The theory of human capital essentially means that there is an indirect relationship between vocational training and job placement. Leadership and leadership styles are mediators in this process, because they transfer values and norms that guide needs and expectations, as well as skills and knowledge in order to carry out the tasks and achieve the achievements. In this sense, the objective of the present work was to specify a model for the study of human capital. A non-experimental, documentary, cross-sectional and exploratory study was carried out with a selection of sources indexed to Latin American leading repositories, considering the publication period and ISSN and DOI registration. Since the specified model can be contrasted, the inclusion of factors such as stress, harassment, mobbing and burnout is recommended to establish the scope and limits of the model.

The purpose of this research is to specify a model of dependency relations between the variables determining and indicative of vocational training and job placement in the Social Work degree of a public university in Mexico City.

The university degree is more profitable for women than for men when compared to other educational levels. University graduates earn 41% more than high school graduates, while in men this difference is 32%. The university students also have a level of unemployment (6.9% among the graduates) much lower than other educational levels (14.3% among the graduates of compulsory secondary). The relative salary of university students compared to workers with lower secondary education has dropped by 40%. The university advantage in terms of unemployment has also declined. The unemployment rate of secondary school graduates has increased from 27% higher than that of university students to 17

First Study A non-experimental, documentary, cross-sectional and exploratory study was carried out with a non-probabilistic selection of sources indexed to leading repositories in Latin America. The information was processed in content analysis matrices with the purpose of specifying the model of reflective dependency relations between the constructs of professional formation and labour insertion. The documentation to be analysed was selected considering the publication period from 2020 to 2023, the conceptualization of the keywords: human capital, vocational training and labour insertion, as well as its ISSN (International Standard Serial Number) and DOI (Digital Object Identifier). The analysis of the content was based on the symptom technique, which consists in processing the concepts and their relationship in a network based on the breakdown that the authors perform and the discussion they establish regarding the keywords.

Second Study A non-experimental, cross-sectional and exploratory study was carried out with a non-random selection of 100 students from a public university in the State of Mexico. 64% have a monthly income of less than 3,500 pesos (average = 3,300 and standard deviation = 124.34), 22

Figure 1 shows the eigenvalues that define the structure of the instrument ⌠ᵪ2 = 345,3 (23gl) p < ,01; KMO = ,703⌡in which it is possible to observe the parameters that show the reliability, sphericity and validity of the instrument. The general scale (alpha of, 789) and the three subscales (respective alphas of .762; .760; .789) obtained values above the minimum requirements (alpha of , 700), being considered reliable in the measurement of other samples and research contexts.

Once the factors that explain 67% of the total explained variance were established, we proceeded to estimate their linear relationships in which the structure of trajectories between the variables that determine the structure of training perception based on the three variables can be appreciated. opportunity, risk and utility.

Fit parameters and residuals ⌠ᵪ2 = 23.4 (14gl) p < .01; GFI = .990; IFC = .997; RMSEA = .007⌡ suggest non-rejection of the null hypothesis regarding the significant differences between the theoretical relationships of the variables with respect to the empirical observations in the training perception model.

The contribution of this work to the state of knowledge and the revision of the literature consists of the specification of a model for the study of human capital formation, transformational leadership and labour insertion.

In relation to which human capital formation depends on the level of scientific and technological development, the present study warns that technologies, devices and information networks are a key factor in the explanation of organizations dedicated to the Establishment of strategic alliances but ignored in the cooperative societies as competitive advantage.

The formation of human capital seems to be determined by the context and culture of the organization. In that sense, the specification of a model will allow the contrast of the normative and normative determinants of the organizations with respect to the internal capacities and resources.

Vocational training is a result of business development policies that include constant evaluation processes. In this sense, the quality of the processes inside the organizations determines its structure and the requirements of selection and training of personnel.

In contrast, the present paper argues that the formation of human capital depends on the level of talent crystallized in skills and knowledge rather than the climate of relationships and tasks that are established in organizations dedicated to the quality of their processes and products.

The formation of human capital, in relation to labour insertion, would be closer to the mediation that the transformational leadership exerts on the employee and the commitment that he acquires and develops before the demands of his leader. It is a process in which the learnings have a greater impact than training and therefore condition labour satisfaction.

The work commitment is the result of a climate of empathic relationships between leaders and followers, but also entails the learning of norms and values of cooperation that, in the case of corporations, seem to be distant from their objectives, tasks and goals.

In the present work, the specification of a model for the study of vocational training is based on the establishment of values and norms as reflective indicators, but in relation to the expectations and capacities of the insertion in the labour market.

However, the course and personal trajectory differs from group goals, tasks and goals. Even with the formation of networks of knowledge, personal expectations and abilities seem to follow performance schemes acquired from leaders, but especially from peers. In this sense, the inclusion of factors that inhibit vocational training and job placement such as stress, burnout and mobbing is recommended.

Job satisfaction do not depend on skills or knowledge, but rather on skills that in the case of emotional intelligence are a preponderant factor in performance, innovation and job satisfaction. The present study does not include these emotional, affective and sentimental variables, but it is recognized that, coupled with the intensive use of technologies, devices and electronic networks, it potentiates the formation of human capital and gives competitive advantages for labour insertion.

The contribution of this study to the state of the art lies in the establishment of a training perception model. In reference to the state of the art where virtual training predominated face-to-face formative learning. This paper warns that this training includes three dimensions: opportunity, risk and utility. Lines of research on the effects of the pandemic on the dimensions of perception and training will make it possible to identify avenues of analysis that clarify the coexistence of multiple factors.