A varying global competition, labor force, new knowledge, information technology progress, the global recession in 2008, as well as the needs for sustainable operation have led corporate leaders to assess and re-examine how they operate and manage.
In turn, corporate leaders are making use of new technologies, shifting the structures of their organizations, relocating personnel, redesigning work, and enhancing work procedures. These variations have important propositions for how human capital must be administered and how the functions of their human resources must work.
In the past, increasing figures of chief-executive-officers have been referred to as highlighting the human capital’s importance in an organization, conveying a need to build on and sustain human capital, or the demand for talent management in a company.
Yearly reports of a lot of corporations in Asia, Europe and North America show that intellectual property and human capital are the most significant assets. In different organizations, compensation is among the major costs.
When it comes to service organizations, it regularly shows 70 to 80 percent business cost. Including the training costs and other activities of human resource management, you will find out that the function of the human resource has accountability for an extremely large part of the entire expenditures. Furthermore, this part is increasing. However, you can make amendments to this via human capital strategy.
The human capital strategy is a method of a cetain corporation concerning HR in it position, aligned to cope with the goals, strategy and vision of a company.
Human capital strategy’s purpose is to change HR into a much concrete asset, as well as to match up and plan the workforce in the company to its strategic needs. This method tries to solve the issue of how an investment is prioritized in HR and to put up a differential approach according to the different groups of workforce in a certain company.
What and Who Are Involved in a Human Capital Strategy?
Human capital strategy has an effect on every manager and employee in an organization, from roles’ definition to the management procedures of an employee and corporate culture.
This process defines not just the profile and role of employers, but also dictates how employers need to dealt with the employee improvement and get staff ready for their roles.
Human capital strategy indeed administrates HR management over the life cycle of an employee – from identifying which workers should be hired, to consequent training, career management, and, eventually, retirement. Human capital strategy can substantially influence the image of an organization.
When building on a human capital strategy, the current issues are just the beginning of the development. To make use of the human capital’s performance in an organization, doctrine implantation should be constant.
To sum it up, realization and formulation of human capital strategy is a course of action that has an influential effect on the outcomes and sustainability of the value of the company.
Human capital strategy portrays an important part in the success of the general business strategy of an organization, leading to innovation, excellent and greater competitiveness.