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6FACTORS OF FORMATION AND DEVELOPMENT OF HUMAN CAPITAL IN THE ENTERPRISE
A.M. Dauletmuratov1, Sh.M. Rejepmuratov2
The article describes the important factors in the formation and development of human capital in the enterprise. The authors consider important elements of human capital and the importance of investing in them.
Key words: human capital, investment, innovation, costs, wages, labor productivity, innovative activity.
According to the experience of developed countries, an innovative economy based on science and technology is the basis of socio-economic development. In this regard, the formation of an innovative economy, first of all, requires the effective use of human capital, large investments in it.
This is why all enterprises, regardless of their scope of activity, regularly make mandatory investments in human capital. These include labor costs (salaries), mandatory contributions to extra-budgetary funds, and the cost of compulsory training of employees. Some enterprises, especially those with a small scale of activity, are limited to this type of activity. In this case, the salary is an incentive for the employee, as well as one of the important elements of the formation and development of human capital. In addition to the mandatory investment in their employees, large enterprises incur the following additional costs: The cost of staff training is voluntary for the employer, which usually includes the study of relevant occupations, personal and professional development. Improving the level of education of employees is also one of the elements of the formation and development of human capital. As an incentive element, enterprises have a social policy that includes certain benefits and conditions for workers. This includes providing a vacation or sanatorium referral that has a positive impact on an employee's health, which is one of the key elements of human capital, providing him / her with additional insurance to solve an employee's health problem and making social payments to support employees in a particular life situation.
Another important reason for investing in the formation and development of human capital is the development of innovative activities in the enterprise. The ability of a person to design, start and implement new technologies, new products, that is, to participate in the innovation process, is an important element of human capital today. The study proved that one of the factors determining the contribution of human capital to the income of the enterprise is the cost of innovation. As a rule, these costs include the cost of encouraging innovators working in the enterprise and the cost of creating a favorable environment for the activation of innovative activities in the enterprise. But there is such an element of human capital that its formation is not influenced by the investment of financial resources, which is, of course, the experience of employees. Even in the selection of experienced workers in their field, it is necessary to pursue the right incentive policy and keep them in the enterprise, because the experience gained in the enterprise is more important than the experience gained in another enterprise, because each enterprise has its own characteristics. Involvement in the process is important for the implementation of innovation policy. The large turnover of employees forces the company to incur additional costs in the selection of qualified personnel. This can have a negative impact on an enterprise's productivity and innovation performance. Taking into account the above, we can express the system of investment in the formation and development of human capital in an innovative-active enterprise as follows (Figure 1):
1DauletmuratovAdilbay Mirzabaevich - Associate Professor of the Department of General Economic Disciplines, KSU named after Berdakh, Uzbekistan.
2Rejepmuratov Sherzod Mansurbek oglu - 3rd year student in management, KSU named after Berdakh, Uzbekistan.
Fig. 1. The system of investing in the formation and development of human capital in
the enterprise
Figure 1 shows the composition of the employer's investment in the enterprise, consisting of mandatory and additional investments in human capital, while the rest remains at the discretion of the employer and depends on the socio-economic policy of the enterprise. Investment, in turn, affects the formation and development of elements of human capital. However, it should be noted that in addition to the direct costs incurred by the enterprise in the formation and development of human capital, it also incurs indirect costs (Figure 2).
Fig. 2. The interaction of direct (indirect) and indirect costs of the enterprise in the formation and development of human capital
As can be seen from Figure 2, the company invests in the development of current and future human capital, along with the allocation of taxes and deductions to the state budget and extra-budgetary funds.
It is impossible to create a system of formation and development of human capital in the enterprise without a system of principles. The system of principles of formation and development of human capital consists of a set of interrelated elements, the application of which allows to create a system of formation and development of
human capital that is more effective for the enterprise. The principles of this system include:
• to achieve the main goal of the enterprise. The essence of this principle is that the process of formation and development of human capital must be closely linked with the production activities of the enterprise;
• scientificity and relevance. The formation and development of human capital must be based on the achievements of modern science and meet current requirements;
• ease of implementation. This principle is based on taking advantage of the successes of hierarchical management systems at all levels and implementing them;
• austerity. All processes of system construction should be carried out at minimal cost;
• continuity. The system and all its processes must work continuously;
• prospects. The implementation of the system should take into account its role in the future development of the enterprise;
• complexity. All elements of the system must interact and be pushed towards a common goal;
• individuality. The system is aimed at the formation and development of all elements of human capital of the enterprise, but it must take into account the development of the specific characteristics and needs of each capital carrier.
Thus, the analysis allows us to conclude that the introduction and implementation of the system of formation and development of human capital in the enterprise is a complex process that requires adherence to a number of principles and conditions. At the same time, this system will have certain features in the innovation-active enterprise. These include additional investment in the formation and development of human capital in the enterprise, in particular to develop the innovative abilities of employees. That is, an innovative-active enterprise seeks to fully form and develop human capital using all possible means, but it is advisable to develop a model of human capital assessment to see how justified these measures are and how their effectiveness can be assessed.
References:
1. Abduraxmanov K.X. Human development. Toshkent. 2013. 542 b.
2. Becker G. Return on investment and human capital (globe trekera Back Beckera Chelovechesky capital). // "SSHA: ekonomika, politika, ideologiya", 1993, № 11. - C. 11-12.
3. Dranchuk L.S. Education in the development of human capital in Russia. -M., 2009.
4. www.woldeconomics.com
© A.M. Dauletmuratov, Sh.M. Rejepmuratov, 2022.
