Improved Methods of Human Capital Valuation in the Modern Company

  •  Alexei V Bolshov    


The purpose of this study is to develop a mechanism for the effective management of human capital value, in relation to the administrative staff of the modern organization. The paper proposes a method of optimizing the investment in human capital, which includes such components as expenses structuring in the formation and development of human capital, evaluation and orientation dynamics of the risks of the staff life-cycle phases, modelling optimal amount of investment in human capital development, taking into account the different degrees of riskiness, forecasting of return of human capital investment in managing positions and structural units, the development of recommendations for the creation of institutional mechanism to assess and control the cost of human capital. In general, the proposed method allows predicting the cost of human capital in managing positions and structural units, and planning the necessary level of the return of investment and developing measures for their optimization according to model-based estimates of investment in human capital, taking into account the change in the riskiness of the investment. The proposed technique is tested on the real project for the reorganization of the executive office, LLC "Medical Centre" (all names in the article have been changed). It is revealed that human capital of the executive office of organization is underfunded for a long time in terms of technical equipment jobs, funds for financial incentives of employees and the formation of executive stuff’ wage supplements. The main risks that affect the value of human capital are: stuff turnover due to lack of career prospects, uncompetitive salary, insufficient technical equipment of working places of managers and specialists. As part of human capital cost management it is proposed: the creation of a special structural unit acting as the valuation of human capital on the basis of recommended optimization models, tracking its dynamics, monitoring of factors influencing the efficiency of human capital, that develop measures to improve the personnel and investment policies of the organization.

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