According to the elements of costs, investments in human capital, it can be divided into health capital, education capital and cultural capital. In addition to this classification, it is proposed to distinguish the following main elements (assets) (Fig. 1):

Rice. 1.

human capital theory

• 1. Health capital. Qualitative characteristics of health determine the lifestyle of the carrier of human capital, the level of socio-economic activity, its migration mobility, the nature and methods of leisure and recreation. The possibility of participation of a person in certain types depends on the level of health, physical development. labor activity, his productivity. The concept of health capital should include physical strength, endurance, working capacity, immunity, a period of active labor activity; the system of characteristics also includes the concepts of morbidity, disability, disability, which are combined into the term "global burden of disease" (DALY). The system of these indicators can reflect the losses of society as a result of premature death of people, their incapacity for work and disability.
• 2. Labor capital- this is knowledge and professional abilities, skills and experience that determine the level of qualification. In the context of scientific and technological progress in the production process, knowledge of modern technologies, possession of the results of the latest scientific research and the ability to put them into practice. The formation of such abilities is ensured by the general and vocational education, and the realization of abilities, the accumulation of experience and the improvement of skills occur during work. Specific capital also includes recognition of the traditions, philosophy of the company, its internal values.
• 3. intellectual capital. The composition of intellectual capital, which is determined by the level of education of the individual, includes such components as:
  • a) intellectual capital, embodied in the form of experience, knowledge, ability to innovate and creative activity;
  • b) intellectual capital, including patents, licenses, trade marks and other objective factors related to copyright. An intellectual product is separated from the author; it determines the directions and forms of economic use of its property.
• 4. Organizational and entrepreneurial capital - potential of innovative creative activity. I. Schumpeter defined an entrepreneur as an "innovator", a subject initiating and implementing innovative projects, technologies in the organization of business. It includes entrepreneurial, organizational skills to develop fruitful business ideas, entrepreneurial spirit, determination, possession of trade secrets. The implementation of this form of human capital depends on the strong motivation of the carrier and the special leadership, entrepreneurial qualities of the individual.
• 5. Cultural and moral capital involves the recognition of existing in the social system of values, culture, ethical standards, morality, which determine the line of human behavior, his attitude to business, things, other people, himself, which affects the quality of human capital, is determined by spiritual development, conditions of education and the level of education.

The formation of human capital assets is difficult process, as a result of which the qualitative properties of individuals develop, the totality of which turns into capital in the social institutional environment, in the system of production relations. The formation of intellectual, educational, cultural, moral, organizational and entrepreneurial forms of human capital is provided mainly by investments in scientific and educational, Information Systems society, the formation of a biological form (health capital) requires investment in the health system.

The development of human capital is perhaps the most main task companies. Moreover, this question was raised in Lately on the scale of the whole country as an indispensable condition for its development and prosperity in the world economic arena.

You will learn:

• What is the basis for the formation and development of human capital.
• What can be investment in the development of human capital.
• How can human capital affect the innovative development of an enterprise.
• Why manage the development of human capital.
• How to assess the level of development of human capital in an organization.
• What are the problems in the development of human capital in Russia.

How do companies properly develop human capital?

The more mental baggage a company has, the higher its competitive advantages, the better and more efficiently it can organize its production process, ensuring the optimal transformation of intangible resources into tangible capital.

Highly qualified specialists are able to raise the attractiveness of the brand and influence the profitability of the organization. To a large extent, the value of an enterprise is determined by innovations, it is easy to increase it by financially motivating employees.

Today, more and more companies are coming to the realization that not only financial capital determines the actual value of the business. Intellectual capital is the main strategic element of the industry. In the figure, you can see the relationship between intellectual capital and the actual cost of an organization:

Financial capital of the organization- this is not only cash, but also shares and other securities.

Intellectual capital of the organization is the mental baggage of the staff. Knowledge is the basis of the enterprise's wealth, intangible assets that improve the quality of production processes. They create added value for the enterprise.

Business improvement with the help of intellectual capital is not a theoretical research, but a real-life practice. Through this asset, you can successfully manage profits, create new products and attract customers.

Intellectual capital should be understood as all those informational resources that are in the possession of the company. Intellectual capital is a combination of human, structural and relational capital. Intellectual capital also includes information capital, intellectual property, customer capital, brand awareness and training capital.

The knowledge that forms intellectual capital can be explicit or implicit, but it always has a useful function.

Organization human capital comes from the availability of staff. It is formed at the expense of knowledge, talents, abilities and competence of employees. This process is long-term and goes through several stages.

• Initially, there is a search and selection of candidates who will later form human capital, then the relationship is formalized.
• In the future, the employer is interested and motivates employees for more active and fruitful work.
• In the process of cooperation, investments are made in human capital through the development and training of employees.
• And finally, there is a merger and (or) absorption.

In general, the human capital of a company consists of several elements that can be reflected in the form of formula (1):

The share of the influence of human capital on the value of a business ranges from 30 to 80%, depending on the sector of the economy. But one way or another, the contribution of people to the profitability of the organization is a determining factor. Human capital increases competitiveness. And capital is directly formed from the skills and abilities of employees, whose efforts produce goods and services.

Some people confuse the concepts of human capital and human potential. The main difference between these interchangeable terms is that capital forms the market value of the company through the participation of employees in building success. This is a very important factor in the development of an organization. It is the employees who create the added value of the enterprise.

What determines the formation and development of human capital

Due to the fact that the development and economic prosperity of the country directly depends on the specialists who inhabit it, the priority concern of the state can be called ensuring the improvement of the capabilities of citizens (intellectual, physical and spiritual). This task is solved within the framework of achieving the goal of human capital development, which will inevitably lead to an increase in the potential of the whole society, as well as an increase in the resource of the country as a whole. High opportunities of society depend on the dynamics of economic growth. So, the development of human capital is one of the key tasks of our time. What is needed to solve it?

• First of all, in order to develop the abilities of each member of society, an employee of the company, it is necessary to create the most favorable environment, which is practically unattainable without improving living conditions in general.
• Secondly, it is necessary to increase the competitiveness of not only human capital itself, but also those sectors of the economy that provide it in social terms.

Specialists who are working on solving the problem of improving the human resource are sociologists, economists and psychologists. Their tasks include the development of human capital development issues at three levels:

• development of an individual (micro level);
• development of the state as a whole (macrolevel);
• development of enterprises, commercial companies (meso level).

At the state level, human capital is collected by the efforts of all members of society, it is a national wealth and asset. Within each region, its own similar resource is formed, and then it is aggregated across the country.

In order to ensure the development of human capital at the regional level, it is necessary to improve the economic activity of economic entities in the area. Further, the human resource is summarized according to the results of each enterprise in the region. Accumulated human capital ultimately determines the level of socio-economic development of the territory.

To measure human capital, adding up the number of employees is not enough. It is necessary to calculate all their abilities, knowledge, the amount of information available. After all, it is this potential that activates production at one level or another and determines the degree of effectiveness of the company.

Each person has a personal capital, within social group all individual developments are collected in subsystems with a hierarchical structure. Connecting with each other, personal capitals form the public. If human capital for one individual plays an important role in terms of the ability to achieve a certain quality of life, then on the scale of the entire region or country as a whole, this resource can serve as a means to achieve more global goals.

A person exists in the labor market with his abilities, skills, abilities. He brings income to his family and the company where he works. But within the whole region, it also acts as a social link. It can be called a building cell of the economy of the region and the country as a whole.

An individual worker gives his abilities to that commercial or state enterprise(municipal) where he works. And such an enterprise, together with many others, creates a social or economic basis for the life of society.

Those talents and abilities that a person has are partly innate, partly acquired by him throughout his life. The task of the enterprise is to create such socio-economic conditions for its employees in which it will be easiest to increase human capital. Ultimately, all acquired knowledge will be spent for the benefit of society and will go into the environment where the most high quality life and the most comfortable conditions for work, development and intellectual activity.

The development of human capital is a long process, it can take the most different forms and species, passing through all stages of the life cycle and being influenced by various social circumstances. All these factors can be conditionally divided into groups: economic, industrial, demographic, as well as socio-demographic, socio-economic, environmental, and many others.

Human capital is formed and improved in the process social production. The optimal environment for its development is comfortable living conditions. If a person has an increase in income, affordable and high-quality medical and educational services, a wonderful cultural environment and comfortable living conditions, then the development of human capital will take place in the best possible way. These conditions can be achieved with the appropriate public policy in the field of education, culture, healthcare, improvement, infrastructure, etc.

The numerical expression of the total resource can be viewed in terms of the human capital development index. These values ​​are directly related to the level of education, the availability of quality food, and healthcare. They reflect:

• the percentage of the population deprived of the opportunity to eat in sufficient quantities;
• percentage of child mortality (under 5 years of age);
• the percentage of children receiving secondary education;
• adult literacy rate.

To ensure the formation and development of human capital, the state must take measures to:

• increasing the affordability of housing, creating favorable conditions for mortgage lending, the use of such financial instruments that will contribute to the development of the housing market;
• increasing the availability of the consumer lending sector, increasing information openness;
• increasing opportunities for citizens in terms of using educational loans;
• ensuring a high level of welfare of citizens, personal security, development of life and property insurance programs;
• improving conditions for supplementary pension insurance.

A person achieves his highest potential by overcoming a long continuous process of formation and development of human capital, which involves such factors as education, employment, the presence of favorable conditions for improving skills and becoming an individual.

On average, the period of development of human capital takes from 15 to 25 years. For the initial level, we take the zero mark. Each member of society begins to form their knowledge, skills, skills from scratch.

The beginning of the process of human capital development goes back to childhood, at the age of three or four. The child is provided with information, with the help of which he gets the opportunity to develop his talents, improve and increase his knowledge and skills. On how successfully he studies, his self-determination and the ability to fulfill himself in the future, to find an application for his abilities in the employment market, depend in the future. But the potential given to a person from birth still plays a huge role.

The most significant period in the development of human capital is the period of adolescence (13–23 years). It is impossible to form and develop human capital without regular replenishment of the arsenal of skills and abilities. If a person is not engaged in vocational training, if he has not given time and effort to his education, there is no need to talk about the development of human capital. The higher the level of knowledge of a person, the more he can improve the life of society. It turns out a continuous process. Highly qualified professionals create comfortable living conditions for mankind, contribute to the growth of production and the promotion of the economy, enrich the national culture, thereby creating the prerequisites for the formation of even more highly developed personalities.

The development of human capital is a task that directly contributes to the growth of investments, the introduction of new technologies and increases the return on employees from such investments.

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Practitioner tells

Creation of conditions for self-development of personnel is a solid foundation for the formation of the human capital of the organization

Marat Nagumanov,

director of research and production firm "Paker", Oktyabrsky (Bashkortostan)

We have set ourselves the goal of achieving a leading position in the sector of self-learning companies. My firm position is that without the development of a production culture and the creation of comfortable working conditions for people, it is impossible to demand self-improvement from them. And comfort at work means not only the presence of comfortable furniture, a modern computer, the creation of a sufficient level of lighting, the provision of clean and comfortable uniforms. For favorable working conditions, it is important to achieve a number of other factors.

We need a leader whose example will captivate employees. In order for the employee to receive more, it is necessary to increase the return on capital. It's not just about wages. The total income also includes social payments. In our case, these are paid sessions in the pool, fitness classes, vouchers to a sanatorium, lunches at the expense of the enterprise, high-quality medical services on the job. The more comfortable the employer creates conditions at the workplace, the more willingly people give their strength, capabilities, abilities for the benefit of the enterprise. Moreover, they strive to improve their level in order to become more indispensable and in demand in their work. But here the figure of the leader is also of great importance. The most visible and respected worker in the team is an example and an incentive for colleagues. Frankly, I try to be such a leader myself. Employees see my purposefulness: I often attend various lectures and conferences, thematic events, trying to improve my own competence. Following me, many employees express a desire to participate in seminars and study modern equipment in different cities and countries.

The system of motivation should be aimed at advanced training. It is very important to create a holistic remuneration mechanism that will be transparent to the entire team. If employees understand how to increase their salary, they are more likely to work in this direction. At the moment, our company is planning to introduce job descriptions, which will include information about the scope of issues for which the employee is responsible, about the skills that he should have and which he should develop, about the projects in which the employee should take part, and about the indicators that must be achieved them as a result of their work. Each instruction will be valid for a year. The increase in the employee's salary will directly depend on compliance with its points. For example, under an employment contract, a person has a salary of 10 thousand rubles. To increase it, you will have to acquire new skills, which will be listed in detail in the instructions. At the end of the year, management will check the level of achievement of new knowledge and skills. With a positive outcome, the employee's salary will be increased.

But leaders should remember that any innovation brings results after a certain period of time. We are currently building new system, but we expect the result not earlier than in a year of its introduction into work. We can feel the initial dynamics already at the start. So, we see that the efficiency of an employee directly depends on the level of his satisfaction with the working conditions.

Investments in the development of human capital

The development of human capital, like any other asset, requires investment. Investments that are made for the development of human capital are certain actions carried out with one goal - to increase labor productivity. We can refer to such events:

• organization of ways to maintain health;
• incurring expenses associated with education;
• organization vocational training in production;
• the cost of finding a job, collecting information on prices and wages;
• costs associated with migration, as well as with the birth and upbringing of children.

All investments in the development of human capital are usually divided by specialists into:

• investments in education (special or vocational training, retraining at the place of work, self-education);
• investments in health care activities, including disease prevention, organization of special nutrition, improvement of living and working conditions, as well as improving the quality of medical care;
• investments in the migration of workers to places with more favorable working conditions.

Investments in education can be divided into formal and informal. The first kind means different kinds educational services offered by the state or organizations with the issuance of final documents confirming the completion of training. This includes secondary school education, special, higher education, including a second higher education, postgraduate studies, doctoral studies, on-the-job training, as well as advanced training courses.

Informal training is called, which does not have supporting documents, but is also able to enrich a person with knowledge and increase human capital. This is reading literature, independent development of any sciences, sports and art.

Equally important to improving productivity are health-related costs. By reducing the number of diseases and mortality, we increase the duration of the period of work, the term of a person's working life. Thus, we prolong the action of human capital.

Each of us understands that it is possible to improve health to a certain extent, but in many respects its quality depends on hereditary characteristics. It is very important for a person, as well as for society as a whole, to invest in the acquisition of health throughout life. Human health is an asset that is subject to wear and tear. Investing in health can slow down the aging and fading process.

Features of investments in the development of human capital are as follows:

• Their effectiveness is directly related to the lifespan of the wearer. How more investments, the longer the working period of a person's life. And the sooner investments begin to be made, the sooner the return will be visible.
• The ability to multiply and accumulate, despite the gradual tendency to moral and physical wear and tear.
• As human capital accumulates, it brings more and more profit, but the margin of profitability is still limited by the end of working age. As soon as a person retires or stops working for other reasons, the effectiveness of his human capital drops sharply.
• Not all investments in the enhancement of human well-being can be recognized as expenditures on the development of human capital. For example, if the costs are associated with criminal and illegal activities, they are difficult to attribute to investments in the development of human capital because of their social harmfulness and even danger.
• The nature of investments is determined by the characteristics of the culture, nationality and historical development of the society in which they are carried out.
• If we compare investments in the development of human capital with other types of investments, it turns out that the former are more beneficial both for the holders of capital themselves and for society as a whole.

Sources that can investment activities, can be:

• state;
• funds of state and non-state significance, public organizations;
• regional associations;
• organizations, legal entities;
• individual entrepreneurs;
• supranational organizations and foundations;
• educational institutions, etc.

The state among all types of sources plays the most significant role.

But don't underestimate the importance individual companies, organizations, entrepreneurs. It is the enterprises that are employers that have all the opportunities and conditions to engage in the training and development of personnel. Moreover, organizations have information base that allows them to get a good idea of ​​the most promising areas for investment in education and training. Important factor in the business of investing in enterprises, it is the net income that this type of investment brings. As soon as there is no profit, funding will also stop.

In the end, what is all this investment in personnel for? To strengthen the company's competitiveness. Therefore, the employer seeks to use work time and human capital in general is the most rational.

Practitioner tells

Self-training of personnel as a contribution to the development of the human capital of the organization

Sergei Kapustin,

CEO and co-owner of the STA Logistic group of companies, Moscow

I know from experience that allowing subordinates to control their own work is simply unacceptable. Each of them, knowing that no one checks their work, will try to rest more and work less. Many have the same attitude to learning: if the management does not force you to learn, it is better to save your strength.

As the ancient Chinese philosopher Sun Tzu said: "Hold with harm, move with profit." In other words, I must interest the employee so that he actively engages in self-learning.

Of course, the education of employees is associated with additional costs. The first two months of training the company only spends on scholarships in the amount of wages. Following the example of successful enterprises in other countries, we compose employment contracts with a clause that allows us to require an employee who has not passed the test for employment to be reimbursed for the cost of training. This approach makes people feel the value of education, we get employees who are interested in self-development. It is easy for us at the initial stage to determine who is most responsible for learning.

Newly hired employees are forced to undergo basic training. The learning process is not based on printed lecture material. We decided that it would be much more interesting to arrange training in the form of watching video lectures. In total, we have about 20 courses on the portal. Training involves initiation into the values ​​of the company, explanation of the technology of work, rules of workflow, familiarization with the regulations. Courses are divided into basic, suitable for everyone, and special - for individual professionals (accountants, marketers, etc.). Each newcomer studies 10 to 15 courses within a month and a half. At the end of the training, the employee takes an examination in electronic form. Such an exam resembles the one adopted by the traffic police.

Human capital development management

We observe a number of unfavorable factors that make us more reverent about the development of human capital. These factors are:

• decrease in the number of employees due to mortality in working age;
• an increase in the number of diseases due to an unhealthy lifestyle (drug addiction, smoking, alcoholism, gambling);
• progressive rates of disability;
• loss of moral values ​​and ethical standards in labor relations;
• reduction of the role of education or its moral obsolescence;
• inability to get modern education(a lack of Money, time and effort, a decrease in the quality of education, etc.).

The development of human capital is important for solving many problems of an organization. Human capital needs to be managed, but it itself subsequently acts as a means of managing the profitability of a business. It can be used to stimulate scientific and technical progress enterprises, application of new technologies, efficiency improvement. The main approaches to the use of human capital today are competent systems of motivation, leadership, the right style of management, organization of activities and prioritization. When using such approaches, human capital turns into a real tool for influencing socio-economic processes.

The possibility of a chaotic formation of human capital cannot be denied. But if we expect from this phenomenon the development of all its positive characteristics, then the process of formation and development of human capital must be managed consciously. All over the world there is a departure from the paradigm of personnel management, more and more enterprises are moving directly to the administration of human capital development.

Prioritization is a key moment in the management of human capital (diagrams 1, 2). Despite the fact that the desire to maximize human life is bearing fruit, it has not yet become a priority in management. But the formation of human capital is based precisely on this desire. In order for the priority to be realized, knowledge of the interests of people, the construction of a system of values, the establishment of social responsibility and the availability of appropriate resources. It is important to pay enough attention to work with the staff. Look at how job search ads are most often worded today: “employees with work experience are required” or “qualified, responsible and communicative specialists are required.” The set of requirements is very limited. Of course experience is important, but gaining experience alone is not enough to bring out the full benefits of human capital.

Scheme 1. The art of management.

Scheme 2. Typological features of personality in integration intelligence.

Many HR professionals now use psychological tests when applying for a job. They are also very helpful in personnel research. But not always the tests correspond to their purpose. They are not able to properly influence the formation and development of human capital.

For example, a large bank uses a 60-question test to find an employee. Vacant position- referent. And questions allow you to evaluate general erudition and partially knowledge accounting. Such a test does not reveal the ability of an applicant for a position to review materials, it does not even make it possible to determine the type of thinking and independence in decision-making in complex and contradictory situations. Consequently, tests are not able to fulfill the tasks of forming and developing human capital.

Creation this asset takes place not only in the selection of personnel, even in the normal daily work of a manager, this process also takes place. The effectiveness of the formation is determined by the correct choice of means and methods used by the employer.

Scheme 3. The mechanism of human capital management.

The most important means of formation and development of human capital:

1. investment;
2. stimulating the disclosure of human qualities that contribute to an increase in human capital, they are associated with education, maintaining a healthy lifestyle and developing intellectual potential;
3. creation of a motivating system of remuneration, involving the establishment of wages in accordance with experience and length of service;
4. establishment of values ​​implemented in management processes;
5. assignment of qualifications in accordance with the level of professionalism and ability to work effectively;
6. manifestation of human capital in the information environment; the factor of competence directly depends on the provision of information, functional content activities, as well as directly from the education of the employee;
7. development of all levels of culture: general, organizational, corporate and others;
8. proper organization of activities, contributing to the implementation of a creative approach, stimulating educational activities, encouraging self-development.

What are the indicators for assessing the development of human capital in an organization

The factors that we have considered in this article affect the development of human capital in a complex. They are all interconnected and form single system. It is possible to facilitate the process of formation and development of human capital by organizing a monitoring system for this asset, which is created in accordance with the management priorities used in the enterprise, as well as methods for assessing employees.

In most cases, enterprises use the method of calculating direct personnel costs. Direct costs include wages, taxes on employees, expenses for labor protection and improvement of its conditions, as well as expenses for advanced training and training of employees. It is easy to guess that the sum of all these costs is not an indicator of the accumulated value of human capital, because, in addition to all the above activities, capital can also be formed by its carriers themselves through self-education and creativity.

Another method used is competitive valuation. The company creates optimal conditions for employees. People should strive to get hired by a company that offers more amenities and employee benefits than any other competing organization. With this technique, it is important to assess the costs and expected damage to the company when an employee leaves. It is undesirable that with such investments there is a turnover. It is especially important that people stay at the enterprise during the crisis period, because the exit from difficult situation is possible in the presence of human capital and even its increase, which does not at all imply the recruitment of new employees.

A number of enterprises use the method of prospective assessment of the value of human capital. Its essence lies in the fact that the dynamics of value is taken into account in the perspective of five, ten or even twenty years. The method is quite effective, it is especially suitable for long-term large projects related to innovation. As development progresses, the value of individual employees changes. Sometimes people achieve particularly high results, and sometimes they leave, which turns into a big loss for the organization. These factors also need to be taken into account.

Strategic Human Resource Management:

• SWOT analysis;
• an action plan to realize opportunities and neutralize threats to business;
• personnel policy;
• personnel management models;
• personnel indicators in the balanced scorecard.

SWOT analysis of human resources: an example

How effectively an organization uses human resources can be judged by the following key indicators:

1. the contribution of the employee to the performance of the organization (in making a profit per employee, in achieving a certain share of sales, the level of gross margin);
2. employee costs; for evaluation, the ratio of human resource costs to the total amount of costs, as well as costs per employee are calculated;
3. state of human resources (level of education, competence, as well as an indicator of the level of staff turnover, etc.);
4. personnel involvement (it reflects the degree of satisfaction of employees with the conditions provided).

• How to earn authority in the team as a leader: 9 qualities

Problems of human capital development in Russia

If we consider human capital in general, then we can consider it the engine of the economy, a factor in the development of the institution of the family and society as a whole. It consists of able-bodied people with education, as well as tools of intellectual and managerial work, located in a certain environment and implementation labor function. With the presence of human capital, a country can maintain a certain level in the global economy, ensuring competitiveness in the markets. This is of particular importance in the context of globalization, and is also an indicator of the performance government agencies authorities.

Human capital has value in itself, but its quality is becoming increasingly important in a competitive environment. How to evaluate quality? To do this, it is necessary to determine the level of literacy and education, as well as the life expectancy of the population, the standard of living and the state of medical care. Added to this is the GDP per capita. All these elements are combined into a formula for calculating the Human Capital Development Index (HDI). Approximately 25 years ago, out of 187 countries of the world, Russia ranked 23rd in the list, and according to the results of a study for 2013, our country was in 55th place. This is an inevitable regression, which can be explained by a decrease in investment in such areas as education, culture, science and human health.

It is important not only to earn professional quality specialists. In the development of human capital, it is necessary to engage in the formation of a new culture of behavior of citizens, and this process should start from the very beginning. early years. The development of culture continues throughout life, no matter where a person works - in the civil service or in the private sector of the economy. These tasks were formulated for themselves by the participants of the session of the Open Government "Human capital - the main asset of the economy", held in the framework of the St. Petersburg International Economic Forum.

Minister Russian Federation on Open Government issues, Mikhail Abyzov said that today in our country there is no personality development system that meets modern requirements, and without it we can talk about more or less high positions in the list of successful in economic terms states do not have to. There was such a system in the Soviet Union, but it no longer corresponds to reality. We need to look to the future and develop new mechanisms. Nowadays, everything is not as good with school education as we would like, children do not develop the qualities of leaders. According to statistics, 70% of schools in the Russian Federation are rural, they employ more than 40% of teachers and at least 25% of them do not have a higher education. And we simply do not have the tools for leadership development.

The chaotic development of human capital does not imply a qualitative result. This system requires adjustment and management so that human skills are adequate to the requirements of the modern world. In our country, the ability to organize the development of human capital has been lost. If earlier we had a planned economy, it had its own tuning principles - they relied on a system of priorities economic growth. Man was seen as a means for the development of the economy. But in the new reality, the system does not exist at all.

Instead of developing human capital, there is an increase in ambition. What do we see today? People with higher education work in unskilled positions (salespeople, secretaries). More and more young professionals are experiencing problems when applying for a job. Moving to other regions is also difficult.

Planned development electronic system allowing the employer to choose a graduate educational institution, which meets the parameters that are necessary for occupying a particular position. You won’t have to select by resume, you will only need to assess the student’s progress and his scientific and social activities.

In the development of human capital, basic education is of great importance, but now it is not uncommon or scarce. Nowadays, the presence of leadership qualities in a person is much more important. Not just performers, but leaders help to achieve the success of the company. That is why the focus now is on developing leaders. In particular, the Open Government holds training seminars for members of the Government of the Russian Federation at the Corporate University of Sberbank.

The development of science and technology shows that the main engine of the economy is human capital. GDP growth should be invested in human development, in improving the quality of life, in caring for health, and then we can hope for a transition to an innovative economy and a knowledge economy.

Let's remember the words of the winner Nobel Prize on economics by Simon Kuznets, written in 1934: “For a scientific and technological breakthrough, the necessary start-up human capital must be created (accumulated) in the country. Otherwise, a false start occurs.

State funds should be directed not only to the fight against corruption, but also to finance science, healthcare, education, as well as the protection of motherhood and childhood.

Table 1. Age structure of the population and dependency burden

*Men aged 16-59 + Women aged 16-54

** Disabled persons (children + pensioners) per 1000 people of working age

*** 2020 and 2030 – Rosstat forecast.

Information about experts

Marat Nagumanov, director of the research and production company "Paker", Oktyabrsky (Bashkortostan). LLC NPF Packer. Field of activity: design, manufacture and maintenance of packer and anchor equipment and well assemblies for the operation, intensification and workover of oil and gas wells. Territory: head office - in Oktyabrsky (Bashkortostan); service centers and representative offices - in Muravlenko (YNAO), Nizhnevartovsk and Nyagan (KhMAO - Yugra), Ufa, Buzuluk (Orenburg region), Almetyevsk and Leninogorsk (Tatarstan), Izhevsk. Number of employees: more than 700. Subscriber of the magazine "General Director": since 2007.

Sergei Kapustin graduated from the Belarusian Polytechnic Institute (now the Belarusian National Technical University). Since 1995 - co-owner and CEO of the logistics company AsstrA. Since 2003 - in the current position. STA Logistic Group of Companies. Field of activity: transport logistics. Territory: Russian head office - in Moscow, branch - in St. Petersburg; representations - in Minsk and Vilnius. Number of employees: 165. Annual turnover: 32 million euros (in 2012).

Human capital- assessment of the potential ability embodied in the individual to bring income. Includes innate abilities and talents, as well as education and acquired qualifications. The concept of human capital was developed by American scientists, Nobel Prize winners in economics Gary Becker And Theodor Schultz. They showed that investing in human capital can give a high economic effect and that in recent decades they have increasingly determined the development of the economy, especially in industrialized countries.

Human capital- a set of knowledge, abilities, skills used to meet the diverse needs of a person and society as a whole. The term was first used by Theodor Schultz, and his follower, Gary Becker, developed this idea by substantiating the effectiveness of investments in human capital and formulating an economic approach to human behavior.

Initially, human capital was understood only as a set of investments in a person that increases his ability to work - education and professional skills. In the future, the concept of human capital has expanded significantly. The latest calculations made by the World Bank experts include consumer spending - the cost of families for food, clothing, housing, education, health care, culture, as well as government spending for these purposes.

Human capital in a broad sense, it is an intensive productive factor of economic development, the development of society and the family, including the educated part labor resources, knowledge, tools of intellectual and managerial work, habitat and labor activity, ensuring the effective and rational functioning of human capital as a productive development factor.

Briefly: Human capital- this is intelligence, health, knowledge, high-quality and productive work and quality of life.

Human capital- the main factor in the formation and development innovative economy and the knowledge economy as the next higher stage of development.

One of the conditions for the development and improvement of the quality of human capital is a high index of economic freedom.

The classification of human capital is used:

1. Individual human capital.

2. The human capital of the firm.

3. National human capital.

In national wealth, human capital in developed countries ax is from 70 to 80%. In Russia, about 50%.

The concept of human capital is a natural development and generalization of the concepts of the human factor and human resource, however, human capital is a broader economic category. The founders of the theory of human capital (HC) gave it a narrow definition, which has expanded over time and continues to expand, including all new components of HC. As a result, human capital has become a complex intensive factor in the development of the modern economy - the knowledge economy.

Currently, on the basis of the theory and practice of human capital, a successful paradigm for the development of the United States and leading European countries is being formed and improved. Based on the theory of the Cheka, which was lagging behind, Sweden modernized its economy and returned its leadership position in the world economy in the 2000s. Finland, in a historically short period of time, has managed to move from a predominantly resource-based economy to an innovative economy. And to create their own competitive high technologies, without giving up the deepest processing of their main natural wealth - the forest. Managed to reach the first place in the world in terms of the competitiveness of the economy as a whole. Moreover, the Finns created their innovative technologies and products on the income from timber processing into goods with high added value.

All this took place not because the theory and practice of human capital realized a kind of magic wand, but because it became the answer of economic theory and practice to the challenges of the time, to the challenges of the innovative economy (knowledge economy) emerging in the second half of the 20th century and venture science. -technical business.

The development of science, the formation of the information society to the fore as components of a complex intensive development factor - human capital - have brought forward knowledge, education, health, the quality of life of the population and the leading specialists themselves, who determine the creativity and innovation of national economies.

In the context of the globalization of the world economy, in the conditions of free flow of any capital, including the Cheka, from country to country, from region to region, from city to city in the conditions of intense international competition, the accelerated development of high technologies.

And huge advantages in creating stable conditions for the growth of the quality of life, the creation and development of the knowledge economy, the information society, the development of civil society have countries with accumulated high-quality human capital. That is, countries with an educated, healthy and optimistic population, competitive world-class professionals in all types of economic activity, in education, science, management and other areas.

Understanding and choosing human capital as the main development factor literally dictates a systematic and integrated approach in developing a development concept or strategy and linking all other private strategies and programs with them. This dictate follows from the essence of the national Cheka as a multicomponent development factor. Moreover, this diktat emphasizes the conditions of life, work and the quality of the tools of specialists that determine the creativity and creative energy of the country.

The core of the Cheka, of course, was and remains a man, but now he is an educated, creative and enterprising person, with a high level of professionalism. Human capital itself determines in the modern economy the main share of the national wealth of countries, regions, municipalities and organizations. At the same time, the share of unskilled labor in the GDP of developed and developing countries, including Russia, is getting smaller, and in technologically advanced countries it is already vanishingly small.

Therefore, the division of labor into unskilled labor and labor requiring education, special skills and knowledge is gradually losing its original meaning and economic content when defining human capital, which the founders of the human capital theory identified with educated people and their accumulated knowledge and experience. The concept of human capital as an economic category is constantly expanding along with the development of the global information community and the knowledge economy.

Human capital, broadly defined, is the intensive productiveeconomic development factor, society and family, including the educated part of the labor force, knowledge, tools for intellectual and managerial work, the environment and labor activity that ensure the effective and rational functioning of the human capital as a productive development factor.

Human capital is formed through investments in improving the level and quality of life of the population, in intellectual activity. Including - in upbringing, education, health, knowledge (science), entrepreneurial ability and climate, in the information support of labor, in the formation of an effective elite, in the security of citizens and business and economic freedom, as well as in culture, art and other components. The Cheka is also formed due to the influx from other countries. Or it decreases due to its outflow, which is observed so far in Russia.

IN composition of human capital includes investments and returns from them in the tools of intellectual and managerial work, as well as investments in the environment for the functioning of the human capital, ensuring its effectiveness.

The theory of human capital began to be dealt with in the 19th century. Then it became one of promising directions development of economic science. The economic category "human capital" was formed gradually, and at the first stage it was limited by the knowledge and ability of a person to work. Moreover, for a long time, human capital was considered only a social factor of development, that is, from the point of view of economic theory, a costly factor. It was believed that investments in upbringing, in education, are costly. Since the second half of the twentieth century. the attitude towards human capital and education has gradually and radically changed, and this economic category has become the main achievement, first of all, of the economics of education and labor. Initially, human capital was understood only as a set of investments in a person that increases his ability to work - education and professional skills. In the future, the concept of human capital has expanded significantly. The latest calculations made by the World Bank experts include consumer spending - the cost of families for food, clothing, housing, education, health care, culture, as well as government spending for these purposes.

The term "human capital" first appeared in the works of American economists Theodore Schultz and Gary Becker.

G. Becker considered human capital as a set of skills, knowledge and skills of a person, and according to T. Schultz, human capital is a valuable quality acquired by a person that can be enhanced by appropriate investments. However, T. Schultz and G. Becker paid more attention to explaining and defending the idea of ​​equal rights with material resources the role of human capital in creating the total social product.

For the creation of the “foundations of the theory of human capital”, American scientists were awarded the Nobel Prize in Economics - Theodore Schultz in 1979, Gary Becker in 1992. The founders of the theory of human capital gave its narrow definition, which over time has expanded and continues to expand, including all new components of human capital.

In later works, there is no consensus among scientists on the definition and content of "human capital", which can be explained by the complexity and versatility of this phenomenon. That is why there are a large number of definitions of this concept:

• - according to W. Bowen, human capital consists of the acquired knowledge, skills, motivations and energy that a person is endowed with and which can be used over a certain period of time in order to produce goods and services;
• - according to Edwin J. Dolan, human capital is capital in the form of mental abilities obtained through training or education or through practical experience;
• - according to M.M. Cretan human capital is a universal specific form of life activity, assimilating previous forms and being realized as a result of the historical movement of human society to its current state;
• - B.M. Genkin and B.G. Yudin believe that human capital characterizes the components of a person's potential, which can become a source of income for a household, enterprise and country. Such components can be the physical and creative abilities of a person, his knowledge, skills, activity;
• - according to A.I. Dobrynina, S.A. Dyatlova, E.D. Tsyrenova, human capital is a stock of health, knowledge, skills, abilities, motivations formed as a result of investments and accumulated by a person, which are expediently used in a particular area of ​​social reproduction, contribute to the growth of labor productivity and production, thereby affecting the growth of income of a given person. ;
• - V.S. Efimov considers human capital as a universal, independent component " production process”, which provides additional value for the product. He also identifies three aspects of human capital:
  • a) the biological aspect - the preservation of human capital: demography + health + activity;
  • b) the social aspect - the development of human capital: education + qualifications + social organization + initiative;
  • c) economic aspect - capitalization of human capital: production systems + social institutions + infrastructure of opportunities.

Summarizing the above definitions of human capital, several main approaches can be distinguished: most scientists understand human capital as a set of skills, abilities and abilities of a person, others - only those that were obtained through training, others define it through investments and investments in a person that provide savings certain abilities and qualities. Some researchers also include in it the social, psychological, worldview, cultural characteristics of people.

The very concept of human capital was introduced to explain why education and experience affect wages, as well as to understand what determines the level of education people receive.

Since each person, one way or another, in his life is faced with such concepts as the need for education, lack of experience when applying for a job, the level of remuneration, then everyone is able to subjectively define the concept of human capital.

Often there is a definition of human capital as creativity, physical, moral, psychological and social health, spiritual qualities, the ability to human mobility. In addition, human capital implies the accumulated stock of health, knowledge, abilities, culture, experience, expediently used for productive activities to create products and services, which increases the income of a person, enterprise, society.

For more complete definition human capital, the following features should be taken into account:

• - today human capital is main value society and the main factor of economic growth;
• - the formation of human capital requires high costs both from society and from the person himself;
• - human capital can be accumulated (in terms of knowledge, skills, abilities, experience);
• - human capital can physically wear out, economically change its value and depreciate;
• - investments in human capital in the future bring its owner a higher income;
• - human capital is inseparable from its carrier - a person;
• - regardless of what sources form human capital (state, family, honest), the receipt of income and the use of human capital is controlled by a person;
• - the functioning of human capital is due to the free will of a person, depending on his preferences, worldview and culture.

As a result, we can say that human capital is everything that concerns people, their intelligence, knowledge and experience, and includes other qualities, such as loyalty, motivation and the ability to work in a team. Despite the wide range of definitions of the concept of human capital, its essence is clear: human capital is defined as a measure of the ability to generate income embodied in a person, which includes innate abilities and talent, as well as education and acquired qualifications.

IN economic literature There are several approaches to the classification of types of human capital. Economists classify the types of human capital according to the elements of costs, investments in human capital.

From the point of view of the nature of promoting the economic well-being of society, there are:

• - Consumer capital - creates a flow of services consumed directly. It can be creative and educational activity. The result of such activity is expressed in providing the consumer with such consumer services that lead to the emergence of new ways to meet needs or increase efficiency. existing methods their satisfaction;
• - Productive capital - creates a flow of services, the consumption of which contributes to social utility. In this case, we mean scientific and educational activities that have practical use namely in production (creation of means of production, technologies, production services and products).

The next criterion for classifying the types of human capital is the difference between the forms in which it is embodied:

• - Living capital - includes knowledge embodied in a person;
• - Non-living capital - is created when knowledge is embodied in physical, material forms;
• - Institutional capital - consists of living and non-living capital associated with the production of services that meet the collective needs of society. It includes all governmental and non-governmental institutions that promote efficient use two types of capital (educational and financial institutions).

According to the form of employee training in the workplace, we can distinguish:

• - special human capital;
• - total human capital.

Special human capital includes skills and knowledge acquired as a result of special training and of interest only to the firm where they were obtained.

Unlike special human capital, general human capital is knowledge that can be demanded in various fields human activity.

As a productive factor, human capital can be divided according to the degree of efficiency into negative (destructive) human capital and positive (creative) human capital.

Negative human capital is a part of accumulated human capital that does not give any useful return on investment in it for society, the economy and hinders the growth of the quality of life of the population, the development of society and the individual. Not every investment in upbringing and education is useful and increases human capital. Corrupt officials, criminals, drug addicts, excessive drinkers and just idlers are investments lost for society and family. A particularly significant contribution to the negative accumulated human capital can be made by the active part of the nation - its elite, since it is she who determines the policy and strategy of the country's development, leads the nation along the path of either progress, or stagnation or even regression.

Negative human capital requires additional investment to compensate for negative capital accumulated in the past.

Positive human capital (creative) - is defined as the accumulated human capital that provides a useful return on investment in it in the development and growth processes. In particular, in the development of the education system, the growth of knowledge, the development of science, the improvement of public health, and the improvement of the quality and availability of information.

Thus, if there is a large number definitions and types of human capital, this concept, like many terms, is a “metaphor that transfers the properties of one phenomenon to another according to their common feature”.

Human capital- a set of knowledge, abilities, skills used to meet the diverse needs of a person and society as a whole. The term was first used by Theodor Schultz, and his follower, Gary Becker, developed this idea, substantiating the effectiveness of investments in human capital and formulating an economic approach to human behavior.

Human capital in a broad definition is an intensive productive factor in the development of the economy, society and the family, including the educated part of the labor force, knowledge, tools for intellectual and managerial work, the environment and labor activity that ensure the effective and rational functioning of human capital as a productive development factor.

The application of the concept of "human capital" allows us to understand the role social institutions, find out not only social parameters, but also conduct economic analysis influence social factor to a market economy. In the XX century. The theory of "human capital" was developed. pledged before methodological foundations and the main directions of the theory of "human capital" were formulated by such economists as G. Becker, W. Bowen, E. Jenison, T. Schultz and others. The essence of the theory of "human capital" is that "one of the main forms of wealth is knowledge materialized in a person, general and special, his ability to productive work "under the concept of" human capital "should be seen:

1. acquired stock of knowledge, skills;
2. that this reserve is appropriate to use in a particular area social activities, and this contributes to the growth of labor productivity and production;
3. that the use of this stock leads to an increase in the earnings (income) of this employee in the future by refusing part of the current consumption;
4. that the increase in income contributes to the employee's interest, and this leads to further investment in human capital;
5. that human abilities, gifts, knowledge, etc., are an integral part of every person;
6. and that motivation is a necessary element in order for the process of reproduction (formation, accumulation, use) of human capital to be fully completed.

Becker in his work "Human Capital" introduces the concept of "special human capital", that is, this refers only to those skills that are of interest to any one company, any one type of activity. O. Toffler introduces the concept of "symbolic capital - knowledge", which, unlike traditional forms of capital, is inexhaustible and simultaneously available to an infinite number of users without restrictions. I. V. Ilyinsky's formula of human capital:

ChK \u003d Kz + Kk + Ko,

Where CHK is human capital; Co - education capital; Kz - health capital; Kk is the capital of culture.

Health Capital is an investment in a person, carried out with the aim of forming, maintaining and improving his health and performance. Health capital is a supporting structure, the basis for human capital in general. Human capital is classified according to the forms in which it is embodied: living capital includes knowledge, health embodied in a person; non-living capital is created when knowledge is embodied in physical, material forms; institutional capital is an institution that promotes the efficient use of all types of human capital.

Life stages and human capital

Each person goes through three main stages in his life, at each of which he has a need for expenses (consumption), and hence for a source of income. In the first stage, a person grows up and gets an education. This stage is critical for everyone. The education and skills we acquire in the first stage of life determine not only who we become in society, but also provide us with the ability to earn an income or receive a salary for the rest of our lives. This earning power is called human capital. There is a high correlation between the cost of training received and the subsequent cost of human capital. Thus, education can be seen as an investment in human capital. The second stage of a person's life is economically productive, when a person works and receives a salary. The third stage is the life of a person after retirement.

Transformation of human capital into financial

The central question is: “What must be done so that the income of the individual, received by him during the economically productive period of his life, allows him to cover his expenses throughout his life?” In other words, if a person (or household) has a set of certain fixed expenses for life support throughout his life, what should be done in order not to lose (completely or partially) the source of income? Simply setting aside a portion of your income for future consumption does not mean that when that future comes, you will have the amount of money you need in your hands, taking into account the impact of a whole range of risks.

The source of income of a person (household) throughout his life is his total capital, or total wealth. In a simplified case, a person's total capital consists of two parts: his human capital and financial capital. Financial capital includes tradable assets such as stocks, bonds, investment fund units. Human capital, on the other hand, is an "illiquid asset" and is defined as the present value of all future labor income of a person, including income that will be paid pension funds. For the vast majority of investors, human capital is the largest asset throughout life.

Empirical tests have shown that human capital dominates the total wealth of US households. As of 1992, the median household's financial capital was 1.3% of its total wealth. Everything else was occupied by human capital. For the 75th percentile, this share increased to 5.7%, and for the 90th percentile, to 17.4%. Throughout a person's life, the size of each of the forms of capital, and hence their ratio in the total portfolio, changes. Human capital as a generator of regular income is gradually fading away, while financial capital - provided that a person invests a part of labor income - gradually increases and by a certain age becomes the dominant asset in a person's total portfolio. Thus, the main task of a person in the matter of personal finance is formulated as follows: “By regularly saving a part of labor income throughout life, transform human capital into financial capital, which will become the main source of regular income when human capital runs out.” In fact, a person needs to systematically replace one form of capital with another.

Risks to which human capital is exposed

The types of risks that a person or, more importantly, his family (household) may face during his life:

• The risk of fluctuations (temporary loss) of income from human capital (wage earnings risk)
• The risk of a complete loss of income from human capital is the death of the breadwinner (mortality risk).
• The risk of "early consumption" of the accumulated financial capital at the third stage of life (longevity risk).

Structure, type and value of human capital

Structure

In a simplified case, the structure of human capital can be understood by asking what financial asset it is most like. Of course, for most people, human capital is like a bank deposit or a reliable bond: from period to period it brings a stable fixed income. However, there are professions where income from human capital is closely related to events taking place in certain sectors of the economy and in certain markets. So, for example, the dynamics of the income of a person working in the financial sector is very closely related to the state of the stock market, and the dynamics of the income of a realtor - with the state of the residential real estate market. Therefore, the human capital of these people is somewhat reminiscent of a stock (or rather, an asset with increased volatility).

In fact, the human capital of the vast majority of people in its structure resembles a junk bond: in stable times it behaves like a bond, and in unstable times it behaves like a stock. The structure of human capital is determined on the basis of such parameters as the nature of a person’s work, his industry affiliation, the tightness of the relationship between the dynamics of labor income and various classes (subclasses) of financial assets, etc. Note that the structure of an individual's human capital may change over time, which should be reflected in investment policy recommendations. This parameter depends on what the structure of human capital will be. future model, as a person's ability to take on risk, the recommended structure of the total portfolio, as well as the structure of a person's financial capital

Type

The type of human capital determines a person's ability to take on the risks of financial assets - the so-called capacity risk. Depending on the structure, human capital can be classified into one of three types: protected (safe), balanced (average) or risky (risky). It is intuitively clear what the approximate ratio of risky/riskless financial assets should be for each type of human capital. If human capital is more like a bond (belongs to a protected type), then a person may well allow most of his money to be invested in stocks, and vice versa. The type of human capital is used in the second stage, as well as in determining the value of human capital.

Price

The value of human capital is defined as the present value of all future labor income of an individual, including income that will be paid out by pension funds. The value of human capital is affected by the age (work horizon) of a person, his income, possible income variability, taxes, the wage indexation rate for inflation, the amount of upcoming pension payments, as well as the income discount rate, which is partly determined by the type of human capital (more precisely, associated with him risks).

Broad definition of HC

Human capital is an intensive productive factor in the development of the economy, society and the family, including the educated part of the labor force, knowledge, tools for intellectual and managerial work, the environment and labor activity that ensure the effective and rational functioning of human capital as a productive development factor.

Briefly: Human capital is intelligence, health, knowledge, quality and productive labor and quality of life.

There are physical capital, financial capital, natural capital, intellectual capital and human capital, as well as some other types of capital. National wealth includes physical, human, financial and natural capital.

Human capital is formed through investments in improving the level and quality of life of the population, in intellectual activity. Including - in upbringing, education, health, knowledge (science), entrepreneurial ability and climate, in Information Support labor, in the formation of an effective elite, in the security of citizens and business and economic freedom, as well as in culture, art and other components. The Cheka is also formed due to the influx from other countries. Or it decreases due to its outflow, which is observed so far in Russia.

The composition of the human capital includes investments and returns from them in the tools of intellectual and managerial labor, as well as investments in the environment for the functioning of the human capital, ensuring its effectiveness.

Human capital is a complex and distributed intensive development factor. It, like blood vessels in a living organism, permeates the entire economy and society. And ensures their functioning and development. Or, on the contrary, it depresses with its low quality. Therefore, there are objective methodological difficulties in assessing its individual economic efficiency, its separate productivity, its separate contribution to GDP growth and to the improvement of the quality of life. HC, through specialists and IT, contributes to the development and growth of the economy everywhere, in all types of economic and industrial activities.

Cheka contributes to improving the quality and productivity of labor in all types of life and life support. In all types of economic activity, management, educated professionals determine the productivity and efficiency of labor. And knowledge, high-quality work, qualifications of specialists play a decisive role in the effectiveness of the functioning and work of institutions and organizations of all forms and types.

The main drivers of HC development are competition, investment, and innovation.

The innovative sector of the economy, the creative part of the elite, society, and the state are sources of accumulation of high-quality human capital, which determines the direction and pace of development of the country, region, medical organizations, and organizations. On the other hand, the accumulated high-quality human capital underlies the innovation system and economy (IE).

The development processes of HC and IE constitute a single process of formation and development of the innovation-information society and its economy.

What is the difference between human capital and human potential? The human potential index of a country or region is calculated according to three indicators: GDP (or GRP), life expectancy and literacy of the population. Those. this is a narrower concept than the CC. The latter absorbs the concept of human potential as its enlarged component.

How is human capital different from labor resources? The labor force is directly people, educated and uneducated, who determine skilled and unskilled labor. Human capital is a much broader concept and includes, in addition to labor resources, accumulated investments (taking into account their depreciation) in education, science, health, security, quality of life, in the tools of intellectual labor and in the environment that ensures the effective functioning of the human capital.

Investments in the formation of an effective elite, including in the organization of competition, are among the most important investments in Cheka. It has been known since the time of the classics of science D. Toynbee and M. Weber that it is the elite of the people that determines the vector of the direction of its development. Forward, side or back.

An entrepreneurial resource is a creative resource, an intellectual resource for the development of the economy. Therefore, investment in an entrepreneurial resource is an investment in the development of human capital in terms of increasing its constructiveness, creativity and innovation. In particular, business angels are a necessary component of the HC.

Investments in institutional services are aimed at creating comfortable conditions for servicing the state. institutions of citizens, including doctors, teachers, scientists, engineers, i.e. the core of the Cheka, which contributes to improving the quality of their life and work.

Investments in the development of civil society and economic freedom contribute to increasing the creativity and law-abidingness of citizens, the formation of an optimistic and constructive, and, at the same time, rational ideology, the formation of a state. institutions that stimulate the growth of the quality of life. Contribute to the formation of a healthy lifestyle. And, as a result, they lead to an increase in the efficiency of labor and the economy.

These investments form a collective civic mind, a collective intelligence aimed at creation. The composition of the human capital should also include investments in the creation of an environment that ensures its effective functioning. In a developing country, it is impossible to create competitive comfortable conditions for specialists everywhere highest qualification necessary for the formation of an effective innovation system and sector of the innovation economy. Therefore, SEZs, technopolises and technology parks are being created (for example, China, India). They implement a special regime of residence, increased security, improved infrastructure, higher quality life. Comfortable conditions are being created for communication between scientists and engineers in order to realize synergistic effects of enhancing the creative power of scientific and innovative teams.

At the same time, for example, in a criminalized and corrupt country, the Cheka cannot function effectively by definition. Even if it is an "imported" external high-quality Cheka, provided by its inflow. He either degrades, getting involved in corruption schemes, as it was, incl. with foreign and other advisers who led the Russian Federation to default. Or "works" inefficiently.

For the effective functioning of the HC, a competitive quality of life, including safety, ecology and housing conditions, is necessary, and at the level of the developed countries of the world. Otherwise, the best specialists leave for places where it is more convenient for them to live and work more comfortably and safely.

Why is it necessary to include tools, methods, sources of information on the work of specialists in the HC? Because, for example, an outstanding programmer without a powerful computer, without a database, without sources of information, without source programs is not able to realize his capabilities, experience and knowledge.

The concept of human capital and information, IT are closely intertwined. Moreover, ICT itself arises precisely at the intersection of the categories of information and human capital, since information flows permeate all spheres of human life and play an ever-increasing role in the context of the globalization of the world community. By itself, the accumulated information is dead without systems for its delivery to consumers, without systems for communication, management and processing. The importance of the value of information for modern economy and the life of society already follows from the most well-established name of the advanced post-industrial economies - the "information society", the innovation-information economy or the knowledge economy.

With such an expansion of the economic category “human capital”, it comes out, as already noted, from the “flesh” of a person. People's brains do not work effectively with a poor quality of life, with low security, with an aggressive or oppressive environment for living and working.

The foundation on which innovative economies and information societies, serve the triumph of law, high quality of human capital, high quality of life and an efficient industrial economy, which has smoothly transformed into a post-industrial or innovative economy.

Innovation in a market economy is a consequence of free competition in the markets. In the absence of a source of innovation generation - competition - there are no innovations themselves or they are of a random nature. The desire and need to make a big profit pushes the private owner to do something special, useful, which competitors do not have, so that his product is more attractive and sells better.

Economic freedom, competitive markets, rule of law and private property- these are the factors that automatically generate innovations, the demand for them, investments in an innovative product and pave the way between an idea and an innovative product. outside market economy with free competitive markets, it is impossible a priori to create IE and self-sustaining generation of innovations and innovative products.

The main reasons for the slowdown in scientific, technical and innovation activities in Russia, the low quality of HC and an unfavorable, even oppressive, environment for innovation activity. The quality of all components of the Cheka has decreased: education, science, elites, specialists, quality of life. And for venture business and innovative economy it is necessary to build a solid foundation.