Human capital is considered as a strategic resource among the main resources of any organization and an important factor in producing and presenting services to the society. Improving the productivity of human capital is the main cause of the improvement of productivity in organizations. Management of human capital development, focuses on the quantitative models and technics to test the product...

This study provides a descriptive analysis of human capital in different regions of Pakistan. Three different categories of human capital like rural, urban and overall are formed for the four provinces of Pakistan. The study finds visible difference in human capital situation between rural and urban areas of Pakistan. The study suggests that skills of workforce can be boosted through investment...

We review the existing literature on measurement of human capital. Broadly speaking, economists have proposed three approaches to constructing capital measures—the indicator approach, cost and income approach. Studies employing approach used single measures such as average years schooling or indexes multiple measures. The values investments based spending. by looking forward increment expected ...

Both human capital accumulation and Lazear contracts can explain the raising wage of salary/wage worker through job experience or tenure. To distinguish between these two effects, Lazear and Moore (1984) used self-employed workers’ wage growth to partial out the effect of human capital accumulation from salary/wage workers’ wage growth. When the human capital accumulation behavior is identical ...

The social capital and human capital have been conceptualized as key resources that may facilitate the performance of new ventures. Yet, despite a surge of studies examining the role of social capital and human capital in the entrepreneurial process, no quantitative assessments have been made of the empirical evidence to date. In an effort to systematically review past research results, I condu...

Human Capital and Career Success: Evidence from Linked Employer-Employee Data Denmark’s registry data provide accurate and complete career history data along with detailed personal characteristics (e.g., education, gender, work experience, tenure and others) for the population of Danish workers longitudinally. By using such data from 1992 to 2002, we provide rigorous evidence for the first time...