The intangible’s born In the middle 80’s the economy was changing:

the big competition between firms asks the firm reorganization ; the arrival of new informatics technology (Internet).

Both, combined together lead to get interested and aim on “intangible (untouchable) resources ”to make the difference...

Ergo, the classical economic-financial model in which the company’s ultimate goal is to generate profit was not enough!

The new model

Kn Pr Cs €

the profit can be attain thanks to the customer satisfaction (Sc). Satisfied clients buys the product/service, because it is produced by a productive process (Pr) which disburses it in a satisfying way for the customers .

Locatelli (2008): “The productive process is the engine that moves the company and its gasoline is constitued by knowledge of the human resource ”.

In the beginning there’s not the raw material but there’s the man!

t

Intellectual capital and intangibles goods Man with his knowledge, experiences, skills and ability has a

crucial position in the productive process, and at the same time is part of the intangible goods like the Intellectual Capital.

What are the intangibles goods?Lev: “a no-material good can be used to generate income also without having a material or financial aspect. A patent, a brand or a new organizational structure which produce savings on the costs are intangible resources”. both material goods ( like rent of real estate etc.) and immaterial goods (intangible ) are used to produce income.

What is the intellectual capital?Cravera (2001): “the complex of knowledge and relationships which can be transformed in market value”.

Intellectual capital’s model…

Sveiby (1997, Intangible Assets Monitor) propose a model to monitor the intangible goods from which the market value depends.

Intellectual capital

Structural Capital Relational Capital Human Capital

… Intellectual capital’s model

The Relational Capital is part of a social environment and has many relationships with many stakeholders .

The Structural Capital is formed by people, know how, procedures as well as all the items that stays in the factory after closing time meaning: buildings and plants; So it consist in both Physical and Intangible Capital.

The Human Capital is the real fundament of the business. Part of the Human Capital are the: experiences, personal motivation, leadership, emotional competences, turnover.

Balance of the Intellectual Capital The differences between Balance sheet and

Balance of the Intellectual Capital are remarkable:1. time referring point of view: the first happened in a

precise period of time with a precise date of ending; the second hasn’t it.

2. the approach: it is moving from a deterministic one to a probabilistic one .

3. Unit of measure: the first to make use unit of count expressed in valuables; the second to make useof many unit of measure incompatible whit each other. No absolute value, no arithmetic logic. The data have semantic value.

Research

Has been an explorative research which has started with the studying of the literature as well recent researches

Research goal: in particular the main purpose is to define the indicators which are characteristic of the Human Capital and after use them to formulate a questionnaire.

Research

Steps:

1. Analysis of the literature about Human Capital.

2. Interview of privileged witnesses: detailed interview has been taken with two managers which work with survey on Human Capital

3. Study of the Human Capital indicators.

4. Indicator’s definition and formulation of the questionnaire.

Characteristic of the company: activity : Counsulting (since 1993). Number of the employees: on the 493 total:only the 0,03%

have a contract ex COCOPRO; women represent the 37,32% of the employees.

Concerning the contractual arrangement the employees can be divided in :

Manager: 25 women and 79 men

Executive cadres : 16 women and 28 men Clerks: 143 women and 202 men

 The average age of the employees is relatively low and is around 32 years; the employees have an average of service

of three years.

Characteristic of the company

Concerning the turnover, surveyed on the payroll in date 31\12, we notice that the number of engagement is far

superior than the dismissal one, both in 2006 and 2007. 

In the last three years the company income has been constantly increasing on 10% per year.

Turnover dei dipendenti

Year Engagement Dismissal

20062007

140171

75113

Educational Investment: The Company’s educational investment, express in euro:

Number of courses, hours of study, number of participants

Year Formative investment for all the employees

Formative investment for manager and executive

cadres

200520062007

€ 211.00€ 147.00€ 220.00

€ 78.00€ 79.00€ 80.00

Year Number of courses

Hours of study Number of partecipants

200520062007

373740

600600630

400400500

Results

Almost the totality of the courses was a traditionalone,where the teacher /facilitator is present in theclassroom ; the blended courses, meant as modality ofmixed education which count on both hours intraditional and e-learning trainings did not happen.

The three basic themes in which has been invested mainly in the years 2005 2006 and 2007 are:

1. Technical training courses

2. Methodological and procedural training courses

3. English courses

The participants declared, in the satisfaction questionnaire,

to be very satisfied

For the future? The company will continue to invest in

traditional training courses, powering the e-learning but not using blended training.

Management: courses will be based on

technical competences, organizational ones and on conflict management.

Employees: courses to acquisition of organizational and technical competences an to the capacity of problem solving

Conclusion

Arise from the interviews and questionnaire that the Human Capital is a complex concept because it regard a lot of organizational and individual aspects (Locatelli, 2007).

Between the diferent indicators the main is certainly the capacity of the company to produce know-how and intangibles goods. These bring benefit in long time. To implement the Human Capital, the company must invest in educational courses (Scaratti, Kaneklin, 2004).

The formation must be different whether for the subject of the courses, or for the way to formation.

Contacts

Ludovica Visca: l.visca@hotmail.it Antonino Callea: a.callea@lumsa.it