221 AMERICAN Journal of Public Diplomacy and International 

Studies 
www. grnjournal.us 

 

 

AMERICAN Journal of Public Diplomacy and 

International Studies 

Volume 02, Issue 06, 2024 ISSN (E): 2993-2157 
 

 

 

 

Wаys to Improvе Humаn Potеntiаl In thе Rеgions 
 

Tojiyеvа Muhаyyo Vаliyеvnа 

Indеpеndеnt Rеsеаrchеr of Bukhаrа, 

Еnginееring Tеchnology Institutе 

 

Zаrmеd Univеrsity tеаchеr 

mtojiyеvаm@gmаil.com 

+998999499454 

 

 

Аbstrаct 

  This аrticlе prеsеnts а discussion on humаn potеntiаl, еmphаsizing its systеmic nаturе аnd thе 

importаncе of cаpitаlizing on thе humаn fаctor. Thе thеorеticаl undеrpinnings of innovаtivе dеvеlopmеnt of 

pеrsonnеl potеntiаl аrе аlso еxplorеd. Humаn potеntiаl is еxаminеd аs а comprеhеnsivе indicаtor of еconomic 

еfficiеncy improvеmеnt in industriаl еntеrprisеs. Morеovеr, thе аrticlе offеrs proposаls аnd rеcommеndаtions 

for thе dеvеlopmеnt of humаn potеntiаl in industriаl еntеrprisеs, drаwing on insights from forеign 

еxpеriеncеs. 

Kеy words: "Humаn fаctor", "Humаn cаpitаl", intеllеctuаl, spirituаl аnd culturаl componеnts, 

pеrsonnеl cаpаcity, pеrsonnеl mаnаgеmеnt, South Korеаn еxpеriеncе, pеrsonnеl mаnаgеmеnt. 

 

 

 

Introduction. In the modern world, the development and further development of high technologies, 

the introduction of innovative products and technologies in all areas, economic life requires new human 

resources. In the context of intensive scientific and technical transformations, the training of personnel with 

a creative approach to their work and creative thinking, capable of making decisions quickly, has become a 

requirement of the Times. The concept of human capital began to be widely used in the field of science since 

the second half of the twentieth century. Human capital is the resource that has become the most valuable in 

the modern world, where science and technology have advanced. Human potential is the knowledge, skills 

and health that people accumulate throughout their lives, which allows them to realize their potential as useful 

members of society. Human Resource Management is Personnel Management. In this context, employees 

are sometimes referred to as human capital. The role of Personnel Management is to manage employees in 

the workplace in order to achieve the goal set by the organization and strengthen the culture. 

The role of Personnel Management has specific goals.  

 social goals - moral and social needs of the enterprise and its employees 

 organizational goals - actions to help ensure the effectiveness of the organization 

 functional goals - the guidelines used to ensure that employees work properly within the entire 

organization are 

 personal goals - support the personal goals of each employee[7] 

http://www/
mailto:mtojiyevam@gmail.com


222 AMERICAN Journal of Public Diplomacy and International 

Studies 
www. grnjournal.us 

 

 

A.Smith believes that " the core capital of the Enterprise includes not only equipment, but also the 

useful abilities of members of society.  But their purchase requires certain costs, and this, in turn, is reflected 

in the form of fixed capital.  The costs spent on the development of personality abilities return with benefit”. 

U.Petty and a.It can be concluded that Smith “developed the beneficial abilities of a person as the main 

capital and showed the possibility of earning from it”, which serves as the basis for the formation and further 

development of the theory of human capital. 

Modern theory of human capital T. Included by Schulz. The theory of human capital admits human 

capital as a factor in production at the initial stage of its development. 

In his scientific research on “human capital”, T.Shuls argues that in order to improve the well-being of 

the population in “poor” countries, attention should be paid to the quality of the land, not the availability of 

equipment, but to a system of useful knowledge. 

Russian economist V.B.Bazhenova's integral description of human capital as a general approach is of 

interest to many. He explained to human capital “qualification descriptions in itself, which are required in 

the labor market, manifested in the labor process;  education level, intellectual potential, knowledge, 

qualifications, production experience, as well as personal descriptions: physiological and social 

psychological characteristics (health, mental ability, talent, initiative), which are formed by the introduction 

of formal and informal forms of education, private as well as social investments in health, as well as the 

accumulation of an individual's abilities is ensured and has the opportunity to bring. This approach is most 

perfect (complex) for the following reasons: firstly, human capital covers the main components of a person; 

secondly, the methodology of the idea of a holistic approach to the analysis of the phenomenon under study 

is carried out in the largest volume; thirdly, in the research work, the general conditions and factors of the 

formation of human capital are analyzed. In our eyes, such an approach to understanding the category of 

human capital reflects the interdependence of economic and social components. 

Academician Q.X.Abdurahmanov believes that " the importance of human capital is higher than that 

of Natural Resources, material wealth and tools, human capital is a reserve of knowledge, skills, skills formed 

as a result of investments, which reflects the physical, mental and psychological qualities and abilities of an 

individual”[5]. The economist scholar A.V.Vahabov, on the other hand, if the term” capital “denotes a value 

that brings value added to its owner, then” human capital", in our opinion, is the human abilities that generate 

income. Human capabilities form the backbone of human capital” [6]. But, at the same time, the work of the 

above authors was carried out in different periods, in general, without a deep approach, choosing human 

capital and human resources as a separate problem.  At the moment, the work on the analysis of human 

resource activities and improving their effectiveness is also taking scientific research with a serious approach 

to the issue. 

Research methodology. As a result of the scientific research carried out, new directions for ensuring 

the development of human potential in the regions in the conditions of increasing human potential in the 

economy, the transition to a digital economy, and ways to increase their effectiveness are presented.  The 

research process used a systematic approach, abstract logical reasoning, comparison, factor analysis, and 

comparative analysis. 

Results. According to many economist scholars, the term "human potential" has entered the sciences 

of economics through the work "Investment in Human Capital" by American economist Theodore Schulz 

[3]. 

He proved that human capital has the necessary properties of the nature of production and is able to 

accumulate and multiply it. T.Schulz estimates that out of the total product produced in society, 3/4 of its 

total value, rather than 1/4, is used to raise human capital from 20th-century reproducibility theories.[2] 

To what extent human resources are currently evaluated at different stages of Economic Development: 

http://www/


223 AMERICAN Journal of Public Diplomacy and International 

Studies 
www. grnjournal.us 

 

 

 
Source: Abdurakhmonova N.Q. Investment in human capital development of New Uzbekistan 

.Review.uz electron magazine. 

Views on human capital are radically expanding, which is seen as a valuable share as well as an influx 

of income. Because human capital is closely related to economic development. This was scientifically 

substantiated by the world famous Indian scientist, Nobel laureate in economics (1998) Amartia Sen. In his 

opinion, the development process is not just an increase in material or economic well-being, but an extension 

of the capabilities of the individual, which implies a high degree of freedom of choice to each member of 

society. The Labor potential of an employee is, on the one hand, a set of physical and moral capabilities 

aimed at achieving certain results on certain conditions in production activities, on the other hand, 

improvement in the labor process, new tasks arising from changes in production, opportunities for solving 

issues. Let's consider South Korea, which has its own experience in Personnel Management. So why exactly 

South Korea? The answer to this is simple. First, the economy of South Korea is an extremely developed and 

world-recognized country with high achievements, and according to statistics, the economy of South Korea 

belongs to the powerful twenty countries around the world. Being a developed country with a strong 

economy, many opportunities have been created to manage human resources. Secondly, the education system 

meets international quality and standards. Education is provided by highly qualified and experienced teachers 

at South Korean universities and colleges. 

It is no secret that the economic changes that have occurred in the Republic of Korea have risen from 

the backward and impoverished war-ravaged economy of the 1950s to the ranks of the Korean organization 

since the end of the Korean War. 

The organization for Economic Co-operation and Development (OECD) has since the mid-1980s added 

http://www/


224 AMERICAN Journal of Public Diplomacy and International 

Studies 
www. grnjournal.us 

 

 

Korean firms as an important focus for foreign direct investment. Beginning in 1962, the Korean government 

began its economic development. According to the plans, Korean firms have made several modifications to 

their personnel management systems.[7] 

There are several types of human resource management professions in South Korea: 

 director of Human Resource Management (head of personnel department): head of Personnel 

Department. They control the relationships that the company makes to employees. They exercise 

control over all the terms stated in the contract. 

 Recruitment officer: the clerk is responsible for recruitment, dismissal and assignment of duties. This 

position is very important, and any business needs such a profession. 

 Analyst: regularly work in research institutes or research laboratories. They should always find the 

best solutions for business to solve human resources and employment problems. 

 Training of specialists: it is to train employees to specialise, as well as to help contribute to the 

understanding of the work. 

Let's look at the experience of Personnel Management using the example of popular companies in South Korea: 

Large Korean companies, such as Samsung and Hyundai, carry out qualification activities by sending them to 

foreign branches in order to encourage employees. 

Samsung tries to develop global managers at three different levels of the organizational hierarchy, namely the 

upper, middle and lower levels. For example, the global expert program is designed for top managers, which 

reflects ways to develop the ability to assess common business opportunities and threats in a particular 

country or region to solve problems related to globalization, including competitive strategy and personnel 

management practices. 

In the context of the transition of our country to market relations, the importance of individual 

qualitative descriptions of Labor potential changes with the passage of time, for example, the importance of 

the level of education among the descriptions of Labor potential. 

The educational system determines technological development, since the costs incurred in education 

grow the reserve of human capital, ensure the development of a person and, as a result, provide an opportunity 

to achieve a certain level of advantages in the field of new intensive technologies by increasing the ability of 

the economy to develop new ideas. 

Discussion. President of our country Shavkat Mirziyoyev said in a speech at the 78th Session of the 

UN General Assembly that “the policy of establishing a new Uzbekistan is firmly underway. Our country is 

carrying out fundamental reforms aimed at strengthening the principles of democracy and justice on the basis 

of the noble idea of “for the sake of human dignity and interests.” 

The modernization of the national economy in the Republic of Uzbekistan depends, first of all, on the 

productive use of human resources. The study of the human factor reveals its content and essence in the way 

of resources, both qualitatively and quantitatively. 

Raising the economy of our country, as well as solving a number of socio-economic tasks ahead of us, requires 

the effective use of human resources. 

The most important function of human potential is the beginning of long - term needs that determine 

the stimulation and direction of economic development. The areas of realization of human potential 

simultaneously function as areas of production of Labor potential. 

If we analyze the composition of Labor resources of the Republic of Uzbekistan according to the 

Bukhara region, then the results can be seen as follows. 

Structure of labor resources thill (thousand people) 

http://www/


225 AMERICAN Journal of Public Diplomacy and International 

Studies 
www. grnjournal.us 

 

 

 
Source:  stat.uz 

Table 1 data shows that the composition of labor resources by region and the working population of 

working age in 2021 has changed in a positive way compared to previous years. 

Average monthly nominal calculated by Bukhara region 

salary analysis 

(except agriculture and small businesses) 

(thousand sums) 

  

 
Source:  stat.uz 

Table 2 data shows that the average monthly wage rate is seen by the regions of the region, the highest 

is 4289.6 thousand soums in Kagan compared to the average monthly wage in the region (150.5 percent), 

4260.7 thousand soums in Karovulbazar district (149.5 percent), 3 136.0 thousand soums in Bukhara (110.1 

percent), 1895.7 thousand soums in Vobkent district (66.5 percent), Peshko‘ district 1,899.2,000 (66.6 

percent), while 2,122. 0,000 (74.5 percent) in Karakol district are getting a small amount compared to other 

regions. The lowest average monthly wage rates were observed in Vobkent (1895.7 thousand soums) and 

Peshko‘ (1899.2 thousand soums) districts. The average monthly nominal wage rates in these districts were 

correspondingly low compared to the average monthly wage in the province. Innovation in today's 

globalization process is one of the most important strategic resources of any country. The successful solution 

of socio-economic problems, the introduction of new industrial and financial technologies, the development 

http://www/


226 AMERICAN Journal of Public Diplomacy and International 

Studies 
www. grnjournal.us 

 

 

of innovative-investment infrastructure, the development of intellectual potential, the production of export 

products, import substitution, the accumulation of foreign exchange reserves are associated to some extent 

with innovative activities. 

Indeed, without the development of human capital, it is impossible to achieve innovative progress. 

According to well-known economists, negligence in investing in human capital can dramatically reduce the 

competitiveness of a country. For the country to progress economically, it is required to educate talented 

people. 

Over the years, material and Natural Resources, Industrial and agrarian sectors of the economy, Gold, 

foreign exchange reserves, etc. become a constantly decreasing part of national wealth. According to some 

experts, they cannot match even 10% of the national wealth of developed countries by 2030. In other words, 

the intellectual-spiritual factor is the decisive condition for national wealth, which determines the most 

important indicator of the power of the state and the level of development of society. 

Conclusions and suggestions. The need to develop human potential is due to the fact that through its 

development it can be transformed into strong human capital, which, in turn, serves as the driving force of 

the prosperity of the country. Therefore, it is necessary to carry out effective and large-scale work on this 

subject, with great attention to issues and problems related to the development of human potential. 

Today, talented young people, young families, specialists from various fields are supported by our state 

in every possible way, through which not only the individual, but also the whole country makes a worthy 

contribution to raising human potential. 

Capacity is a set of all the possibilities, tools that exist in any area, network.  Human potential is the 

ability of a person to increase his inner capabilities, first of all, the ability to develop. The potential of an 

individual is the ability to live a rich inner life and effectively interact with the environment, to be productive, 

to influence effectively, to grow and develop successfully. 

We can introduce the experience of South Korea, which has entered the rating of twenty of the 

developed countries with a high economy in increasing the Labor potential of employees. Being a developed 

country with a strong economy, many opportunities have been created to manage human resources. Secondly, 

the education system meets international quality and standards. 

Based on the above points, we recommend the following proposals to raise the Republic of Uzbekistan 

among developed countries and develop human potential: 

1. Having studied the essence of the concept of human potential at the enterprise, it is necessary to take 

into account the currently unrealized capabilities of the employees of the enterprise and draw up a plan 

to use them in the future; 

2. In order for the issue of personnel supply of the enterprise to be successful, it is necessary to have a 

professionally ready, conscientious, high morality and morale to perform all the operations of the 

enterprise, talented employees who meet modern requirements. 

3. In order to develop human potential at the enterprise, it will be necessary to regularly improve the 

professional skills of personnel, ensure their professional (qualification and position) Development, 

and establish the effective use of human resources experience and abilities; 

4. by sending employees to foreign enterprises, it will be necessary to stimulate and improve their skills; 

to establish a regular incentive (motivation)for the work of employees of the enterprise according to 

their quality and results; 

5. The management of the enterprise will have to pay close attention to issues related to the socio-

economic and legal protection of personnel 

6. Like Samsung, hiring foreign employees by training them in exchange for providing grants. 

 

 

http://www/


227 AMERICAN Journal of Public Diplomacy and International 

Studies 
www. grnjournal.us 

 

 

References 

 

1. N.Q.Abdurakhmonova investment in human capital development of New Uzbekistan .Review.uz 

electron magazine. 

2. M.L.Sharipov the essence of intellectual human capital,  

sources and features. ACADEMIC RESEARCH IN EDUCATIONAL SCIENCES. Scientific Journal 

Impact Factor (SJIF) 2021: 5.723 

3. D.Shoumarov. Human capital does not come to the surface on its own. uzlidep.uz/news-of-

party/3127., 04.10.2018. 

4. B.C.Bazhenova Neprerivnoye obrazovaniye v usloviyax transformasii ekonomicheskoy sistemi / 

V.S. Bazhenova. -M. : Izd-vo Ros. ekon. akad., 2000. 

5. 5. Kene, F. “Selected economic works."M.: Sotsekgiz (1960). 

6. A.V.Vahabov BMI on the topic” Improving the practice of investing human capital", Tashkent 

2014. 

7. Valiyevna, T. M. ., & Nuriddinovna, A. D. . (2023). Janubiyanubiy Koreya Tajribasi Misolida 

Xodimlarni Boshqarish Yo’llari. Innovative Science in Modern Research, 44–48. Retrieved from 

https://www.openconference.us/index.php/innoscience/article/view/552 

8. Smith A. The "Invisible hand" of the market mechanism // Theory and method in the social sciences. 

- 2004. - pp. 147-163.NM Rimashevskaya-Rossiya iqtisodiy rivojlanishi bo'yicha tadqiqotlar, 2006 

yil 

9. Annual statistical collection.- T.: Uzbekistan, 2021. 

10. Labor and employment in Uzbekistan.- T.: Uzbekistan, 2021. 

11. Uzbekistan in numbers.- T.: Uzbekistan, 2020. 

12. www.president.uz -official website of the president of the Republic of Uzbekistan. 

13. www.gov.uz -government portal of the Republic of Uzbekistan. 

14. www.lex.uz -National base of state documents of the Republic of Uzbekistan. 

15. www.stat.uz -Committee on statistics. 

 

 

 

http://www/
https://www.openconference.us/index.php/innoscience/article/view/552