Design of Personal Trajectories for Employees’ Professional Development in the Knowledge Society under Industry 5.0

The main feature of Industry 5.0 is “personalization”, linked not only to provide customers with personalized products, but also, in our opinion, to ensure personalization in labor relations with employees, since it increases human value through human–machine collaboration. The human capital quality determines a significant contribution not only to the labor productivity growth, but also to extend a social communication, loyalty and employees’ trust. The study proposes the new methodological approach for corporate human capital assessment and management (CHCM) over new conditions of digital transformation. The CHCM uses methods of system analysis and synthesis, expert assessments, descriptive statistical analysis and survey. The novelty of CHCM is that, firstly, it reflects all the essential features and properties of human capital under emergence of new professions; secondly, it combines and comprehensively uses both quantitative and qualitative methods for human capital assessment, reflecting the subjective and objective aspects of human capital measurement; thirdly, it allows to create warranted management decisions about individual trajectories of professional development of employees, ensuring the continuous growth of individual, corporate and social wealth. It is proved experimentally that the implementation of individual trajectories for employees’ professional development provides 2–3 years’ perspective on companies’ performance growth.

Human Capital in Sustainable Development and Macro-level Criteria

In the light of the ongoing digital transformation in the world, there has been a significant increase in scientific and practical interest in the problem of human capital (HC) in recent years. This interest bases on the understanding of its key role in the socio-economic life and development of society with a radical change in the technological order at all its hierarchical levels: national, industry, regional, corporate and individual. On the upper levels (national, sectoral, regional) HC is characterized by demographic indicators, characteristics of the level and quality of education, health, living standards, cultural development, degree of scientific and technological scope of the society, degree of mobility when moving from areas with relatively low standard of living in places with higher, etc. The paper proposes a powerful evaluating tool for improving and increasing the human capital measurement, which can serve for increasing the social welfare of society, and transferring the most effective innovative solutions to the economy. The tool is based on mathematical modelling and correlations among HC and non-HC variables.

RELATIONSHIP BETWEEN HUMAN CAPITAL MANAGEMENT AND EMPLOYEES’ VALUE ADDED IN SOME FEW SELECTED ORGANIZATIONS WITHIN BAUCHI METROPOLIS

The study was carried out in Bauchi metropolis of Bauchi state (Nigeria) to evaluate the effective role of human capital management towards organizational value added of some selected organizations in Bauchi metropolis. The research assessed some selected staffs of five (5) different organizations drawn from both public and private sectors to examine how their employees are systematically selected, retained and maintained at their best. The study also aimed at determining the human capital measurement approach by those organizations to get the workers working as money alone cannot deliver the organizational goal. The research been an empirical study was conducted using structured questionnaire distributed to Staffs of some selected organizations in the metropolis. The sampling method adopted for the study was stratified random sampling technique. The instrument used for data analysis was using SPSS Pearson Product Correlation Method to test the hypothesis. A total number of 55 questionnaires were returned and considered out of the 60 that was distributed. This paper believed that the human capital management should be designed, implemented and assessed by how well it help organization achieved its strategic results and pursue its mission. It’s the overall recommendation of this paper that the long-term survival and sustainability of the organization in the fast moving world is guaranteed with investment in resources that can have different effects on human behaviors with the need to work effectively and how people pursue goals in a fast changing and multifaceted environment most affected by modernity and globalization.

Teoria kapitału ludzkiego a minimalne wynagrodzenia w wybranych krajach Trójmorza

The aim of the paper is to present a method for estimating the percentage compliance of statutory minimum wages in selected Trisea countries with minimum wages established on the basis of human capital theory. The first part of the study deals with the essence of capital, human capital and fair wage. Thermodynamic theory enables a deeper understanding of the nature of capital and perception the complementarity of capital and labor, from which follows a set of basic economic concepts. From this basis are developed the Human Capital Measurement Model and the Fair Pay Model. The models used to measure the value of human capital presented in the article help determine the minimal fair wages in Poland and selected Trisea countries. These models are based on fundamental laws of reality: the first and second laws of thermodynamics and the principle of minimal action. Especially the second law of thermodynamics in its basic formulation is indispensable in economic considerations, because the human body has the features of a heat engine and experiences spontaneous, random dispersions of energy. Fair wage means that the earnings of two working parents allow the two descendants to reach the level of human capital they achieve, i.e. this wage guarantees the preservation of human capital. The article ends with a comparison of the percentage compliance of statutory minimum wages in selected Trisea countries with minimum wages set on the basis of human capital theory. This percentage shows the similarities and differences between the economies of the countries surveyed in terms of costs of living and indicates the possibility of creating their own economic union.

Human capital of school-age population in West Sumatera: measurement and determinant

Information on human capital, especially for school- age population is still limited. Most of Indicators of human capital only consider the dimensions of education, while human capital is formed by various dimensions not only education. Recent human capital measurement is displayed in macro level so that difficult to analys in micro level. Based on recent condition of human capital information, this study aims to measure the human capital of the school-age population of 7-18 years old using the fuzzy set approach by considering several dimensions of human capital investment and analysis the determinant. The data source is from West Sumatera Socio-Economic Survey that held by National Bureau of Statistic in March 2017. Measurement human capital of 9,950 samples of school age population shows that urban areas have higher human capital than the rural areas. Internal factors, household and spouse characteristics such as income, parent education and occupation have impact in their children human capital. External factors such as subsidies and rural-urban development inequality also have impact and tend to be larger than internal factor. The strategy of increasing human capital under conditions of limited resources can be achieved by increasing the index of indicators which have greatest weight and also reducing development inequality between urban and rural areas. The other policy is to realize growth economic that have positive impact to entire society. In terms of methodology, this approach can be adapted to regional conditions, the development of theory and related research. Adjustments can be made at the stage of selecting investment indicators, data types and weight of indicator