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HUMAN CAPITAL MANAGEMENT

HUMAN CAPITAL MANAGEMENT. Definition.

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HUMAN CAPITAL MANAGEMENT

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  1. HUMAN CAPITAL MANAGEMENT

  2. Definition • The strategic management of human capital calls for a transformation in the employment, deployment, development and evaluation of the employees with results in mind. Holistic human capital management requires incorporating all pertinent data into your human capital decisions. 

  3. Human Capital • Human CapitalThe intersection of an organization's skills, the required roles, and the people available. SkillsSkills includes hard skills, leadership, business skills and interpersonal skills. RolesRoles pertains to jobs, project roles and positions within the organization. PeoplePeople are the key; finding people with the right skills, competencies, experience and education to fill the necessary roles.

  4. Human capital • Human capital is the stock of competencies, knowledge, habits, social and personality attributes, including creativity, cognitive abilities, embodied in the ability to perform labor so as to produce economic value. • It is an aggregate economic view of the human being acting within economies, which is an attempt to capture the social, biological, cultural and psychological complexity as they interact in explicit and/or economic transactions.

  5. Many theories explicitly connect investment in human capital development to education, and the role of human capital in economic development, productivity growth, and innovation has frequently been cited as a justification for government subsidies for education and job skills training.[1] • ^ Jump up to:abcdeSimkovic, Michael (2013). "Risk-Based Student Loans". Washington and Lee Law Review70 (1): 527. SSRN1941070.

  6. Human Capital Management True human capital management is more than just an HR function. It requires strategic analysis of the entire organization. The more proactive an organization is, the more the organization will have the necessary human capital on hand rather than having to "build" or "buy".  http://aviantgroup.com/humancapital.aspdiaksespadatanggal 4 June 2014 pk. 12.31

  7. Human Capital Management • Career Planning • Is there a career path for long-term growth to maintainemployee satisfaction? • Performance Management • Clearly defined roles and responsibilities • Goals and objectives • Reviews/feedback • Learning Management • Training • Knowledge Repositories • Skills Inventories

  8. Change management • Change management is somewhat of a misnomer. What is more important is change leadership.Aviant Group understands this difference and excels at leading companies through large and small changes.

  9. Establish a Sense of Urgency - When people understand that a change is based on need, not something arbitrary, they will embrace the change faster and build momentum. • Clarify and Share the Vision - Leaders must spread that same picture throughout the organization, continually reinterpreting it to make it meaningful and relevant according to the different ways that stakeholders will be impacted in that future state. • Increase Change Capability - When stakeholders and leaders have confidence in their ability to change, they are more open to it... less afraid of it... and able to progress more rapidly through the cycle and to succeed. • Establish Change Communication - When news and information is liberally shared, CREDIBLY, on time, with the right context, it crowds out fear, ignorance, rumors, frustration, and people find more courage to take on something new.

  10. Involve Stakeholders - Stakeholder involvement is critical if a transformation effort is to ever achieve a critical mass of momentum to carry it through the defining moments. • Engage Leadership at All Levels - Leader commitment at all levels must happen if high level leaders don't want to find themselves pushing the proverbial piece of string. • Implement Project Integration - Be aware of parallel efforts outside of yours, and how they impact ability to enable change and reach the desired end state. • Enhance Performance and Organization Alignment - Performance Levers (Leadership Effectiveness, Organization Alignment, Performance & Incentives Alignment, Communication, Education & Professional Development, Staffing & Deployment) help shape and reinforce desired behavior that sustains a transformation.

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