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«Наука через призму времени»
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«Наука через призму времени» №12 (21) 2018
Автор: Аль-Д. Хайдер Мохаммед Жасим, аспирант
Рубрика: Экономические науки
Название статьи: Human capital innovation in enterprises
Дата публикации: 19.11.2018
ИННОВАЦИИ
В СФЕРЕ ЧЕЛОВЕЧЕСКОГО КАПИТАЛА НА ПРЕДПРИЯТИИ
Аль-Д. Хайдер
Мохаммед Жасим
аспирант, 3 курс
направление 38.06.01 экономика
Южно-Уральский государственный университет,
г.Челябинск
Аннотация. Цель настоящей статьи –
объяснить инновационный вклад человеческого капитала в области
интеллектуального капитала, с попыткой определить роль инновационного
человеческого капитала в повышении эффективности организации. Сегодня концепция
человеческого капитала все чаще признаётся в качестве одного из важнейших
стратегических активов организаций в наукоёмкой экономике. В наукоёмкой
экономике современные и высокотехнологичные предприятия не только ориентируются
на продукцию, услуги, маркетинг, научно-исследовательскую деятельность, но и
уделяют особое внимание развитию и управлению инновациями.
Ключевые слова: человеческий капитал,
инновации, человеческий капитал, инновации на предприятиях.
HUMAN
CAPITAL INNOVATION IN ENTERPRISES
AL-D. Haider
Mohammed Jasim
PHD, 3 course
Specialization 38.06.01 Economics
South Ural State University (national research
university)
Russian Federation, Chelyabinsk
Abstract. The purpose of the present paper to explain the innovation in human
capital contributions in the field of
intellectual capital, with an attempt to identify the role innovation human
capital to improve performance organization. Today the concept of human capital
is increasingly recognized as one of the most important strategic assets of
organizations in knowledge-based economy. In knowledge-based economy, modern
and high tech enterprises not only focus on products, services, marketing,
research and development activities but also pay particular attention to the
development and management of
innovation.
Key
words: Human capital,
innovation, human capital innovation in enterprises.
Introduction
In current global market, companies are composed by
competitors, regardless of industry. To develop a competitive advantage, it is
important that firms truly leverage on the workforce as a competitive weapon. A
strategy for improving workforce productivity to drive higher value for the
firms has become an important focus. Firms seek to optimize their workforce
through comprehensive human capital development programmers not only to achieve business goals but
most important is for a long term survival and sustainability. To accomplish
this undertaking, firms will need to invest resources to ensure that employees
have the knowledge, skills, and competencies they need to work effectively in a
rapidly changing and complex environment. Human capital development becomes a
part of an overall effort to achieve cost-effective and firm performance.
Hence, this paper attempts to look into the connection between human capital
and innovation in the developmental economics.
1. Human capital
Human capital is defined as the knowledge, skills,
experience, intuition and attitudes of the workforce. Intellectual capital can
be increased by increasing the capacity of each worker. Human capital is
the knowledge, skill and capability of individual employees providing solutions
to customers . Human capital is the firm’s collective
capability to extract the best solutions from the knowledge of its people. It
is important because it is a source of innovation and strategic renewal,
whether it is from brainstorming in a research lab, daydreaming at the office,
re-engineering new processes, improving personal skills or developing new sales
leads [1].
Individual competence is important for organizations.
This is people’s capacity to act in various situations. It includes skill,
education, experience, values and social skills. People are the only true
agents in business; all assets and structures, whether tangible physical
products or intangible relations, are the result of human action and depend
ultimately on people for their continued existence [2]. People create knowledge, new
ideas, and new products, and they establish relationships that make processes
truly work. Unfortunately, when people leave, they take along their knowledge,
including internal, external, formal, and informal relationships[3]
.
In the table No. (1) Some definitions of human
capital
Some
Definitions of Human Capital) table
No. (1)
Author/s |
Definition
of HC |
Roos et al. (1997) [4] |
Its Competence
knowledge and skills, Attitudes motivations and behaviors, Intellectual agility
innovation, imitation, adaptation and packaging. |
Guthrie and Petty (2000) [5] |
-Know-how, Education,
Vocational qualification, Work-related knowledge, Occupational assessments, Psychometric assessments,
Work-related competencies, Entrepreneurial,
Innovativeness, Proactive and , Reactive abilities, Changeability. |
Bontis (2000) [6] |
-Employees’ tacit
knowledge, skills, experience and attitude |
Stewart (2002) [7] |
Employees Education,
Employees Experiences, Employees Skills. |
Marr and Moustaghfir (2005) [8] |
Know-how, Education , Vocational qualification, Work-related
knowledge, Occupational assessments,
Psychometric assessments, Work-related competencies , Entrepreneurial, Innovativeness, Proactive and reactive
abilities, Changeability. |
Thomas et al (2013) [9] |
HC as the ‘people,
their performance and their potential in the organization’ |
We can say,
human capital consist of knowledge, talent and experience of employees,
Human capital is a major source of value addition in organizations and it is
based on skills, knowledge and expertise, competence, attitude, and
intellectual agility of employees. Тhe employees generate intellectual capital through
their competence, attitude and intellectual agility. Competence includes skills
and education; attitude covers the behavioral dimensions of the employee’s work
while intellectual agility based on innovativeness and solution of business
problems.
2. Innovation
Ensuring the economies continuing prosperity and
improving productivity is a priority of governments’ executives. These
objectives can be met by encouraging innovation among business community. This
is particularly important for the more developed economies, which have less
scope for growth based on ‘capacity building’ and for cost competition.
Armbruster [10] stated that innovation can be considered to be a
complex phenomenon, including technical (new products, new production methods)
and non-technical aspects (new markets, new forms of organization) as well as
product innovations (new products or services) and process innovations (new
production methods or new forms of organization). Ngoc Ca [11] believes that
invention is the initial creation of an idea for a new product or process;
whereas, innovation is the first attempt to put an idea into practice. “Radical
Innovation” is considered with basic and revolutionary changes, which require a
clear departure from existing practices of how things are done and also
fundamental adjustments to existing technology or the acquisition of modern
technology. Furthermore, Imran [12] find out that
organizational climate fosters innovative work behavior. More research was
recommended to develop and test theories related to the relationship between
organizational climate and innovation Imran[12] confirmed the importance of the impact of
organizational climate on creating new ideas to help success organization .
Generally, Innovation
was defined as the implementation of production and delivery processes with
newer and relatively better quality. human capital of
an organization might develop single creative ideas, the actual implementation
of new products, processes or services is most of the time dependent on more
than one person.
3. Human capital innovation in enterprises
The term human capital innovation the context of
innovation is defined as the conscious decision-making process by which
information (an idea) is transformed into an outcome be it tangible (product)
or intangible (service). Innovation is the implementation of a new method of
promoting the organization or its services and goods, or new methods to
influence the behavior of individuals or others[13].
In order to skip in the direction of the innovative project successfully, we
should have a collection of important steps , figure
No. (1) explain human
capital innovation process in enterprises.
Figure
No.(1) Human
capital innovation process
Source: by author
- thinking about the circle of possible capabilities,
innovative project remains just a dream, if the requirements of study is not
available, and if it was beyond your capabilities, it is not wise at all to
worry about the participation of problem solving needs to take place in space,
that outside of possible interpretation, and it is a waste of time and money.
- Put your hand on the problem so you can thinking in
a solution, the project innovation is based on providing a solution to the
problem list in the products or industry or science, it's a project based on a
scientific idea, whether the theory or workable, and in both cases you need to
stand on the nature of the problem, to degradation, and then you can search for
the right solution.
- Systematic study of the problem, this methodology
depends on the accuracy of observation, and the study of problems in the
innovative project, and then brainstorm solutions evaluate their costs and
their applicability in reality, and feasibility desired. The study methodology
by following these steps, help to improve the draft of your innovation
successfully.
- Initiative, there are always solutions to problems,
but it is mostly traditional, not new. Most often, solutions that contain
defects, so understanding the solutions should be combined with the fact that
its new solutions, the initiative is the basis of innovation
.
Conclusion
By realizing and understanding the importance of HC
and innovation, companies can improve their competitive advantage. It shows the
importance of relationships between HC and innovation, The Relationship Between
Human Capital and Innovation and the
importance of investment
and management of
these capitals in
organizations. Therefore, top managers of the firm should sustain,
protect, develop and manage HC to
increase organizational innovation as a creator of competitive advantage for
the company, In the light of above
discussion, it is suggested that: There is a positive relationship between
Human capital and innovation.
Bibliography:
- Dess, G. D. & Picken, J. C. (1999). Beyond productivity: How leading companies achieve superior performance by leveraging their human capital. New York: American Management Association.
- Lawal, A.A & Sulaimon, A. (2007). “Social Responsibility and Organizational Effectiveness of Small and Medium Enterprises in the Contemporary Environment”. Lagos Organization Review.Vol.4 N0 7.pp. 63-76.
- Bontis, Nick, There’s a Price On Your Head: Managing Intellectual Capital Strategically, Business Quarterly, 60 (4), Summer 1996.
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- Petty, R., and Guthrie, J. (2000). Intellectual capital literature review Measurement, reporting and management. Journal of Intellectual Capital, 1(2), 155.
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- Ngoc Ca, T. (2009). Learning by networking with multinationals: A study of the Vietnamese automotive industry. In M. G. a. J. Woo (Ed.), Fuelling Economic Growth: The Role of Public–Private Sector Research in Development (pp. 219-261): Practical Action Publishing Ltd.
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