Human Capital is not only the people in organizations—it is what those people bring and contribute that can lead the organization to achieve its goals.
Human capital is the value of the capabilities, knowledge, skills, experiences, and motivation of an organizational workforce. The Human Capital is connected to the knowledge, the thinking and the creativity that people in organizations carry with them. All these organizational contributions illustrate the potential value of human capital.
The HR management cycle may be described through seven functions taking place within organizations. These functions may be grouped as follows:
| Strategic HR Management | Employee and Labor Relations |
| HR effectiveness | Employee rights and privacy |
| HR metrics | HR policies |
| HR technology | Union/management relations |
| HR planning | |
| HR retention | |
| Work Force Planning | Talent Management |
| Job analysis | Orientation |
| Recruiting | Training |
| Selection | HR development |
| Performance management | |
| Career planning | |
| Total Rewards
Compensation Incentives Benefits |
Employee Assistance Programme
|
The strategy that an organization follows could be its proposition for how to compete successfully and thereby survive and grow.
For that reason, it is important that all HR functions are aligned with the company’s overall strategy that will contribute to achieve the organizational goals. Organizations need to develop strategic HR goals that are aligned with the overall organizational vision, mission, values and objectives.
Based on our experience, we can help you in the following 4 processes:
- To analyze the current company state and the existing HR processes & framework
- To formulate all the alternative scenarios
- To design the new processes and operations
- To implement the proposed changes
