Human Capital Is Dead; Long Live Human Capital Resources!

Abstract

This paper introduces a radically different conceptualization of human capital resources that runs counter to the individual-level approaches that have dominated human capital theory for the last 50 years. We leverage insights from economics, strategy, human resources, and psychology to develop an integrated and holistic framework that defines the structure, function, levels, and combinations of human capital resources. This multidisciplinary framework redefines human capital resources as individual or unit-level capacities based on individual knowledge, skills, abilities, and other characteristics (KSAOs) that are accessible for unit-relevant purposes. The framework and definition offer three broad contributions. First, multidisciplinary communication is facilitated by providing precise definitions and distinctions between individual differences, KSAOs, human capital, human capital resources, and strategic human capital resources. Second, given that human capital resources originate in individuals' KSAOs, multiple distinct types of human capital resources exist at individual and collective levels, and these types are much more diverse than the historical generic-specific distinction. Third, the multiple types of human capital

The Impact of Intellectual Capital on Business Internationalization Processes in Lithuanian Firms / Intelektinio Kapitalo Įtaka Verslo Internacionalizacijos Procesams Lietuvos Įmonėse

“…Dauguma mokslininkų, nagrinėdami žmogiškąjį kapitalą, daugiausia dėmesio kreipė į žmogiškąjį kapitalą, analizuojamą individo lygmenyje. Kita vertus, pastaruoju metu žmogiškasis kapitalas pradėtas analizuoti darbuotojų grupė-se, padaliniuose ar netgi visoje organizacijoje (Ployhart et al 2014). Mokslinėje literatūroje žmogiškasis kapitalas išskiriamas taip: bendrasis ir specifinis tik tai įmonei bū-dingas žmogiškasis kapitalas.…”

“…Mokslininkai žmogiškojo kapitalo išteklius skirsto ne tik pagal lygmenis (įmonės, grupės ar individo), bet ir pagal turinį, kurį sudaro: įgūdžiai, švietimas, sveikatos apsauga. Taip pat aptinkama grupavimų pagal teorinę struktūrą (individualių žinių, įgūdžių, gebėjimų, išteklių ir kitų charakteristikų) ir santykius su rezultatais, t. y., pridėtinės vertės kūrimą (Ployhart et al 2014). Žmogiškasis kapitalas neatsiejamas nuo konkretaus individo ir pademonstruoja asmens per tam tikrą laiką įgytas žinias ir įgūdžius (Ruzzier et al 2007).…”

The Impact of Social Class in the Hiring Process

“…Second, while the hiring process is relevant within a variety of workplace contexts, I am focused on the professional workplace and related occupations (e.g., computer and mathematical, legal, education, or community and social science occupations), in accordance with the Bureau of Labor Statistics (2014a). The professional workplace often emphasizes the importance of strategic human capital, which provides organizations with a competitive advantage (Ployhart, Nyberg, Reilly & Maltarich, 2014). Conversely, employers within the support professions are concerned with generic work behavior, such as tracking attendance (Hunt, 1996).…”

A dynamic human capital perspective on corporate opportunity identification

“…Recent multi-level conceptualizations of human capital (Ployhart, Moliterno, 2011;Ployhart et al, 2014) suggest knowledge may reside in many forms and places within the firm, but ultimately it is the individual who must learn (Grant, 1996). Learning, in turn, is influenced by the knowledge and skills embodied in people (i.e., their human capital) (Hatch and Dyer, 2004).…”