posted by
purplecthulhu at 04:30pm on 02/01/2003
Some thoughts inspired by
purpletigron's journal, concerning capital and terms that use it rather inconsistantly...
Human capital - essentially the money invested in your staff through recruitment and training
Intellectual capital - as far as I can tell, this refers to the intellectual property that a company or nation 'owns', be that patent rights, copyrights, licenses etc.
If you go with these terms of capital in a literal sense, then we would have some quite different ways in which companies would behave.
Training is often seen to be a negative factor. Staff spend time away from the workplace learning things, and might then become skilled enough to get a better job somewhere else. If invenstment in staff was seen as of equal or greater value as investment in hardware - the traditional meaning of capital expenditure - and treated on the balance sheet as capital, then a different attitude might arise. Losing staff through redundancy would be like selling off buildings, not losing a liability. Retention of staff would be like keeping buildings adequately maintained, and retraining and updating skills would work similarly.
Intellectual capital is something currently treated as a great asset. Indeed, some companies like ARM Holdings Ltd., make all their money from it, since they have no production capacity of their own. And yet intellectual capital, or intellectual property (IP) as it is usually known, has the tendency to run away from you. Look at the music and movie companies, trying desperately to protect their exclusive distribution rights and bending whole societies out of shape in the process. What we see here are the first steps towards an economy of plenty, where the things you attach value to are easily and identicially copiable for very little cost. If nanotechnology is ever workable, then this will apply to almnost everything. Standing in the way of this tide is like being Canute. IP will decay much more readily in the future, and short term gain from it, which is the basis of RIAA and ARM's business models, aren't going to work for much longer. A 'value added' process is needed. So, for example, we get a different and more involving movie experience in a cinema than in the home, which is why movie studios, despite the MPAA's protestations, are doing pretty well. And when you are dealing with something that is essentially transitory, which is inherent to music and film publishing, you need to put some decent investment into new material. This is something that RIAA has been very poor on of late. Maybe RIAA needs to head towards virtual concert halls, rather than fighting back the tide of Napsterisation. ARM, meanwhile, should fight against the traditional hostility towards manufacturing in the UK, and actually set up some production capacity of their own.
Human capital - essentially the money invested in your staff through recruitment and training
Intellectual capital - as far as I can tell, this refers to the intellectual property that a company or nation 'owns', be that patent rights, copyrights, licenses etc.
If you go with these terms of capital in a literal sense, then we would have some quite different ways in which companies would behave.
Training is often seen to be a negative factor. Staff spend time away from the workplace learning things, and might then become skilled enough to get a better job somewhere else. If invenstment in staff was seen as of equal or greater value as investment in hardware - the traditional meaning of capital expenditure - and treated on the balance sheet as capital, then a different attitude might arise. Losing staff through redundancy would be like selling off buildings, not losing a liability. Retention of staff would be like keeping buildings adequately maintained, and retraining and updating skills would work similarly.
Intellectual capital is something currently treated as a great asset. Indeed, some companies like ARM Holdings Ltd., make all their money from it, since they have no production capacity of their own. And yet intellectual capital, or intellectual property (IP) as it is usually known, has the tendency to run away from you. Look at the music and movie companies, trying desperately to protect their exclusive distribution rights and bending whole societies out of shape in the process. What we see here are the first steps towards an economy of plenty, where the things you attach value to are easily and identicially copiable for very little cost. If nanotechnology is ever workable, then this will apply to almnost everything. Standing in the way of this tide is like being Canute. IP will decay much more readily in the future, and short term gain from it, which is the basis of RIAA and ARM's business models, aren't going to work for much longer. A 'value added' process is needed. So, for example, we get a different and more involving movie experience in a cinema than in the home, which is why movie studios, despite the MPAA's protestations, are doing pretty well. And when you are dealing with something that is essentially transitory, which is inherent to music and film publishing, you need to put some decent investment into new material. This is something that RIAA has been very poor on of late. Maybe RIAA needs to head towards virtual concert halls, rather than fighting back the tide of Napsterisation. ARM, meanwhile, should fight against the traditional hostility towards manufacturing in the UK, and actually set up some production capacity of their own.
(no subject)
To look at this a slightly different way, I assumed it referred to the actual staff members, but valued in terms of the investment which you described.
Intellectual capital:the intellectual property that a company or nation `owns', be that patent rights, copyrights, licenses etc.
I assume it also includes the intellectual capacity of your staff - e.g. the ideas which they have not yet patented - but again expressed in financial terms.
If you go with these terms of capital in a literal sense, then we would have some quite different ways in which companies would behave.
One of the consequences of the fallibility of humans is that no one consistently implements even those things which they explicitly claim to believe. It is very hard to think through all the implications of your beliefs and actions, or to change your habitual actions just because your thoughts change.
So it doesn't surprise me that businesses are inconsistent :-)
Training is often seen to be a negative factor.
Training doesn't immediately make money. Although businesses exist to make money, people who run businesses are neither omniscient nor infinitely patient. So anything which damages the bottom line in the current financial year is going to be selected against, even though it might make a much bigger impact in the bottom line integrated over all current years. This is a bit like dying of cancer after you have become a grandparent - your genes don't care.
Staff spend time away from the workplace learning things, and might then become skilled enough to get a better job somewhere else.
Ah, yes. That much-vaunted `flexible labour market' suddenly doesn't look so attractive to the employers when their most valued employees start defecting...
If investment in staff was seen as of equal or greater value as investment in hardware - the traditional meaning of capital expenditure - and treated on the balance sheet as capital, then a different attitude might arise.
Hmm - hardware depreciates, and so does knowledge. But the accountants should be able to come up with a way of keeping track.
Losing staff through redundancy would be like selling off buildings, not losing a liability. Retention of staff would be like keeping buildings adequately maintained, and retraining and updating skills would work similarly.
So all but the most far-sighted companies would sell off their employees, or let them rot in corners. This is an improvement how? ;-)
Intellectual capital is something currently treated as a great asset. And yet <...> [it] has the tendency to run away from you. Look at the music and movie companies, trying desperately to protect their exclusive distribution rights and bending whole societies out of shape in the process.
That's a nice exaggeration :-)
What we see here are the first steps toward an economy of plenty, where the things you attach value to are easily and identically copyable for very little cost.
Has much been written by `mainstream' economists about the economics of plenty?
the tide of Napsterisation.
(I don't suppose you coined that term?)
ARM, meanwhile, should fight against the traditional hostility toward manufacturing in the UK, and actually set up some production capacity of their own.
Well, in the medium term at least, maybe. I don't know if they would make any money that way, though.
It is true to say, that you can't continue to do anything else unless you have the necessary capital to support that activity. However, it is also possible to know the price of everything and the value of nothing, and fail to achieve another goal because you only understand capital which can be valued in terms of money. `Just making money for its own sake' is another aspect of irresponsible
stewardship...
(no subject)
[Accounting for the value of training] As a corollary to the above, the public sector often does do this. In my work, a voluntary long training course (over 4 months full-time) brings with it an undertaking to give three years service or repay some of the cost of the course.
I think there is slow progress towards training being seen in a positive light in business. Not so very long ago it was just something you didn't get, other than a minimal amount when you joined. If you wanted to learn more, you did it in your own time at your own expense; my Dad went to night school for years to get 'O' levels. Nowadays people may moan about the difficulty of getting training, but at least it's accepted that it is potentially there. The much-maligned 'Investors in People' scheme may have helped a bit (companies now have to pay at least lip service to training and development) but also more and more managers now realise that an educationally stagnant workforce is just plain uncompetitive, or that buying in expertise can cost more than growing it.
[Intellectual property rights running away] I cannot resist quoting one of the UK's leading experts on intellectual copyright law:
"The [UK] Act of 1911 was a timid little creature. It contained a mere 37 sections. Some believe it was the best Copyright Act we ever had... The 1956 Act as a formidable affair. It contained 57 Sections. It held sway during a period in which copyright legislation burgeoned. But the 1988 Act puts all of this to shame. It contains over 300 sections, about 280 of which relate to copyright and its new offspring, design right. The increase in size cannot be attributed merely to a trend toward verbosity in modern legislation, although there certainly is some of that present in the 1988 Act. To a large extent, it reflects the spread and creation of new copyright-type rights..."
- Mr Justice Laddie, Royal Courts of Justice
(Yes, the same judge
MC
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(no subject)
So does this mean he's skeptical about the mushrooming of IP restrictions? If so, he increases still further in my estimation, since he's swimming against the tide of commercially sponsored politics, at least.
I (not
(no subject)
Yes, you were REALLY lucky to get Laddie. He's very, very clever, takes nothing for granted and I thought he only did IP/commercial cases these days in fact - don't know what he was doing slumming it on a will case (no offense meant but these are not his speciality). I must ask him about your case next time I see him!!! (he is or perhaps was by now the official President of our research centre on IT and IP law - but till now he's been too busy to give his inauguarl speech and I think may have demitted office now!)
And yes he's broadly suspicious of the continued extension of IP rights into the public domain. But so is everyone these days except the recording and publishing industries y'knw :-) (PLug : we're having a weekend workshop on that very topic in March in Edinburgh. But no you guys can't come I'm fraid - it's experts only (smug emoticon (not really)).
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And it doesn't need full nano to cause problems. Sufficiently advanced analytic and synthetic chemistry could, in principle, synthesise a good malt or a good wine. You might not be able to call it Lagavulin, but if it tastes as good and is massively cheaper, what then?
(no subject)
Saying that 'everyone' is suspicious is being a bit over optimistic, I think.
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MC
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MC
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Value of training: so the training that your staff goes on is not necessarily related to their job? Mind you, I doubt that many businesses would be preparaed to lose someone to training for 4 months. I was more thinking of specialist courses that last a week or so...
Is it legal for a company to lock an employee in for 3 years? I realise you're in a rather different position.
(no subject)
Training can vary, from very specific (like the Cisco courses I did a few months ago) to generic job-related (the IT manager course I did last year) to more broadly career-related (the command and staff courses done to qualify for, or following, promotion) to just plain 'make you a better and happier person' courses (adventurous training, current affairs study periods etc). Each of us is meant to have a personal training plan agreed with our line manager that comprises a mixture of these; indeed, I recently got a direct prod from my line manager's boss that I should ensure my own subordinates did general career and personal training as well as just specific technical courses.
MC
(no subject)
But it'll never happen in universities...
And anyway, postdocs and graduate students aren't there to develop a career, but to produce papers to boost the careers of those who have them ie. established academics.
Cynical? Moi?
(no subject)
Oxfam do this too, seemingly with some enthusiasm.
(no subject)
(Aside: As
Your experience sounds positive :-)
It tends to hold on to its employees for longer, does financial planning several years ahead and is not generally out to make a profit.
We could say that there are two main classes of reasons for doing a thing:
The primary goal of `the private sector' is to make financial profits - any commercial, business or industrial activity is in itself secondary, `merely' a means to the profit. This is frequently rationalised in terms of fiscal probity. It is true that there is a physical `conservation of resources', and financial accounting is a way to ensure that the resources are available for an activity to continue. But money is only a simple, flawed analogue for "the things that `we' really need and want", such as having a good quality of life, and keep our training up-to-date.
The primary goal of the public sector is slightly harder to define: "To provide the services needed by society as a whole?" Because the thing itself should now be the motivation, there ought to be better balance in the public sector: between the needs of the many and of the few, between long and short term, between work and life etc. Unfortunately, the principle of conservation of resources can be forgotten.
There is also a diverse `non-profit' sector, where strange mixtures of commercial principles, public service, gift economics, obsession and so on, uneasily co-exist.
There are goals and tasks, there are resources, and there are people. The needs, wants, potential benefits and resources have to be co-ordinated among the people. There are many different ways of achieving that co-ordination, partly depending upon the weight given to the different aspects of the problem.
Are the kind of training programmes which
I think there is slow progress toward training being seen in a positive light in business.
This might only be a fashion? Why should there be a permanent, irreversible change in business lore?
more managers now realise that an educationally stagnant workforce is just plain uncompetitive, or that buying in expertise can cost more than growing it.
(Must ... not ... upchuck ... at ... this ... verb ... `to grow expertise'... :-)
Sometimes, an educationally stagnant workforce probably is competitive - in a technologically stagnant industry, perhaps?
(no subject)
Thus an employee could be thought of as an expensive production machine. It needs constantly feeding with raw materials (ie. wages), but occasionally needs a service and an upgrade to keep it working properly, or to improve it to keep up with the new models being used by a competing company (ie. training and promotion).
The traditional view in British industry, at least, was to keep the proles working for them as supine as possible. So you didn't train them because they then might be more desirable in the job market. But that view may be changing.
Hopefully there'll be some British industry left by the time it really sinks in!
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MC
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Why not try and say it in Plain English, though?
"Make sure that the people in your company can keep improving their knowledge and abilities."