engleski

Human Capital as Source of Croatian Competitiveness

This research exhibits that Croatian work force could not be considered competitive according to the ten out of twelve human capital competitiveness indicators. Namely, the average Croatia employee is older, less educated, , and less paid, motivated and additionally trained that he/she should be. However, the majority of present levels of selected human capital competitiveness indicators (average age, gender structure, qualification structure, length of service in organization, total dismissal rate, “ redundancy” dismissal rate, rate of dismissals due to poor performance, total absenteeism rate, average monthly net wage, percentage of companies that educate employees, percentage of additionally educated employees in the organization, and ratio between importance and presence of competitiveness traits), although not completely competitive, are not far from the desired. Consequently, the research indicates that Croatian government and enterprises have to invest further in order to develop competitive human capital, but that there is a good base for achieving it.

human capital; sources of competitiveness; human capital competitiveness; Croatia

nije evidentirano