Professional Documents
Culture Documents
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PROPOSAL DEVELOPMENT
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HCM-HOW TO GET BEST OUT OF
YOU
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/2015
SALIK AHMED
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and
adopts
technological
advancements
with
the
characteristics,
attitudes
and
competencies
of
the
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innovative culture in the organization.
Training is one of the ways to create human capital. Training must
not be considered a cost but as an asset and an investment gaining
progressive returns for the organization. Even though it is a direct
cost but the fact that employees knowledge, skills and abilities
cannot be taken away. Human capital is an asset that is very hard
imitate, replace or transfer from one organization to the other. In
addition to this, unlike tangible assets human capital never
depreciates and it doesnt lose its value. Also, it can be used for
multiple projects simultaneously. Thus, Training has a positive
impact on the performance of the organization.
Investments in human and social capital are widely believed to
improve the performance of employees. There are two kinds of
human capital: general and specific human capital. General human
capital includes the entrepreneurs personal characteristics, which
are not directly associated with their responsibility as a company
founder. Whereas, specific human capital incorporates the training
and professional experience of the founder in the areas associated
to the activity of their new company. Studies suggest that human
capital plays a vital role in the survival of the newly born firm as
both general and specific human capital have a positive impact on
the survival time of the new firm. Furthermore, human capital is
collective,
which
means
that
the
greater
the
number
of
[PROPOSAL DEVELOPMENT]
accumulation
of
human
capital
acknowledges
improved
specialization in production that leads to lesser dependency on selfprovisioning for utilization. Human capital management contributes
in the efficient and effective achievement of objectives and goals of
the organization and also caters the newly born businesses. The
greater the innovations and businesses the greater will be the
employment rate as markets will thicken creating opportunities for
the young talent. Hence, leading to the economic development of
the country. Pakistan is in dire need of such system, which can
contribute, to the economic development of the country. Human
capital has a significant influence on the exports of goods and
services. Study suggests that human capital was not significantly
more essential for services for export than for goods for export as
per the expectation from the human capital theory. In Asia human
capital investment has a greater impact rather than in the
developed countries.
In order to make international investments its important to take
human capital in the decision venture capitalist firms into account.
Large number of general human capital (more executives) and more
specific
human
capital
(more
VC
executives
with
previous
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increases.
decision
valuable
to
overcome
the
obstacles
that
6
to
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work
and
serve
organization,
so
to
make
successful
Literature Review
Recognizing the employees as asset and considering them of some
value in future is very important in human capital management, in
order to get the best from your employees it is necessary to align
your workers with the organization, aligning your workers with the
organization will make you able to tackle the difficult situation which
we often face in our routine work life, keeping the importance of
alignment it is necessary that your employees are loyal to the
organization only then you can will be able to motivate them in
complex and tougher situations three different domains with respect
to organizations are very important in order to make proper
alignment (i) Corporate identity and values, (ii) Human Development
(iii) and Human operations.
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it
easy
for
the
organization
to
be
successful,
also
the
process
of
alignment
between
employee
and
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the
third
most
important
domain
which
is
Human
and prepare
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obtained and developing the right person for the right job is very
important in nature when it comes to the success of the
organization, work is designed in standardized and simplified
manner and individuals are controlled in same old traditional
manner to get the job done by controlling the behavior of individual
through
intentionally
designed
complex
hierarchical
reporting
of
corporate
board
who
are
fully
equipped
with
1
0
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of
human
capital
management.
And
finally
such
report
on
the
competencies
and
capabilities
of
the
Corporate Boards
Corporate boards can and should do a lot when it comes to human
capital of an organization, since it is the only decision making body,
boards should examine and evaluate the effectiveness of their
human asset as they examine and evaluate the condition and
effectiveness of their financial assets on regular basis.
When it comes to make big decisions about human capital
knowledge about human capital management and organizations
effectiveness are the important factors that are needed by board
members. But the important question is that where this knowledge
about human capital management does comes from. Practically and
technically there are two major sources that are available to board
as source of knowledge, the first source is its very own member (the
board member) who takes decision daily and the second source
which is also called the external source are the other incumbents
specifically those employees who are asked to make presentations
1
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on routine reports of organizations (those who are not part of
boards). Usually the Hr personnel are never the part of the board
since they are unable to take decisions and provide genuine
knowledge about the position of human capital like other members
from team of supply and finance do.
The prime concern of this board should be to evaluate the members
and employees of the organization, by evaluating employee of the
organization does not mean to evaluate lower section of the
organization only but also the CEO and the members of board as
well since evaluating senior members will make the board able to
diagnose problem from upper division of the organization as well.
Leader
Clearly the effectiveness and efficiency of leadership in an
organization has great impact overall. The quality of the executive
members of the organization and Ceo will definitely affect the
performance of the organization and motivation level of each
individual. If the executive members and CEO posses leadership
qualities only then it will be possible to direct its employees on right
direction.
Since in order to get the best from your employees it is necessary to
motivate them properly and this job can only be done by the true
leaders of the organization, executive post holders and CEO of any
company has this responsibility to motivate its employees as best as
possible.
Shared leadership is also one of the key points that make any
organization stand differently , only the support from senior member
and executive can make it possible to share leadership in an
organization that would ultimately make sense of responsibility
1
2
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ultimately
bring
the
best
selected
candidate
in
the
Information System
We all know the information system that flows in the organization
about he financial budget and policy is well updated and followed
1
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regularly, the same importance is required for the human capital
system as well.
Human resource department is required to maintain and make flow
of complete updated information system about each individual
employee of the organization that how he is putting his skills to use
and hoe it is making a difference in an organization also if he is
meeting the goals and targets assigned to him by organization. This
would make proper record of information about each employee and
would make the executive to know about the situation of human
capital and take decisions regarding each individual.
Theoretical Framework
In the light of literature review it is determined that organizational
structure is independent variable which means it is entirely up to
organization that how does it structures itself , if it structures itself
strongly and by using proper use of four mentioned domains it will
directly affect the effectiveness of human capital management
which is a dependent variable, so we can come to the point that
human
capital
management
(dependent
variable)
is
highly
1
4
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DIAGRAM:
INDEPENDENT
VARIABLE
DEPENDENT
VARIABLE
ORGANIZATIONA
L STRUCTURE
HUMAN
CAPITAL
HYPOTHESIS
METHODOLOGY
Q1: how is it possible to get the best from your employee by
changing or amending the structure of your organization
that could lead to effective output?
Q2: In todays organization is it possible to share leadership
at all levels? If so how would it be possible and what
measures can one take to implement this?
Q3: How to overcome the hurdles faced by any organization
during the process of change? And how to minimize the
affect of resistance
1
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