Premium Essay

Role of Research in Human Capital Development

In: Social Issues

Submitted By Gambon12
Words 1592
Pages 7
Introduction Emphasis on human capital is a recent development. For a long time, concern has been placed on other factors of production. It was not until recently that attention shifted to Human capital which has led to a massive wave of investment in human capital development. Human capital development is the term used in referring to factors such as education, health, and other variables that can raise productivity. It refers to the ability to perform work so as to produce economic value. To a large extent this a function of the skills and knowledge workers acquired through education and experience.
When viewed from a macro perspective, Human capital represents the human factor in an organization and this consists of the combined intelligence, skills and expertise of workers that gives the organization its distinctive character. It consists of those elements of the organization that are capable of learning, changing, innovating and providing the creative thrust which if properly motivated can ensure the long-term survival of an organization.
Increasing attention is being given to Human capital due to globalization and its attendant saturation of the labour market. Concern about the issue has been being compounded by the recent downturn in the various economies of the world. This has led Organisations to appreciate the need to leverage on the workforce for competitive advantage in order to thrive and keep ahead of the competition. One major way of doing this is through human capital development. However experience has shown that for human capital to play a crucial role in serving as a driver of growth, it must be carried out systematically. Hence the need for a systematic and objective starting point and this can be found in Research and Development.

Research has been defined as the process of arriving at dependable...

Similar Documents

Free Essay


...STRATEGIC HUMAN CAPITAL USING BLUE OCEAN STRATEGY® (2-DAY WORKSHOP) Introduction Today’s business managers of any sized organization are facing the challenges of human capital especially after the economic depreciate. In order to get rid of the crisis, organizations need a comprehensive, coherent and timely strategy on promoting, measuring and assessing innovations in human capital strategy. As such, it has been a drastic difference in the focus of professionals to train and retrain their skill-set through higher education. This is particularly important in challenging times like now. The need to change, innovate and respond appropriately is no longer a luxury. It is a necessity for survival and relevance. The role of Human Capital is important and significant because of the positive correlation to economic growth and societal development. Hence, UCSI Blue Ocean Strategy® challenges these old paradigms and offers the Strategic Human Capital Using Blue Ocean Strategy® 2–Day Workshop. Through the workshop, participants will learn the skills they need to align human resources goals and budgets with their organizational mission. In addition, participants will also understand the role of metrics and data in identifying desired outcomes and measuring progress toward the identified outcomes. Objectives * To introduce Blue Ocean Strategy® systematic methodology in Strategic Human Capital Planning and Execution. * Master the new business administration of strategic......

Words: 1418 - Pages: 6

Premium Essay

Difference Between China and Sub-Saharan in Economic Growth and Development

...and Sub-Saharan in economic growth and development This essay will try to analyse the difference between China and Sub- Saharan region countries on the economic growth and development issue from an overall view. In order to contrast the different development and growth methods between china and a whole Sub-Saharan region of countries, the essay will introduce the solow model in order to simplify the analysis, because in order to conduct a precise research, too many factors need to be controlled, so introducing a model which can simplify but not change the fact is appropriate. The basic assumptions of the solow model remain unchanged in this essay because the first assumption of constant returns will stand as both China and Sub- Saharan countries are economy which are large enough “that the gains from the specialization have been exhausted” (D. Romer (2011), "Advanced Macroeconomics", McGraw–Hill, New York, 1996.). The second assumption which neglects other impacts on the economy development will be discussed in the later paragraphs like policy, population, human capital and so on. Figure 1. China and Nigeria’s annual growth rate of GDP per capita (%). Data source: World Bank, World Development Indicators Figure 2. China and Nigeria’s broad money of GDP per capita (%). Data source: World Bank, World Development Indicators Figure 3. China and Nigeria’s labor force of total population (%). Data source: World Bank, World Development Indicators As we can see from......

Words: 1568 - Pages: 7

Premium Essay


...Organizational Behavior/Human Resources Management The OBHR is the study of people, process and outcomes within thoe rganizational behavior and human resources management. Through research, collaboration and dissemination of knowledge, students understand how to impact organizational effectiveness in a variety of different environments, industrie s and across multiple levels of analyses. Our expectation is that students within the OBHR major will craft a program of research that is built upon rigorous theory as well as strong methodological skills that are both necessary for effective scholarship. We encourage collaboration with OBHR faculty that has a proven track record of publishing within a variety of top outlets (Academy of Management Journal, Academy of Management Review, Journal of Organizational Behavior, Journal of Personality and Social Psychology, Journal of Labor Research, Harvard Business Review; Human Resource Management; Industrial and Labor Relations Review; Sloan Management Review). Organizational Behavior/Human Resources Management Behavior Systems and Management Thought The objective of this course is to explore the evolution and development of management theory with particular emphasis on the design of behavioral systems in organizations. It is a core premise of the course that the design of systems to manage people in organizations is based on a set of assumptions about humans that are part of the managerial theory that guides the formation and......

Words: 1362 - Pages: 6

Premium Essay

Phd Hbo

...PhD Program in Organizational Behavior and Human Resources Management University of Pittsburgh's Katz Graduate School Organizational Behavior PhD Program Video The OBHR doctoral program focuses on preparing students to impact the study of people, process and outcomes within the fields of organizational behavior and human resources management. Through research, collaboration and dissemination of knowledge, students understand how to impact organizational effectiveness in a variety of different environments, industries and across multiple levels of analyses. Our expectation is that students within the OBHR major will craft a program of research that is built upon rigorous theory as well as strong methodological skills that are both necessary for effective scholarship. We encourage collaboration with OBHR faculty that has a proven track record of publishing within a variety of top outlets (Academy of Management Journal, Academy of Management Review, Journal of Organizational Behavior, Journal of Personality and Social Psychology, Journal of Labor Research, Harvard Business Review; Human Resource Management; Industrial and Labor Relations Review; Sloan Management Review). Organizational Behavior/Human Resources Management PhD Program Curriculum Behavior Systems and Management Thought The objective of this course is to explore the evolution and development of management theory with particular emphasis on the design of behavioral systems in organizations. It is a core......

Words: 1422 - Pages: 6

Premium Essay

Literature Review of Talent Management

...Literature Review of Talent Differentiation Xiayuyan Zhu N9122389 The role that human resource management playing in the corporate business world is becoming more and more seriously nowadays and there is a positive relationship between HRM and organizational outcomes can not be ignored, theories like performance appraisal, empowerment and motivation have been proved useful and effective for improving the performance of the company(Kaifeng, J., Lepak, D.P., Jia, J., &Bear, J. C., 2012). Based on all those theories of HRM, it is necessary that the theories that mentioned has to related to the one factor, human capital. This essay will discuss the concept of talent differentiation in the organization and how does it improve the human capital and other programs which are related to the organizational performance. In order to discuss the relationship between human capital and organizational performance, the first thing is to define the concept of talent/workforce differentiation. Brain, Mark and Dick(2009) argued that plenty of organizations have made the same inappropriate decision which lead to cost overmuch amount of money and time about the employees with low performance in nonstrategic roles and at the same time, those employees with higher performance and more contributions could not get enough resources, chances of development and reward. Lesley Uren(2011) also discussed that one of the intractable human resource management challenges for companies in nowadays are......

Words: 1749 - Pages: 7

Free Essay

Human Capital

...1. Introduction - The role of Human Resource During the early 20th century, the primary role of human resource is a care taker. Primarily they are involve in record keeping of the employee personal information, the most administrative job scoop. Hence during that period of time most human resource personnel is not required to go through formal training. Moving forward to 21st century, the primary role of human resource has been shift from a care taker to strategic planner which is vital for all companies. Not only they are required to maintain employees' record, in addition human resource personnel is required to think of strategy and ways to bridge between the employee and company management. Not only they are required to go through formal training, experience plays an important part as well. In modern days, human resource is known as a "people" profession. Their main asset are human and intellectual capital. As a human resource personnel, they are required to plan and execute plans to retain talent at the same time they have to ensure that human resource strategy is in line with their organization strategy. The foundation of an organisation is employee, in other words is intellectual capital in this main asset of an organisation. Even though in 21st century most company is moving towards machinery and technology but all these is build on intellectual capital. According to most researches, not only Human resource increase employees' capabilities in discovering......

Words: 905 - Pages: 4

Premium Essay


...INTRODUCTION Development of human resource in terms of mentality and intellectual capital is one of aimed areas under Ninth Malaysia Plan in Malaysia. To enhance the core competence, Malaysia has to convert from labor-intensive goods production to utilization of human knowledge and skills. Research by Tan (2000) found that only few companies listed in Bursa Malaysia reports intangible assets and a small percent of total assets of these companies disclosed intangibles other than goodwill. Thereby, it is aimed to enhance that Malaysian companies should voluntarily disclose intellectual capital in their financial statements. This research measures to the scope length of intellectual capital disclosure and the connection between intellectual capital and corporate governance variables among Malaysian listed companies after the revision of Malaysian Corporate Code of Governance on 2007.Key amendments emphasized to the Code are based on fortifying board of directors and audit committee functions, qualification criteria for appointment, boards composition, frequency of meetings and necessity for continuos training. The code requirements enables shareholders to assess the annual report more transparently. Intellectual Capital DIsclosure Intellectual capital are intangible assets that provides value to a firm`s core competence and it consists of three components namely, tacit knowledge and innovativeness of employees, infrastructure of human capital and external relationship of the......

Words: 1299 - Pages: 6

Premium Essay

Hr - Talent Management

...highly demanding business environment, Human Resources departments are starting to move away from the traditional HR role to a more strategic position that unites the management of human capital with organizational goals. How could organizations overcome such a bottleneck? Through Talent Management. Talent Management is the implementation of integrated strategies or systems designed to increase workplace productivity by developing improved processes for attracting, developing, retaining and utilizing people with the required skills and aptitude to meet current and future business needs. Talent Management has moved away from being an administrative process to a continuous organizational practice with a strategic focus that drives organization outcomes. Human capital and Talent management are aligned in regards to the below management processes: * Succession planning * Development of leaders * Retention and career planning In this project, we have explored the talent management programs in several insurance organizations in Jordan. We've approached the organizations, did interviews with them, as well as surveys. Afterwards, we analyzed the data, and benchmarked the organizations' talent programs with the UNDP's talent program. We benchmarked against the United Nations Development Program (UNDP) in specific, as it gives a thorough overview about effective steps used in implementing talent management and the relevant role of Human Resources within organizations......

Words: 1541 - Pages: 7

Free Essay

Human Capital Theory

...Daria Sociology B2 Human Capital Theory What is human capital? According Schultz (1993), the term “human capital” has been defined as a key element in improving a firm assets and employees in order to increase productive as well as sustain competitive advantage. To sustain competitiveness in the organization human capital becomes an instrument used to increase productivity. The theory of human capital is rooted from the field of macroeconomic development theory (Schultz, 1993). Becker’s (1993) classic book, Human Capital: A Theoretical and Empirical Analysis with special reference to education, illustrates this domain. Becker argues that there are different kinds of capitals that include schooling, a computer training course, expenditures on medical care. And in fact, lectures on the virtues of punctuality and honesty are capital too. In the true sense, they improve health, raise earnings, or add to a person’s appreciation of literature over a lifetime. Consequently, it is fully in keeping with the capital concept as traditionally defined to say that expenditures on education, training, and medical care, etc., are investment in capital. These are not simply costs but investment with valuable returns that can be calculated. Uluslararası Sosyal Arastırmalar Dergisi The Journal of International Social Research Volume 2 / 8 Summer 2009 The Relationship between Human Capital and Firm Performance Human capital is getting wider attention with......

Words: 534 - Pages: 3

Premium Essay

International Management: Managing Across Borders and Cultures, Text and Cases, Seventh Edition

...retaining an effective global management cadre. The seventh edition has been revised to reflect current research, current events and global developments, and includes company examples from the popular press. In Chapter 1, we introduce trends and developments facing international managers and then expand those topics in the context of the subsequent chapters. For example, we discuss developments in globalization and its growing nationalist backlash— in particular resulting from the global financial crisis. We discuss the effects on global business of the rapidly growing economies of China and India and other emerging economies such as those in Africa, and the expansion of the EU; the globalization of human capital; and the esca- lating effects of Information Technology and the global spread of e-business. We follow these trends and their effects on the role of the international manager throughout the book. For exam- ple, in Chapter 6 we focus further on strategies for emerging markets, while also dealing with changing strategies to respond to economic decline around the world and an increasing level of nationalism in some industries; we have a section on “Using E-Business for Global Expansion” as well as discussing “born global” companies. In Chapter 7, we added a section on strategies for SMEs and a new section on “Value Creation in Alliances.” We have condensed some research material in Chapter 3, while adding a new cultural profile on Latin America......

Words: 1340 - Pages: 6

Free Essay

Procter and Gamble Versus Unilever

...a point that it is part of the company culture. Their practices and values that have helped build that strong culture are: 1- Lead by example; the top executive team members personify the culture and consistently reinforce it through their actions. 2- Communicate regularly: Communication up, down and across the organization. 3- Transparency: Establish clear roles and responsibilities. 4- Promote for with in: human capital development to ensure consistency and well understood expectations. 5- Make data-drive decisions; Comprehensive financial, consumers and strategies rationales are all part of the decision making process. Meanwhile Unilever culture is more about what they believe in and how they act collectively. Unilever has an innovation culture. Some of the practices and values that helped Unilever achieve its goal as an innovative organization are: 1- Focus on company’s core competencies: listen to all employees’ ideas and take advantage of them. Make employees feel they are part of the company. 2- Introduction of incentive system: new management strategy that reward employees and value the human capital of the company. 3- Focused decision-making process: effective streamline decision making everybody within a department take part at the decision making process. 4- High standards of corporate behavior: in...

Words: 957 - Pages: 4

Premium Essay

Human Capital Worksheet

...MMPBL/530 Human Capital Concepts Worksheet Assignment Week 1   The first week’s assignment focuses on creating a worksheet you can use in planning to gain knowledge about key course concepts and to recognize application of those concepts in the real world. The assignment has three purposes: (A) identify at least five key theoretical concepts from this week’s readings, (B) relate each key concept to its application in an organizational setting, and (C) communicate well-researched information clearly, concisely, and in an organized manner. Read the InterClean, Inc. scenario to identify examples of five or more key course concepts. Remember that the mind map is a source of these concepts. Then, read the assigned text materials to develop knowledge about the concepts. You may also wish to research these concepts through database searches in the University Library. This additional research will help expand your understanding of the text materials. By completing the worksheet following the title page, you can begin to develop your research and written communication skills. The example below is from the MBA/500 course using the USAuto scenario. This example can be useful to understanding the assignment’s requirements. Please note that in describing the application of the concept, the worksheet should not contain simple one-word or even one-sentence answers; it should adequately demonstrate, in short paragraphs, careful study of the situations presented in the......

Words: 1312 - Pages: 6

Premium Essay

Human Resource

...Human resources From Wikipedia, the free encyclopedia For other uses, see Human resources (disambiguation). "Manpower" redirects here. For other uses, see Manpower (disambiguation). Human Resources | Occupation | Occupation type | Department of a Company | Activity sectors | Economy and Business | Description | Competencies | Staffing (Recruitments, Dismissals, Managing Labour Law, Employment Standards, Administration and Employee benefits) and bring out the best Work Ethic | Related jobs | Workforce, Human Capital, Manpower, Talent, Labour, Personnel, People | Business administration | | * Company * Business * Conglomerate | Business organization[show] | Business entity[show] | Corporate governance[show] | Corporate titles[show] | Economy[show] | Corporate law[show] | Finance[show] | Accounting[show] | Trade[show] | Organization[show] | Society[show] | Types of management[show] | * v * t * e | Human resources are the people who make up the workforce of an organization, business sector, or economy. "Human capital" is sometimes used synonymously with "human resources", although human capital typically refers to a more narrow view (i.e., the knowledge the individuals embody and economic growth). Likewise, other terms sometimes used include "manpower", "talent", "labour", "personnel", or simply "people". A human resources department (HR department) of a company performs human resource management, overseeing various aspects of employment,......

Words: 1325 - Pages: 6

Premium Essay

Project Management and Innovation

...CONSTRUCTION INDUSTRY It has been asserted by researchers that the knowledge and skills possessed by a company`s employees, contribute substantially to the organization`s capacity to innovate. Stewart (1997) sustains this view affirming that: “human capital is the capabilities of individuals who are the source of innovation and renewal within companies”. Egbu (2004) explores the factors that lead to innovation in relation to the managerial understanding of developing the human capital and integrating those ideas in the organizational strategies. In the study of four innovative construction organizations, it was noted that these organizations have similar characteristics that contribute towards stimulating innovation and human capital such as: flexibility in response to change and new information, a climate where mistakes are accepted as being part of the learning process and people are not afraid to take risks, an environment that promotes respect and employees are valued, where they are encouraged to share information, establishing a relationship of interdependence between employees and organization and also and a climate of trust and job security. (Egbu, 2004) Byrne (2001) states a very pertinent question: “Are employees capital or commodity?” and asserts that if the employees feel insecure in their jobs and feel that they can be easily replaced their willingness to share knowledge decreases considerable. He observed that without loyalty the knowledge cannot be......

Words: 975 - Pages: 4

Premium Essay

Concept of Strategic Human Resource Management

...Abstract The Concept of Strategic Human Resource Management has a widely use but very arrangement of definition. Research has present reasons that if the concept is to have any social systematic value, it should be defined in a way as to characterize it from traditional personnel management, and to allow the development of testable interpretation about its impact. Concept of Strategic Human Resource Management Thought out the research many definitions arose, strategy provides a great structure to support within which is set out what the company is considerate to do about managing people in general or in ordinary areas of human resource management. The strategic is the intention and plan to use human resources to achieve company goals, and it is part of a strategic human resource management process that leads to the development of overall specific performance by human resources management. It depends highly on the viewpoint being taken by human resource management. It can be express as traditional personnel management, as a mixture of personnel management and industrial relations, and as part of strategic, managerial role. Research has demonstrated the benefits of bringing human resource management and knowledge and experience of management. That will reinforces the support and enhance organizational effectiveness of performance. “A typical handbook usually defines human resource management as the management of the company’s employees” ( Scarpello and Ledvinka, 1988,......

Words: 1368 - Pages: 6