New Measures of Human Capital and Their Application
Friday, Jan. 5, 2018 8:00 AM - 10:00 AM
- Chair: Bruce Weinberg, Ohio State University
Earnings Inequality and Mobility Trends in the United States: Nationally Representative Estimates from Longitudinally Linked Employer-employee Data
AbstractUsing SSA data we create a consistent national frame of eligible workers each year from 1990 to 2013, with earnings data sourced from both administrative (LEHD) and household surveys (CPS/ACS). Although declining prior to 2000, from 2000 forward both administrative and survey data show similarly increasing inequality at the top relative to the middle. Below the median inequality also increases for both sources post 2000, although the character of the results differs. Using the administrative worker earnings data, we estimate year-to-year earnings mobility, documenting the evolution of the bottom, middle, and top as well as the changes in the number of inactive workers. Changes in the earnings/inactivity distribution from 2004 to 2013 are not driven by differential changes in average earnings, instead the changes are due to relatively large increases in the flow of workers from the middle to the bottom and the middle to inactivity.
People are our Greatest Asset: Measuring the Market Value of Human Capital
AbstractThis paper uses new, fine-grained data sources generated by human activity conducted online on Linked In to measure the market value of human capital for firms
Research Experience as Human Capital in New Business Outcomes
AbstractHuman capital is typically cited as an important contributor to the survival, growth and innovative activity of new businesses. This paper contributes to the literature by both developing novel measures of human capital and examining the link between those measures and the outcomes of young firms. It builds on several strands of the literature which emphasize the importance of employee workplace experience as a dimension of human capital. It shows that the effects of work experience differ substantially by where an employee worked and is valued differently by firms in different sectors. This is particularly true for research experience, which is consistent with the notion that on the job training in complex tasks should be valuable to firms with complex production technologies.
- J0 - General
- L0 - General