¶ … automated age, human capital is very important in any company. In corporate organization, the significance of recruitment and the retention of human capital (HC) is critical in order to create the ongoing innovation required for a firm to be successful. Given the crisis that is evident in so many companies, it is necessary to deeply analyze key human capital trends relative to business as it has developed in recent years. The events in the last ten years have seriously affected human perceptions of the market and this makes an understanding of human capital more important than ever.
HC Analysis
Certainly HC is an issue. Frequently, in the opinion of this author, humans are always at the center of business. After all, machines and rocks do not buy commodities. People do. Royal and O'Donnel theorize that commoditization has made it necessary to better analyze market intangibles such as HC. This type of transformation of the market comes in the wake of corporate collapses such as Enron in the U.S. And HIH in Australia, have generated pressure on financial market analysts to provide better lead indicators of financial performance in publicly listed firms. In addition, Australian law requires a high proportion of superannuation monies to be invested directly or indirectly into share markets, creating opportunities and threats for investors. However, as we will see later, stable companies such as Sony and Apple can also use HC in a positive manner, securing the cooperation of better human motivations.
Given human corruption, HC analysis is becoming critical (Royal and O'Donnel 2008, 367). Certainly, standard reporting such as Moody's or Standard and Poors that is do controversial now was indeed so during the time of the Enron crisis...
Human Resources Management - Maintaining a Competitive Edge in the Corporate Marketplace Change continues to reshape the workplace. Today's HR professional is called upon to help the organization retain its competitive edge in the marketplace. Along with representing the best interests of employees, HR professionals assume the role of strategic partner, administrative expert, and change agent. HR assumes a critical role in promoting the vision and shaping the focus of the
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Finally, this author suggests that the nature of the relationship and the type of psychological contract that emerges between workers and management is highly subjective and will naturally involve individual perceptions that may not be completely discernible without further investigation. In this regard, Kikul adds that employee perceptions of contract breach "represents a cognitive assessment of contract fulfillment that is based on an individual perception of what each party
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