The concept of human capital has long been debated in academic and policy spheres.
Its consolidation, however, has its origins in the studies of Theodore W. Schultz, an American economist, winner of the Nobel Prize in Economics in 1979, who worked on the concept in the 1950s, when he was studying the economic recovery of countries in the post-war period.
According to Schultz, “ human capital is the set of knowledge, skills and attitudes that favor the performance of work in order to produce economic value .”
In 1960, Gary Becker, another American economist, delved deeper into the topic, popularizing it among academics in the field.
For Becker, human capital was the essential differential that explained the gap in economic development between countries.
What is human capital for?
Human capital is one of the main means of generating mexico whatsapp data income in a company. It serves as a traction for the company's deliveries, both in the operational and strategic spheres, to prove to be above quality.
However, this is where the need for good human capital management appears.
As you've learned, it's not enough to hire the best people. You may have an amazing but dysfunctional team on your hands as a team.
This is where good management comes into play.
It is necessary to recognize and value professionals, understanding their profile ( strengths, weaknesses, opportunities for improvement ) to create strategies that enhance their deliveries.
Have you ever heard that a good leader needs to manage each of his subordinates in a particular way, understanding each individual as unique? That's what we're talking about.
It is like a homemade, tailor-made solution with the company's signature, to develop and empower its employees.
This process also includes the area responsible for identifying, attracting, motivating and retaining the company's top talents.
In other words, human capital is a workforce that offers more than just operations, but actually adds value to the business.
It is therefore necessary to continuously invest in their qualification, motivation and better working conditions.
One way to do this, and one that works very well for the company's marketing, is to support employees in taking courses, undergraduate and graduate degrees.
Not in vain, according to data from Businessolver , around 89% of professionals believe that the quality, types and cost of benefits indicate the values of the company.
That is, your image and who cares.
The management and maintenance of human capital is, therefore, a mission of HR and also of all leaders.
By improving the treatment of employees and their conditions within the company, it is possible to see significant improvements in results, ensuring the future of the business .
How can human capital be acquired?
Human capital, from the company's point of view, is like a double-edged sword: there is the personal factor of the professional, which determines his or her potential, but there are also the corporate actions that the organization takes to test and achieve this potential.
That said, it is undeniable that on the employee's side, their level of education, experience, technique and knowledge in the area will weigh heavily.
These are factors that are often beyond the company's control.
However, for the company, the acquisition of human capital becomes much more of a practical, day-to-day action. That is, the search, investment and encouragement for your employees to develop.
The paths towards this development will depend greatly on the type of professional and the need identified in relation to their profile.
We talk about training, courses, workshops, scholarships, business trips, internships, investment in tools and technologies that make your work easier.
Anything that can provide technical and/or practical value to employees, regardless of their positions and levels.