Leadership Style and Succession Planning

The main aim of the chapter is to identify the leadership style that promotes succession planning through the existence of leadership development practices within organizations. The middle and top leaders are very important to identify and develop new leaders within the organization. The authors reach three main conclusions: 1) The laissez-faire leadership style is related to the succession planning. Succession planning is positively influenced by leaders that adopt a passive leadership style. 2) There are some practices of leadership development that are related to the existence of succession planning in organizations. 3) The 360º feedback and coaching/executive coaching are related to the succession planning. These practices promote the human capital development, so it is assumed that succession planning may be related to the leader development. Theoretically they concluded that organizations should have a leadership pipeline in order to prepare leaders to assume leadership positions.

Achievements against problems: for 60th anniversary of human capital theory

The article considers the most important achievements of the human capital theory. Taking into account the theory’s versatility and ambiguity of approaches to its main theses, advisability of a systemic view on its evolution and role in modern science is indicated. The 60th anniversary of the official birth of the theory in 1962 was taken as a special reason for rethinking its achievements. There are given the main scientific human capital theory’s results, which expanded, deepened and supplemented the scientific knowledge over the period from the end XX century until the beginning of the XXI century. Among the results are the increasing importance of investments in human development, development of economic growth theories, classification and systematization of human productive qualities, development of interdisciplinary researches of human being and human capital, accumulation of empirical researches’ data bases, optimization of investment policies in different countries and regions, actualization of studying trends and problems in the field of science and education, development of futuristic ideas, extension of labor market researches, improvement of the personnel management theory and methodology. It has been emphasized that the existence of modern approaches to human capital development does not mean their widespread implementation in practice: an objective reality imposed by many factors does not always contribute to the effective use of individuals’ productive qualities. For Russia there are singled out the following factors: the economy’s structural problems, imbalances in supply and demand in the labor market, discrepancy between available human capital and quality of jobs, and some other factors that can neutralize positive effects of the human capital development.

Domestic Resource Mobilization and Human Capital Development in Sub- Saharan Africa

This study investigates the nexus between domestic resource mobilization using aggregated and disaggregated taxes, and human capital accumulation as measured by the index of human capital and total factor productivity. The study explores panel Autoregressive Distributed Lag. We further explore the linear and nonlinear effects of taxes on human capital accumulation. The results from the scatterplots show that taxes at aggregate and disaggregated levels positively correlated with the two measures of human capital. On the linear analysis, the impact of aggregated and disaggregated taxes is largely negative under the index of human capital but largely positive under the second measure in the short-run. However, the long-run results indicate that aggregate and disaggregated taxes significantly amplify human capital accumulation. On nonlinearity, there is no presence of human capital laffer curve (HCLC) in the short-run under the two measures of human capital. However, there is presence of HCLC in the long-run. The net effects results show that some taxes (such as indirect taxes, taxes on goods and services) are distortionary in improving the level of human capital development while some taxes (such as total tax, direct tax, taxes on income, profit, and gains) can distort human capital development in the SSA region.

Impact of Human Capital Development on Small and Medium Scale Enterprise in Some Selected Firms in Ananmbra State

This study examine the effects of human capital development in Small and Medium-Scale Enterprises (SMEs) and entrepreneurship performance and improvement in some selected SME firms in Anambra State. Descriptive survey design was used in the study. The total population of the study was 270. Findings revealed that human capital development helps in improving the performance of firms through training of employees fro greater performance of SMEs; developing efficiency of the SMEs; influencing the proactiveness of the employees; enhancing the flexibility of the employees; and improving service delivery of the employees. This study recommended that firms should develop human capital development so as to avoid stagnation of the skills of the employee. The study further recommended that firms should utilize human capital development so that it would not affect the quality of service delivery of SMEs.

Analysis of the mutual influence of the processes of implementation of the «green economy» concept and the human capital development index in the world economy

This article is devoted to the issues of mutual influence of the processes of implementation of the concept of «green» economy and the index of human capital development in the world economy. The problems of the ecological crisis of 2021, the search for reduction of energy, material and other types of resources, taking into account the development of a «green» economy and environmental improvement, are outlined.The authors present the main approaches and directions of high–quality training of personnel and the search for ways of its development, based on the system of increasing human capital, identifying new directions for the use of existing resources by employees, including digital ones, adaptation to technology, taking into account the new «green» course of development of the world economy.