Creating-entrepreneurial-mindset

Evaluation of the employee development systemmarket share in the rapidly changing business environment. It is necessary that theevaluation of human resource development followes the trends, theory, methodologyand experience and that also recommendations leads to the improvement of activitiesof company human resources development and design effective solutions to humanresources development. (Yamnill a McLean, 2001)In managerial deciding they proceed from characteristics of human resource developmentaccording to V J. Walton (1999), who defined „strategic human resource developmentas an implementation of the processes, that all individuals and teams equipsskills, knowledge and abilities they need to be able to meet current and future tasksrequired by company” (Walton, 1999, p. 213). The aim of the processess is to ensurethe required level of human resources in the company, we can also consider that thecost items of the budget of human resources management as quantitative tools for humanresources development of the company. Many scientists in their studies tried toquantify the rate of return of investitment into the human capital development. Here,from the focus of chapter those ones with the highest explanatory power, in chronologicalorder:In the 1971 A. Kamiač (1971) tried to determine the influence of investitions intoeducation at the national income. When using data from the years 1954 to 1966 for theformer Czechoslovakia estimated that every dollar of the cost of education will increasenational income of 10.99 crowns. However, he points out that it is necessary totake into account other factors affecting the performance of the economy. N. G.Mankiw, D. Romer a D. N. Weil (1992) in the year 1992 argues that the increase ininvestment in human capital by 1% will increase employee performance by 0.6%. J.W. Kendrick (1994) a J. Mueller (1997) reported rate of return on investment in humancapital from 11.3 to 12.5%. According to their findings at 1% annual growth in humancapital, while 1% growth in physical capital increases output by 1% per year. G. M.Jenkins a R. Blundell (1999) monitors the return on investment in human capital, sothat they drawn the analogy the Okun's law: the increase in the proportion of employeeswith higher skills by 1%, annual output will increase by 0.42% to 0.63Z. Griliches(1997) a R. Blundell (1999) published that increasing education of workforce over thelast 50 years in the U.S. has increased productivity by about one third.J. Heckman v roku 1998 in his study examines the average rate of return on investmentin human capital 10%. This means that a one-off investment of $ 1000 wouldreturn $ 100 annually. In further work with these calculations, as with physical capital,must take into account time until the investment is reflected in practice and rate ofcapital depreciation. Rate of return of 10% is the average rate. Does include investmentincome to people with different amount of accumulated human capital. Previous empiricalstudies have found that investing in people with a higher amount of accumulatedhuman capital bring higher returns than investments in people with a lower amount.This happens probably due to the mechanism of himself boosting effect of human capital.One can also deduce from this that with increasing investment in human capital86