Write 5 short blog entries (at least one-half page each). In each entry highlight:
One specific topic/issue related to Module 1 that you would like to investigate further and why.
Discuss your reactions to what have you learned so far concerning your specific topic/issue as it relates to human capital management. Cite at least one of your module sources.
Discuss what more you would like to learn concerning your topic/issue and why.
Find one valid source (not listed in this module) from which you could learn more about your specific topic/issue. Look in the Trident Online Library and/or on the internet for valid sources. (The goal is to broaden your resource list, so do not list the same specific source more than once across your journal entries.)
Your submission will be assessed on the criteria found in the grading rubric for this assignment:
Meets assignment requirements
Writing and assignment organization
Use of sources and mechanics
Timeliness of assignment
Reading material and videos
Deloitte US. (2016, March 2). Human capital trends 2016: The new organization: Different by design: Deloitte insights [Video file]. Retrieved from https://www.youtube.com/watch?v=JS7duITSEO8.
ADP. (2015, March 3). Rethink human capital management [Video file]. Retrieved from https://www.youtube.com/watch?v=Ipxtwod-W9o.
Business Management Daily. (2013, May 21). The top five manager mistakes that cause lawsuits [Video file]. Retrieved from https://www.youtube.com/watch?v=nHHNk-VtwfA.
Roesler, S. (2010). Overcoming top myths in HR. Retrieved from All Things Workplace at http://www.allthingsworkplace.com/2010/03/overcoming-top-myths-in-hr.html.
Heathfield, S. M. (2016). Top 10 human resources trends of the decade. Retrieved from http://humanresources.about.com/od/businessmanagement/a/top_ten_trends.htm. Provided by Saylor.org. License: CC BY.
McInnes, R. (n.d.). Workforce Diversity: Changing the way you do business. Retrieved from https://docuri.com/download/workforce-diversity_59c1e58df581710b286ba14d_pdf.
EEOC. (2016). Employees & Job Applicants. Retrieved from https://www.eeoc.gov/employees/.
EEOC. (2016). Employers. Retrieved from https://www.eeoc.gov/employers/.
Human Capital Management
I want to investigate the importance of human capital management to the modern organization because of its impact on the outcomes of events in the workplace. Employees are expected to perform different tasks that enable the organization to accomplish its objectives. In this regard, company managers should invest in human capital management because of its impact on the perspectives of employees in the business environment. Even though individuals are expected to align their objectives with those of the organization, there is a need to identify the challenges that might affect a company’s ability to meet the needs of its target audience. Importantly, focusing on human capital management enables a business to create a healthy relationship with the workers who determine the lifeline of an organization because of their role in the realization of objectives. Thus, there is a need for organizations to create an enabling environment for employees to pursue their career objectives and discover their potential.
I believe human capital management plays an eccentric role in the hiring of employees and retaining qualified personnel in the workplace. In this case, the recruitment process seeks to identify individuals who can perform specific functions in a way that equips a company with a competitive advantage over other industry players in the business environment. By identifying the right people to perform tasks in the workplace, an organization can focus on exploiting existing opportunities in the business environment and developing solutions for pertinent issues affecting the livelihoods of individuals (Boon, Eckardt, Lepak, & Boselie, 2018). In the same vein, human capital management enables recruiters to understand the needs of employees and create viable options, which can be used to address their problems. From this observation, it is evident that the aspect of business enables individuals to realize their purpose and accomplish their career objectives in the workplace. Importantly, employees who are unable to deliver in the work environment will turn into a liability, in the long run, a move that may lead to losses in the organization. Hence, recruiters should be keen to hire qualified individuals who are enthusiastic about the job and interested in learning new concepts that can enhance their performance when undertaking their assigned tasks.
I want to learn more about talent acquisition and its implementation in the workplace. Many organizations recruit employees to fill up a vacancy in the work environment without moving in to explore the attributes of an individual. Human Resource Management (HRM) experts indicate that workers should be hired based on their attitude and perspectives towards work in the organization. Notably, HR managers should identify the candidates who express their interest in learning the organizational culture of the company and aligning their objectives with those of the firm (Starr, Ganco, & Campbell, 2018). From this realization, it is evident that individuals who are concerned about the progress of the company are better than those who are focused on realizing their career objectives. While the level of accomplishment should benefit the organization and the employees, individuals should recognize the ability of a company to create an enabling environment to discover their potential. I want to achieve the patience of examining the behavior of individuals and making informed decisions regarding their intentions with the organization.
Importantly, human capital management equips company managers with the skills to train employees by outlining the vision and mission of the organization to recruits. By developing an effective corporate culture, an organization succeeds in its attempts to realize its objectives in the business environment and achieve a competitive edge over other industry players in the business environment (Aryee, Walumbwa, Seidu, & Otaye, 2016). Given the nature of individuals in the workplace, employees may be motivated by different interests during their execution of tasks and the development of solutions that can be used to address relevant problems in the community. I believe that human capital management plays a vital role in the formation of active employees who can deliver the objectives of an organization. From this realization, it is evident that making employees sufficient in the workplace is a role that can be achieved through the implementation of human capital management. By training employees, organizations expect individuals to understand the requirements of the job and apply their insights during their execution of tasks in the workplace.
Developing a human capital strategy in the work environment enables organizations to accomplish their objectives and evaluate the performance of employees alongside their qualifications. In this regard, the on-job training concept allows companies to prepare a team of unique employees who can accomplish tasks and enhance the operational performance of an organization. Specifically, economists have demonstrated a relationship between education and earnings, compelling organizations to reward employees who meet the company expectations. However, it has been impossible for the scholars to describe a cause and effect relationship on the two aspects and the way it influences the outcomes of events in a given organization. In this regard, it is possible for employees to do well because of their abilities compared to the level of education achieved during a specified period. From this realization, it is imperative to note that organizations should reward performance and boost the morale of employees by creating an enabling environment where they can realize their career objectives.
Boon, C., Eckardt, R., Lepak, D. P., & Boselie, P. (2018). Integrating strategic human capital and strategic human resource management. The International Journal of Human Resource Management, 29(1), 34-67.
Starr, E., Ganco, M., & Campbell, B. A. (2018). Strategic Human Capital Management in the Context of Cross‐Industry and Within‐Industry Mobility Frictions. Strategic Management Journal.
Aryee, S., Walumbwa, F. O., Seidu, E. Y., & Otaye, L. E. (2016). Developing and leveraging human capital resource to promote service quality: Testing a theory of performance. Journal of management, 42(2), 480-499.
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