A company is usually founded by individuals striving to achieve their own or broader goals. Goal achievement related to a company＇s operations is called business or the business process. Human capital （man＇s work, ...A company is usually founded by individuals striving to achieve their own or broader goals. Goal achievement related to a company＇s operations is called business or the business process. Human capital （man＇s work, employees） is an important element of the business process, however its value is not disclosed on the assets side of the classical balance sheet. In order to shown assets, human capital has to be evaluated. Evaluation can be made in monetary or non-monetary terms. Non-monetary models for evaluating human capital include organisational and behavioural variables. These variables are not expressed in monetary terms, however, based on changes in their quality, one can assume the increased or decreased value of human capital within the company. The value of non-monetary models should not be underestimated, however monetary models are of greater importance. In this article, the most significant non-monetary and monetary models of human capital evaluation are discussed. Among non-monetary models the Michigan, Flamholz, and Ogan models are discussed. Among monetary models the replacement costs model, the opportunity costs model, the discounted wages and salaries model, and originally created dynamic model are discussed. A descriptive approach is used to identify the basic characteristics of existing models for evaluating human capital. According to these findings a different approach is taken in developing an original model. Dynamic model can efficiently overcome most of the practical problems and can be used as an appropriate estimator of human capital value expressed in monetary terms. The research limitations are that the dynamic model has not been sufficiently verified in practice. The model could prove to be directly applicable in those enterprises that would like to define the value of their human capital.展开更多
Econometric models have not been widely used for thorough analysis of the statistics published by banks. The paper presents the results of analyses of Estonian Banking, made by the authors during the last seven years....Econometric models have not been widely used for thorough analysis of the statistics published by banks. The paper presents the results of analyses of Estonian Banking, made by the authors during the last seven years. Earlier results have been published in a number of collections of research articles and have been reported on international conferences worldwide （in Mexico, South Africa, Egypt, Poland, Check Republic, Chile, China, and USA, etc.）. From econometric models, the Cobb-Douglas production function with income-earning assets, equity, liabilities and fixed assets as inputs was selected. The time period chosen is from the first quarter of 1995 to the fourth quarter of 2008 that is a total of 56 periods. The balance sheets and income statements published quarterly by the banks were used as the empirical base of analysis.展开更多
文摘A company is usually founded by individuals striving to achieve their own or broader goals. Goal achievement related to a company＇s operations is called business or the business process. Human capital （man＇s work, employees） is an important element of the business process, however its value is not disclosed on the assets side of the classical balance sheet. In order to shown assets, human capital has to be evaluated. Evaluation can be made in monetary or non-monetary terms. Non-monetary models for evaluating human capital include organisational and behavioural variables. These variables are not expressed in monetary terms, however, based on changes in their quality, one can assume the increased or decreased value of human capital within the company. The value of non-monetary models should not be underestimated, however monetary models are of greater importance. In this article, the most significant non-monetary and monetary models of human capital evaluation are discussed. Among non-monetary models the Michigan, Flamholz, and Ogan models are discussed. Among monetary models the replacement costs model, the opportunity costs model, the discounted wages and salaries model, and originally created dynamic model are discussed. A descriptive approach is used to identify the basic characteristics of existing models for evaluating human capital. According to these findings a different approach is taken in developing an original model. Dynamic model can efficiently overcome most of the practical problems and can be used as an appropriate estimator of human capital value expressed in monetary terms. The research limitations are that the dynamic model has not been sufficiently verified in practice. The model could prove to be directly applicable in those enterprises that would like to define the value of their human capital.
文摘Econometric models have not been widely used for thorough analysis of the statistics published by banks. The paper presents the results of analyses of Estonian Banking, made by the authors during the last seven years. Earlier results have been published in a number of collections of research articles and have been reported on international conferences worldwide （in Mexico, South Africa, Egypt, Poland, Check Republic, Chile, China, and USA, etc.）. From econometric models, the Cobb-Douglas production function with income-earning assets, equity, liabilities and fixed assets as inputs was selected. The time period chosen is from the first quarter of 1995 to the fourth quarter of 2008 that is a total of 56 periods. The balance sheets and income statements published quarterly by the banks were used as the empirical base of analysis.
