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As the article says, "Because the workforce accounts for an enormous share of corporate expense - above 40% on average - a technique that HR professionals can use to prove that their function earns its keep in spades is welcomed. It's one of two big reasons that human capital management consultants and gurus are getting rapt attention in corporate America." So while you may not yet need finance for your particular business specialty, it's coming, and most of it is focused on what kind of return are we getting from our investment, whether the investment is in a marketing campaign or hiring people. This is the reason that so many CEOs come from the finance side of the business.
In this chapter we have the following objectives:
1, Determine how much it costs the firm to obtain funds by issuing equity. 2. Determine how much it costs the firm to borrow money. 3. Determine the overall cost of capital using the capital structure. 4. Understand where we can go wrong in determining these costs and what to do about it.
You will find, as you read this chapter, that the required return on investment, the discount rate and the cost of capital are all pretty much the same number. It is the use of money that determines its cost, not the source, even though we talk about cost of debt and cost of equity,
The Cost of Equity is most commonly determined by looking at either the Dividend Growth model or by looking at the Security Market Line, otherwise known as the Capital Asset Pricing Model.
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