A few years ago, I put forward some academic theories based on conceptual frameworks that are employed to help explain the changing dynamics of security qualifications. Change is typically fuelled by the need to satisfy desire outside the normative environment or hygiene theories associated with the Human Capital model.


It was researched that training is initially paid for by the employer where initial wages are less for the employee who can expect higher earnings at a later stage one they demonstrate within their role how the knowledge acquired can help increase efficiencies and even profitability for the department this demonstrates the managers return on investment.

In this model, during the training period the actual training costs are deducted this giving more economic 'value' to the trainee in the form of motivation. As time increases the Human Capital value of the employee can actualises into a tangible asset classification. Though this point of actualisation demonstrates success, the valued tangible asset begins its journey of deprecation in the form on skill standardisation. This view is applicable to the traditional IT field verbatim where within large enterprise level organisations, the skills matrix of employees needs to be standardised or phased into a tiered model to best utilise the resource - 4 years on, this is now a proven theory.