出版社：Publishing House of the University of Economics in Katowice
摘要：The aim of the study is to show how selected methods of human capital evaluation determine loyalty and workaholism,the features affecting employees` efficiency. It was found that seven analysed methods of evaluation differ in terms of ways of defining generators and devaluators of human capital value. Based on the conducted analysis,it was found that the historical costs method,the discounted revenue streams method,the HR Balanced Scorecard and the Saarbrücken formula are not suitable for recognition of loyalty and workaholism as behavioral sources constituting the value of human capital. The most useful methods for their recognition were:Mayo monitor,risk – value method and personnel portfolio. The conclusion is that,with the use of the Mayo monitor,the dynamics of loyalty types and the types of workaholics,which correspond to the variable in the monitor,may be captured,forming the skills profile. Also the risk value method may depict a risk map for loyalty and workaholism,for example,to assess the quality of methods and their diagnosis. In turn,the personnel portfolio allows us to determine the dynamics of the share of different types of workaholism and loyalty.
关键词：methods of human capital evaluation;loyalty;workaholism;value generator;devaluator.
