A highly skilled labor force is what made the US an economic powerhouse, says @allisonscharger, but the value of its human capital is degrading, and almost no one is doing anything about it (via @opinion) https://t.co/t6bvRLFGnr ...

Investment Rating - The report does not explicitly provide an investment rating for the industry Core Insights - Digital skills are increasingly important in the labor market, with individuals possessing advanced digital skills earning, on average, 18.9 percent higher wages than those without such skills [2][12] - The wage premium for high digital skills varies significantly across regions, with Central Asia showing a premium of 47.7 percent, followed by Eastern Europe at 26.7 percent, and the South Caucasus at 23.5 percent [12] - Approximately 43.7 percent of individuals in the Europe and Central Asia region report a complete absence of digital skills, indicating a significant gap in digital competencies [11][31] Summary by Sections Introduction - Human capital, including digital skills, is crucial for productivity and earning capacity, influencing economic growth and poverty reduction [7][8] - The paper emphasizes the role of digital skills in reshaping employment prospects and economic development [8] Literature Review - Previous studies indicate a strong correlation between education and earnings, with a 10 percent increase in earnings for each additional year of schooling [15] - Digital skills are identified as a key form of human capital, with significant impacts on labor market outcomes [16][17] Empirical Strategy - The study employs a modified Mincerian equation to analyze the impact of digital skills on wages, focusing on individual-level wage regression [24][25] Data - The analysis utilizes data from the Life in Transition Survey, covering 30 countries in Europe and Central Asia, with a focus on socio-economic conditions and digital skills [27][28] Results - The findings reveal that education level is the most significant determinant of digital skill acquisition, with a university degree increasing the likelihood of high digital skills by 32.4 percentage points [58] - Individuals from low-income households are significantly less likely to acquire high digital skills, with a reduction of 17.6 percentage points in probability [58] - Gender and urban residency also influence digital skill acquisition, with men and urban residents more likely to possess high digital skills [64][66]

Knowing early in life whether or not you will bear children could influence a woman’s future wages, since women who plan to conceive may make different investments in their human capital https://t.co/ZtU21dvYvr ...

Core Insights - Traditional retirement advice may be overly conservative, often recommending a balanced portfolio that includes conservative assets like bonds, while James Choi suggests maintaining a 100% stock portfolio during most of one's working life [1][8] Group 1: Asset Allocation Perspectives - Choi argues that conventional financial advice fails to consider human capital, which includes future wage income and Social Security benefits, as a significant economic asset for working individuals [3][8] - The correlation between labor income shocks and stock market returns is minimal, allowing individuals to take on more risk in their investment portfolios [3][4] - Choi's academic models propose that individuals should ideally hold 100% stocks or even leverage positions of 200% to 300% stocks, depending on their financial objectives [9] Group 2: Behavioral Considerations - Financial advisors caution that a 100% equity portfolio may not be suitable for everyone, as many investors do not behave rationally during market downturns, potentially leading to poor decision-making [5][7] - Individuals in cyclical or high-volatility industries may find their job prospects closely tied to economic cycles, which could affect their investment strategies [6][8] - Choi acknowledges that for those with lower risk tolerance, a higher stock allocation may not be appropriate, emphasizing the need for personalized investment strategies [7][9] Group 3: Practical Tools - Choi has developed a spreadsheet tool that allows individuals to input personal financial factors to receive tailored portfolio allocation recommendations, though it is intended as a thought exercise rather than direct investment advice [9]

Core Insights - U.S. investors are increasingly focusing on ESG policies that enhance sustainable business practices and shareholder value, leading companies to refine executive incentive plans with quality metrics centered on human capital [1][6] Group 1: ESG Metrics in Executive Incentive Plans - 76% of S&P 500 companies reported incorporating at least one ESG metric in their executive incentive plans, marking a 1% decline from the previous year [2] - Globally, 80% of companies included at least one ESG metric in their executive incentive plans, with 75% using ESG measures in short-term incentive plans and 32% in long-term incentive plans [3] Group 2: Diversity, Equity, and Inclusion (DEI) Metrics - The prevalence of DEI metrics in the U.S. has significantly decreased due to recent Court rulings and policy changes, with only 34% of S&P 500 companies using these metrics in executive incentives, down from 55% the previous year [4] - 23 companies (5%) of the S&P 500 disclosed plans to remove DEI metrics from their executive incentive plans for the current year, indicating a continuing trend away from these metrics [4] Group 3: Human Capital Metrics - Human capital metrics remain a priority, with 71% of North American companies and 81% of European companies including at least one people-related metric in their executive incentive plans [5] - Common people-related metrics include employee engagement, succession planning, culture, and employee retention, reflecting a focus on governance of people risks and opportunities [6] Group 4: Study Overview - The WTW 2025 ESG Incentive Metrics Study analyzed 1,070 public company disclosures across major stock exchange indices in 18 markets, covering fiscal years ending between May 2024 and May 2025 [7]

We literally have an ex-president of an asset manager, the co-founder of uh the largest independent bank in the Bahamas, the founder of a tech team from the 1990s that has successfully driven growth for more than 20 years and um more background as a corporate treasury that I that I described before. So uh it's I think the human capital is the most important. ...

Core Insights - CFOs are entering 2026 with expectations of ongoing pricing pressure and economic uncertainty, as indicated by the latest CFO Survey from Duke University's Fuqua School of Business and the Federal Reserve Banks of Richmond and Atlanta [1] Pricing Pressure and Growth Expectations - CFOs anticipate a median price increase of 3.5% for products and services in 2026, reflecting elevated cost dynamics influenced by tariffs, input costs, and customer sensitivity [3][4] - The findings suggest that CFOs are preparing for price increases as part of broader margin management strategies, indicating a sustained high price growth outlook [4] Labor Market Insights - The median company expects a 1.7% increase in full-time employment in 2026, with 59% of companies planning to expand their workforce, while 15% plan to reduce headcount and 26% expect no change [5] - Wage growth is projected to average around 3%, indicating ongoing compensation pressure despite a moderation in hiring and falling interest rates [5] Economic Outlook - CFOs expect real GDP growth of 1.9% in 2026, showing stability in their outlook, although the CFO optimism index for the overall economy has slightly declined from 62.9 to 60.2 [6] AI Investment Trends - Investment in AI is expected to grow, particularly among smaller and mid-sized firms, with 78% of large companies having invested in AI in 2025, and nearly 80% of small firms planning to invest in AI in the coming year [7]

Human capital affects economic growth and can help to develop an economy by expanding the knowledge and skills of its people. Learn more about how it works. https://t.co/Y4UIOoH3MA ...

Joining us here in the CBC exclusive at Post9 is Cognizant CEO Ravi Kumar. It's great to have you back. Welcome.>> Thank you. Thank you, K. Thank you, Leslie.>> It's been so choppy in services, especially IT services. Is this are you turning a chapter here. >> Yeah, absolutely.We've had a great uh year so far. We increased our uh upper end of the guidance range for our revenue. Uh we moved to the upper end on our margins.Our EPS growth has been uh 10 to 11%. So we are very very excited about the transformat ...

Broad-based growth, driven by rising worker productivity, is what underpins lasting gains in human capital. And technologies raise productivity only if businesses reorganise to exploit them https://t.co/Z0AJSOfW2a ...