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posted by [personal profile] purplecthulhu at 04:30pm on 02/01/2003
Some thoughts inspired by [livejournal.com profile] 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.
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There are 19 comments on this entry. (Reply.)
 
posted by [identity profile] purpletigron.livejournal.com at 09:30am on 02/01/2003
Human capital:the money invested in your staff through recruitment and training

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...
 
posted by [identity profile] major-clanger.livejournal.com at 03:35pm on 02/01/2003
[Training not making money in the short term] This is probably why, in my experience, the public sector has a generally positive attitude towards training. 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. (It is usually out to stay within budget, which can also lead to cost-cutting and penny-pinching, but this is usually planned rather than done in a panic).

[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 [livejournal.com profile] purplecthulhu recently saw in action. Small (legal) world!)

MC

 
posted by [identity profile] green-amber.livejournal.com at 04:24pm on 02/01/2003
Gosh my hero Justice Laddie!! This decade's Lord Dennibng for IP rights, almost. I was proselytising about him only tonight at the Tun (to someone who, oddly, seemed quite interested.) So what was [livejournal.com profile] purpletigron doing seeing him??
 
posted by [identity profile] purplecthulhu.livejournal.com at 06:57am on 03/01/2003
I assume you're comparing him to Lord Denning?

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 [livejournal.com profile] purpletigron - its difficult to tell the purples apart at times) saw him at [livejournal.com profile] major_clanger and [livejournal.com profile] bugshaw's case where he was the judge, and was impressed by his performance. He saw through the Evil Stepmother very effectively.
 
posted by [identity profile] green-amber.livejournal.com at 10:31am on 03/01/2003
Sorry, I do get mixed up with all you purples, esp when I've just come in from the pub :-)

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)).
 
posted by [identity profile] green-amber.livejournal.com at 10:36am on 03/01/2003
PS more usefully, if anyone is really intersted in being were it matters on the defense of the public domain from IP expansion (and your nanotechnology point further more up is a very interesting one - I had always assumed it was only intangible ideas (eg ideas) and digital goods that could be non rivalrously acquired as they say?) then the place to go look is the Berkman Centre for Internet Policy at Harvard - go look up their website and support them - they are brilliant but running out of dosh as (naturally) none of the Microsofts and Time AOL Warner's give them huge amounts of cash...
 
posted by [identity profile] purplecthulhu.livejournal.com at 04:20pm on 03/01/2003
I'm surprised nobody has brought up nano in this regard yet. Maybe some osrt of legal-science-fictional briefing needs to be done?

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?
 
posted by [identity profile] purplecthulhu.livejournal.com at 04:17pm on 03/01/2003
You're forgetting the politicians bought and influenced by the IP companies as being in favour of it, and those influenced by those politicians. I've not seen anyone in our government being particularly active in the public interest here, and the US is even more craven in this regard.

Saying that 'everyone' is suspicious is being a bit over optimistic, I think.
 
posted by [identity profile] major-clanger.livejournal.com at 03:51pm on 05/01/2003
I was certainly impressed myself with Mr Justice Laddie's intelligence and the speed with which he got to grips with the key aspects of the case. Indeed, I found the quote I used whilst trying to find out a bit more about him. (Did you know that he once explicitly ruled that one may name one's goldfish 'Elvis Presley'?) I'm not sure about mentioning B*****w vs Hardcastle to him though; he'd probably go a funny colour. If you're interested though, I could email you a copy of the Judgement, which should answer any questions you had about our case.

MC
 
posted by [identity profile] green-amber.livejournal.com at 03:59pm on 05/01/2003
Yes do email me it. (God I'm sad!) But you DON'T get many undue influence cases where the family win..
 
posted by [identity profile] major-clanger.livejournal.com at 04:48pm on 05/01/2003
You have mail...

MC
 
posted by [identity profile] purplecthulhu.livejournal.com at 06:52am on 03/01/2003
Its a sad thing that the public sector you talk about and the public sector I work in (universities) seem to have totally differing attitudes. They don't hold onto staff for longer, and more and more are on short term, fixed contracts, with little or no intention of helping those leaving develop new careers (despite lip service being payed to so-called career development). Budgets of both universities and research councils lurch around, battered by external factors beyond their control (eg. government whim, exchange rate fluctuations) and their own incompetance. And they are usually in such large deficit that any chance to turn a profit is leaped at, to the detriment of long term plans, staff moral, and student care.

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.
 
posted by [identity profile] major-clanger.livejournal.com at 04:02pm on 05/01/2003
Oh, it's not a case that we can't resign for three years (notice for so-called Premature Voluntary Retirement for RAF officers is currently six months). But if you do leave within the 'amortization period' for a training course, you have to repay a portion of the training cost back to HMG, which I have to admit is not unreasonable.

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
 
posted by [identity profile] purplecthulhu.livejournal.com at 04:39am on 06/01/2003
Having a manager looking after a personal training plan? That sounds so sensible!

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?
 
posted by [identity profile] purpletigron.livejournal.com at 12:23pm on 07/01/2003
Having a manager looking after a personal training plan?

Oxfam do this too, seemingly with some enthusiasm.
 
posted by [identity profile] purpletigron.livejournal.com at 07:45am on 03/01/2003
[Training not making money in the short term] This is probably why, in my experience, the public sector has a generally positive attitude toward training.

(Aside: As [livejournal.com profile] purplecthulhu points out, there is no one Monolithic Public Sector, certainly not now. There is, of course, no one Monolithic Private Sector, either.)

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:
  • For the thing itself
  • As a means to some other end

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 [livejournal.com profile] purplecthulhu might consider acceptable actually going to make significant financial profit for the directors and shareholders of any given company? Of course, without a reliable accounting mechanism, no one is really going to know what is the financial benefit to a company of employee training! But in any case, the employees are not necessarily shareholders - an employee accepts their wage as their main benefit from the activities of the company.

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?
 
posted by [identity profile] purplecthulhu.livejournal.com at 09:12am on 03/01/2003
For many companies, training is more defensive than offensive - it doesn't make more money, but prevents money being lost. This would be especially true in fast changing fields, but that's more and more true of the whole of industry these days.

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!
 
posted by [identity profile] major-clanger.livejournal.com at 03:36pm on 06/01/2003
Well, I loathe management-speak, but 'growing' expertise is actually a pretty good metaphor. A person's knowledge and abilities have to be nurtured with care and over a fair amount of time to develop them properly. Such attributes are not commodities that can be ordered on some sort of just-in-time-delivery basis; they are qualities that a manager must encourage and improve in a planned manner as an investment against the time they will be needed. If more managers thought of employee skills as something they were responsible for growing themselves rather than buying off the shelf then they might find they got a better product at the end. (Rather like homegrown versus supermarket veg, perhaps!)

MC
 
posted by [identity profile] purpletigron.livejournal.com at 12:25pm on 07/01/2003
Well, alright then :-) But it still grates on my ears ... because `growing' is naturally a passive, not an active verb, perhaps? `Nuturing' is better, if a little... saccharin.
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."

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