Suchergebnisse

The reasons are discussed why a multi-purpose concept of human resources that could be used as a basis for measurement is unlikely to be achieved. Alternative ways are explored in which human resources data might be important for policy purposes, particularly in developing countries. Suggestions are offered re the type of data which might be relevant for those purposes that are postulated as being of the greatest practical importance. While statistical techniques have led to a variety of useful data, non-statistical decision-making is needed to apply the knowledge gained, particularly in developing countries, in the field of human resource policy. The problem is to obtain data that will indicate to gov's how far resources are optimally allocated in their country from the point of view of the amount devoted to investment in human resources. In many countries little is known about the allocation of existing human resources. Hence often it is desirable to start with a rough inventory of the distribution of the existing stock of human resources, classified by main categories & their warnings. Earning data will be useful for finding out the rate of return on investment in human resources. Some of the main problems that will have to be faced in collecting the requisite nat'l data are enumerated. But it is essential that the main line of approach is considered before embarking on a more detailed analysis of the measurement problems implied by it. M. Maxfield.