Economics of human resource and social exclusion


 


 


Focusing on the economics of human resource inclusion and exclusion upon noting in, what are the possible and valuable studies for human resource development?


 


The research argues that the concept of social exclusion, as being developed to describe the manifold consequences of work inequality, has become embedded as crucialelement within human resource discourse, socialexclusion is contrasted not with inclusion but with integration,construed as integration into the human resource process. There breakdownin social cohesion which should be maintained by divisionof labor, theconcept of social exclusion operates devalue unpaidwork and to obscure the inequalities between paid workers, aswell as to obscure the fundamental social division between human resource domain and HR functioning. Research will determine inclusion as well as exclusion criteria, the HR perspective. Social concepts have an advantage over community ones bydirecting that attention to higher orders of political systems.


The latest construct being wielded by researchers and policy-makers are the twinned concepts of social inclusion and social exclusion as there present conceptualsophistication over social capital and social cohesion. The implying of empirical human resource measurement of mobility and social persistence: measures; longitudinal data sets; overview of literature evidence about human resource inclusion and exclusion from within economic perspective. For literature, certain investments in human and social capital are widely believed to improve the performance of employees (,  and , 2001). Similarly, the case for entrepreneurial performance ( and , 2001; , 2002), easy to understand since entrepreneurship is fundamental characteristic of modern knowledge-based economic activities. This is because the potential value of new ideas and knowledge is inherently uncertain, explore and implement new ideas ( and , 2001). The obvious competitor for the influence of human and social capital on performance is the use of strategies which again needs to be controlled for types of uncertainty (,  and , 2000).


Aside, such strategy may dictate what types and levels of human and social capital are needed, available types and leve ls of human and social capital may induce to application of certain strategies. Future research needs to take into account the interrelationships between the portfolio of human and social capital, types of strategy, forms of uncertainty and performance. The fundamental question is: How it is possible to influence the contemporary problem of social exclusion with the principle of HR economics, the context of social inclusion?, there is parallel area of interpersonal relations which are being produced by HR based area, related question is: What are HR criteria for an employee related social inclusion? When searching for answers, there may rely on the idea of social capital which can be found in key documents and studies on human resource management, with emphasis on certain interpersonal relations, which haven’t been paid sufficient attention in practice.


Furthermore, social inclusion/exclusion may be useful idea in their ongoing struggles to keep some resources flowing into that part of their work that aims to see the less powerful become more powerful, the disorganized more organized, the less capable more resourced and confident in their capacities. Like ideas of community empowerment and capacity before it, social exclusion should give practitioners pause to question: how has their work improved the situation for the least well off within the ambit of HR communities? And how has it avoided ‘excluding’ others, who are perhaps almost as least well off, from the support and resource access they might require? For researchers, social inclusion/exclusion could represent new opportunity for research funding grants, peer-reviewed publications, theoretical refinements and invitations to health determinants conferences in nice places around the world. The problem is that the term becomes more vehicle for career advancement than for social change. The question for those in HR then is: how will theorizing and researching social inclusion/exclusion create different HR based knowledge and argument useful to workers to which the market is necessarily subordinate? How can the arguments elicited by social inclusion/ exclusion convince the free market ideologues of the necessity of disciplining economic practices towards fairness in the distribution of wealth and sustainability in the use of natural resources? Can social inclusion argument be extended to what people know are important human resource determinants residing in economic practices, forcing the evidence-based policy? Can social exclusion argument be used to challenge the orthodoxy of equal opportunity with the ideal of equal outcome? These are challenging times. It is critical to support and expand programs that promote social inclusion in human resource perspective and effective realms. In today’s human centered world, achieving social inclusion also require vigorous investment in programs designed for example, to overcome digital inequality.


 


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