the maximum.

At the second stage, the Human Development Index is calculated, the value of which is determined as the geometric mean of the above indicators:

The HDI is calculated in three steps.

At the first stage, the unevenness of human development is measured, which is subsequently taken into account in the calculation of the HDI.

The HDI is based on the measure of Atkinson's inequality (1970), in which the parameter characterizing the attitude of society towards inequality is taken equal to 1. In this case, the measure of inequality is calculated as A=1-g/m, where g is the geometric mean and m is the arithmetic mean of the distribution . This can be written as

where (X1,...,Xn) is the distribution.

Ax is calculated for all parameters: life expectancy, average duration of training and net income or per capita consumption.

The geometric mean in the formula does not allow the use of zero values. Therefore, when calculating the average duration of schooling, one year is added to all observed values ​​when determining inequality. When calculating the GNI index, the confluence was reduced too big income and vice versa, too little income by cutting off the top 0.5 percentile, and replacing negative and zero values ​​with minimum values ​​from the bottom 0.5 percentile.

2.2 Criteriaestimateshumancapital

When we got acquainted with the methods for calculating the HC score, we already applied some evaluation criteria. Such as the maximum and minimum set by the UN. Table 1 shows the minimum and maximum thresholds for these indicators.

Table 1

Comparing HDI and HDI we can draw an analogy with comparing potential and real GDP. The HDI is a potential indicator, while the HDI is a real one. Due to existing gender, social inequalities in society - not everyone can realize their abilities. For example, a woman in a Muslim country will have much more difficulty finding a job than the same woman would find one in Western Europe. If the HDI is equal to the HDI, then there are no inequalities in society in the country. And society can progress further. If they are not equal, then there are reserves that can be pulled up. In practice, this is difficult to implement, because of the established traditions and mentality of the people.

If the HDI is 1, then all people are educated, live to the maximum life expectancy recorded in the country with the highest rate, and have a GNI higher than the maximum recorded in the previous year in the country that moved up to 1 place in this ranking.

If the indicator is equal to zero, then all indicators have reached the minimum mark set by the UN on three main parameters. Therefore, the closer a country is to 1, the more developed its population is considered. Recently, Norway has the highest rating = 0.955 for 2013, and the lowest is Niger = 0.377. Russia occupies the 57th place with a rating of = 0.778. The report is published every year, it contains figures for the past.

There are also criteria for evaluating the effectiveness of investments in HC.

The figures obtained as a result of assessing human capital are used by economists to determine the economic efficiency of investments in education, the expediency of migration to prevent premature deaths, etc.

A method for calculating the present (current) value of the future income stream and comparing the amount of investment in education with it.

Internal rate of return method showing at what rate of interest the present value of the future income stream is equal to investment in education (analogous to the rate of return)

And now let's consider the formation of human capital in Russia and its assessment.

3. ProblemsformationandestimateshumancapitalinRussia

Human capital is formed by investing in improving the level and quality of life of the population. Including - in upbringing, education, health, knowledge (science), entrepreneurial ability and climate, information support, elite formation, security and economic freedom, as well as culture and art. The Cheka is also formed due to the influx from other countries. Or it decreases due to its outflow, which is observed so far in Russia. Cheka is not a simple sum of workers of simple labor. Cheka is professionalism, knowledge, education, information service, health and optimism, law-abiding citizens, creativity and non-corruption of the elite.

In the draft Strategy innovative development Russian Federation for the period up to 2020, grandiose tasks have been set to increase the output of innovative products and accelerate the development of human capital, but these good goals and objectives are not sufficiently financed. The draft strategy lists Russian human capital as a competitive advantage. In fact, due to its degradation due to extremely low investment, it has become a competitive disadvantage.

For 20 years, investments in culture, education and science in Russia have been among the lowest in the world among countries comparable in terms of potential.

In 2010, Russia ranked 65th in the world in terms of human development, between Albania and Kazakhstan. It is best with this in Norway and Australia. And in the ranking of state spending per person, Russia took 72nd place.

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