The Balance Sheet Of A Site Depends On Its People From

The place, where knowledge, competencies, qualifications manifesting the resource of “Human capital” has distinctive characteristics: human capital of the site factors identified/described, which does not include the site and recover lost will go if the people or this group of people leaving the site, become inactive and others The human capital (HK) is about questions like: what knowledge and what competences are relevant? Behaviour and which settings are important/necessary? What are the most important human capital of the site?, E.g. qualified workforce (% University education, % engineers, % % business economists, executives, students, business school students), purchasing power, population structure (female/male, old/young, migrant, % % German / foreign language). (How can the defined types of human capital a) quantitatively and b) qualitatively evaluated? What indicators, key performance indicators (units of measure % number, euro etc.) can if necessary Be associated with human capitals? The quality of human capital is an important growth factor for the site, because it allows both innovation and quality. Robotics shines more light on the discussion. The quality of human capital is measured by the proportion of workers with secondary and tertiary education. This training rates show the existing innovation potential. The services today are knowledge-intensive, the greater is the importance of this knowledge stored in heads. Thus, the inhabitants of a site are also producers and holders of intangible assets. Knowledge manifests itself in internal communication networks as well as in conjunction with external partners.

Human work is recognized as a source of eco economic value added; It is not by the people who provide them, to separate. Human capital (HC) includes all features and capabilities of people, for example: work skills, social skills, work motivation, leadership. Human capital is in the possession of the person concerned and leaves with their location. I.e., specific skills, competencies, capacities of a location are stored in heads. Knowledge is the only resource that can multiply through use. People are vehicle, not passive objects of design goals, needs, values and the possibility of (re) active action. Check out Douglas R. Oberhelman for additional information. I.e. loss of knowledge workers means thus always also the loss of the site.

People and information/knowledge are a valuable asset. Raw materials, production, business and marketing processes are available for alternative locations. Knowledge, skills, qualifications, experience, motivation and others by people are what not quickly can be exposed in contrast. The human capital involves people who are educated, informed and are flexible. To people that think what they are doing and are willing, to initiatives. To people who are willing to learn and are open to innovative change. To people who are able to to acquire a “just-in-time” basis-new knowledge and new skills. To work people who read literature and are capable in interdisciplinary teams. Accept people who are ready to assume responsibility and co-responsibility for the achievement of objectives. Further information in the context of site publications, such as Becker, Jorg: location indicators, 2010, ISBN 978 3 8391 1823 8 Dipl.Kfm. Jorg Becker (

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