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Human Capital Worksheet

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Human Capital Concept Worksheet
Patrick Halligan
University of Phoenix

Human Capital Concepts Worksheet
|Concept |Application of Concept in the Scenario |Reference to Concept in Reading |
| |Inter Clean can become more competitive by analyzing their organization, |“-the firm’s ability to manage people|
| |successfully managing the transition, and improving services, product |to gain competitive advantange” |
| |quality, processes and reducing costs by effective human resources |(Dreher & Dougherty, 2001,p.4). |
|Equity Theory |practices Organizational Capability | |
| | | |
| | | |
| | | |
| |With the new transition and acquisition of Enviro Tech rumors around the |“The source of the lack of motivation|
| |organization have the employees with a low morale because they feel many cuts|for performing the behavior, or (2) a|
| |will be made and many are concerned on how to reach their expected sales |lack of high instrumentalities for |
|Organizational Capability|production while training and learning new products. |performing the behavior (or |
| | |connections, or (3) a lack of |
| | |outcomes with high enough positive |
| | |valence, or (4) all of these |
| | |probles,” (Dreher & Dougherty, |
| | |2001,p.37). |
| |Inter Clean will be changing into a solution based selling model in 90 to 180|“Hiring the right people means more |
| |days. Employees’ resistance and recent resignation has been the outcome of |than just securing employees who |
|Employee Motivation |the announced new model. Human resources is contemplating new hires that |possess the knowledge, skills, and |
| |would best with the appropriate knowledge, skills, and background to make the|abilities required to perform a |
| |transition easier. |particular job; these people must |
| | |also be able to acquire new knowledge|
| | |and skills as jobs and environments |
| | |change,” (Dreher & Dougherty, |
| | |2001,p.6). |
| |Employees are being required to go through extensive training to adapt to fit|If employees are not ready for |
| |the new direction the company is taking. |training it will not be effective. If|
| | |they do not exert the effort and work|
|Training | |hard to master a new skill, they will|
| | |not benefit from training at the |
| | |level needed to make the investment |
| | |worthwhile (Dreher and Dougherty, |
| | |2001 pg 130). |
| | |“Carefully selecting employees to |
| | |attend training sessions and offering|
| | |jump start sessions before the actual|
| | |training begins may help training |
| | |become effective (Dreher and |
| | |Dougherty, 2001, pg 130). |
| |David Spencer CEO announced the acquisition of EnviroTech. With service |Many companies merge in order to |
| |expertise of EnviroTech and resources of InterClean, sales goals are expected|increase efficiency and cut costs. |
|Managing the |to result in a 40% increase to profit. |(Dreher and Dougherty, 2001, pg 116) |
|restructuring process | |The company needs to effectively |
| | |communicate this transition, properly|
| | |staff the new venture, offer |
| | |retirement and severance packages, |
| | |and provide compensation, benefit, |
| | |and training systems that will |
| | |contribute to new organizational |
| | |objectives (Dreher and Dougherty, |
| | |2001, pg 118) |

References
Dreher & Dougherty. (2001). Human Resources Strategy. Retrieved from University of Phoenix

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