Recently, in the age of continuing technical and technological growth, the role and importance of a human beeing and his potential has been more and more often seen as a source of market competition strength of a company. Knowledge, experience, information and intellectual property is a non-material capital that can and should be used for creation of a company substantial value. Thus, it is not marginal to hire a good employee. To achieve this, a well-prepared recruitment process, either external or internal, is of great importance. External recruitment process should be applied by those companies where there is not a suitable person who can effectively complete the task; also it is justified when a company is growing and need more employees to hire. The other type of recruitment process (internal) is used in such cases when we do not need new people but wish to choose a proper person for a specified position from among now-employed ones. Motivation i also an important factor of growth of a company value. There are two types of motivation: material (=financial) such as periodical bonus, additional remuneration, partial reimbursement of cost of scocial services, etc. and non-material such as understanding of the company mission, tasks, strategies and results by its staff, as well as estimation of results: level of customers' satisfaction, goodwill, mentoring, coaching, schooling programme, staff suggestion system, etc. This work, in its final part, gives information on possible methods of measurement and estimation of human capital. Among others, a concept of seeing human capital as a company asset, as well as an ideas based on cost calculation of employees behaviour and personal-career programmes are presented.