What Is The Human Capital Management Commerce Essay

What Is The Human Capital Management Commerce Essay The concept of human capital has nowadays emerged and its importance is increasing daily. As Chatzkel(2004) rightly stated ,it is effectively the human capital that is the differentiator and the actual basis for competitive advantage. Human Capital refers to the right combination of intelligence, skills and expertise owned by an organizations employees. Essentially, this encapsulates: Intellectual capital the knowledge individuals possess Social capital derived from both internal and external relationships between employees; and Organizational capital the knowledge stored in organizational manuals and databases. Employees own abilities, behaviours and talents and only they have the power to decide how and in what ways to apply them. This capital will only be made available for as long as the life and blood of our organization gain value in return for the investment. It is up to organizations and human resource executives to create the right mix of performance incentives to motivate and empower employees whilst building a constructive labour-management relationship. Collins and Porras (1994) proved that a strong and emerging company culture is significant for both survival and corporate organisational success. However, this is ineffective unless an alignment between people and company-value characteristics exists. The long term survival of the organization can only exist if there is the correct link between HR practices and the organizations strategic vision. This is what human capital management strives to achieve. Human capital management is in itself a journey; it tries to implement the purposeful measurement and use of metrics to establish the importance of each individual as a value-added intangible asset in the organisation. Organisations may start by collecting basic information regarding their employees such as employee turnover and absence, which is then analysed to draw up conclusions on trends. Decisions are then taken based upon this analysis. Methodologically collected and analyzed human capital data can effectively help managers in defining the factors direct impacting their subordinates. The 3 Stages of Development in People Management Through decades, theorists tried to find the best ways for people management. In Classic Personnel Management, the main focus was on how to manage, recruit and acquire people on the basis of job description, with an authoritarian and top-down approach. Employees were simply a cost to be minimized and training them was provided to suit organizational needs. The change to human resource management brought a paradigm shift in the organizations perception of its employees. Employees were now seen as resources to be expended in pursuit of organizational goals, whilst training was aimed at multi-availability. In human capital management, employees take a central role in corporate life. It is no longer a question of exploiting employees but rather investing in these intangible assets. As with any investment, the goal is to maximise value through talent management, retention and personal training and development plans. Human Capital Management introduces the strategic and people-centred approach, linking it with the organizations strategic vision for itself and for its people. It aims to determine the impact of the human factor on business performance and their effect upon shareholders value. It is not enough to have the right talent at the right time in an organisation. It is now vital to nurture employees by educating and enriching their jobs to contribute towards organisational needs. The biggest challenge organizations are now facing is choosing the best people who will drive up the organisations enterprise value and create sustained commercial advantage. Challenges in HCM The Need for Metrics Neil Roden, the Group Director of the Royal Bank of Scotland, rightly stated: Human capital is often represented as both an opportunity and a challenge. A challenge to identify relevant measures and meaningful information to be acted on, and an opportunity to both evaluate and maximise the value of people. Researchers have demonstrated that motivated human capital results in improved accounting profits; however, HR professional and line managers have sincere difficulty in translating this into practice. Trying to justify investments in people, in training and innovation, knowledge management and leadership development is difficult with the absence of proper metrics. The starting point in properly valuing human capital is to understand how to measure the contribution of human capital to organizational success. Human resource lacks the science and tools to describe and measure human capital and without measurement, organizations cannot manage human capital. The process of identifying suitable measures together with collecting and analysing related information will focus organizations attention on what needs to be done to use human capital to its maximum potential. Approaches to Human Capital Measurement The most popular approaches in measuring human capital are those developed by Mercer HR Consulting, the organizational performance model, and Andrew Mayo, the human capital monitor. The organizational performance model focuses upon key elements, explicitly: people and work processes; organizational management structures; decision making; reward strategies. Conversely, the human capital monitor portrays human asset worth as a product of employment cost and individual asset multiplier where the IAM is the weighted average of: Capabilities; employee growth potential; personal performance; alignment to organizational values. Rather than the actual measurement process, what is important is the result. This implies identifying whether human capital is sufficiently meeting our needs. Metrics chosen for human capital measurement rely upon the type of organisation and the business organisational goals and what actually drives these organizational goals. Human Capital Measures and their Uses Organisations may opt to use different data, categorized as: HCM Data Measures and Possible Uses Demographic data e.g. job category, sex, age Work Force Composition Analyze the extent of diversity and extent to which the organization relies on part-timers Absenteeism/Sickness rates- Recognize the need of a sound attendance management policy Average vacancies per % of total workforce- Identify probable shortfall problematic areas Total payroll costs Outcome of Equal Pay Review Human Development and Performance Data learning and development programmes, employee skills and qualifications Skills Analyses/Assessment:Match skills to job requirements and identify areas of shortfall Training Hours per Employee- gives an indication of the amount of training activity Perceptual data relating to attitudes and believes Cost Savingas a result of employee suggestion schemes highlights the value generated by employees Emerging Measurement Techniques of Human Capital An organizations employees are by far the best source of information about practices and management processes. New systems can easily be developed by applying the HR tool creatively designing an effective employee survey and applying the six sigma techniques to analyse and draw up conclusions. The six sigma technique is used to link variations from one end the quality of processes and practices used in managing employees to business outcomes across different units (sales productivity, profit margins,etc)The survey should be designed in a way so as to strike the right balance between employee commitment and satisfaction and organizational capabilities. Questions should be focused on identifying the extent to which best practices in managing human capital are effective within the organization. The six sigma-type analysis is a simple provider of a leadership assessment serving as a catalyst for improvement whilst providing significant input for an organizations balanced scorecards. The Balanced Scorecard has emerged as an important tool in identifying the missing link between human resource and enterprise. By using balanced score cards, Human Resource Professionals can define the impact of human capital on the organizational strategy. This specifies how Human Resource can be transformed from a sideline player to a business partner. As managing human capital by instinct is no longer effective, the faster an organization adapts to their methodologies and metrics, the more it gains significant competitive advantage. Human Capital Internal Reporting The analysis and reporting of human capital data to both top and line management leads to better decision making and to the taking of rapid actions. It allows a better ability to recognize problems in demonstrating the effectiveness of HR solutions and thus, supporting the business case for greater investment. Management report should be simple, credible and accurate and provide guidance as to what actions should be taken. Human Capital External Reporting External reporting should unveil the necessary information for understanding the development in the performance and position of the organization. Information should be narrative and quantitative as well as available and relevant. Human capital external reporting should offer information on possible barriers and be future-oriented to draw attention upon the contribution of human capital to the organizations future performance. Human Capital Management Techniques in Practice Human capital Management should have the optimization of the flow, deployment and development of human talent within an organization as one of its primary objectives. Future human capital needs should be projected to ensure a good balance of quality and skills, including an appropriate number of future employees and key competencies required for mission accomplishment. These human capital decisions allow managers to spot areas of particular attention before crisis develop. Talent Management and Employee Motivation In managing talents, organizations may choose either to align people with the roles they should fill in the organization or else retain people as the fixed element and adjusting their roles upon their character and personal skills. In choosing to align people with roles, organizations try to recruit good learners who will respond best to development opportunities and organizational succession development. Conversely, when roles are built around people customizing rewards and compensations according to the employees individual preferences and needs employees will feel more involved in the organization, hence maximising their job satisfaction and motivation. The use of extrinsic and intrinsic motivators can also help in retaining good quality staff and encouraging them to give their maximum potential while at work. Training, Development and Succession Planning Training and development of employees should be high up on the organizations agenda. This helps in meeting the changing needs of individuals and organizations. After training employees, an effective organization should try to build up an inventory including knowledge, skills and employees competencies and updating it according to changing needs and organizational training patterns. Organizations may choose from a wide variety of development techniques: courses, seminars, on-the-job-training and a diversity of training resources interactive, internet based etc. An even better approach to development would be the introduction of a mentor-apprentice relationship that can assist in meeting specific performance needs. In light of this, truly effective deployment transferring staff to different units to help them gain further knowledge and skills requires an extensive strategic process to ensuring this transfer is to the best benefit for both the organization and the individuals. Moreover, the policy of the enterprise should incorporate planning for the entire organization as well as career planning for individual employees. By developing a culture in which investment and learning is encouraged, organizations would indirectly be working towards reducing resignations and turnover. This minimizes hiring replacement costs and creates an internal brand facilitating the recruitment of new talents. Organizations can evaluate organizational culture in light of reasons given for employee departure by analyzing exit interview response. Leadership Organizations should cultivate a steadfast leadership team to steer the ship of the company and provide reasonable continuity through succession planning. HCM in this area encourages effective teamwork and ensuring continuity through executive succession and development planning. In todays labour market, it is essentially important to focus on developing excellent leadership skills, especially trust building. An effective strategic human management approach would not be possible without the sustained attention of a competent senior leadership team in valuing and investing in their employees. This leadership is crucial for an organization to overcome its resistance to change, organize the necessary resources and create an organization-wide commitment to improving business operations. Effective leaders have the authority to offer recruiting bonuses, retention allowances and skill-based pay in addition to investment in training and professional development. Performance Culture/Management and Reward Management Accountability and fairness at the workplace is essentially important in empowering and motivating employees through recruitment bonuses, retention allowances and improved working conditions. An organization needs to assess its workforces performance and incorporate strategies to reward professional and ethical behaviour, integrity and employees loyalty whilst promoting teamwork and customer focused-performance. Information Technology and the introduction of a Diversity Policy in favour of Inclusiveness makes the organization a better place to work for. Knowledge workers and the best talents in the industry rest within an organization for as long as it is capable of providing a challenging and stimulating environment; hence, organisations should strive to meet this objective. Industrial Relations Effective Industrial Relations also contributes effective capital management. An organization loaded with industrial conflicts gives an indication of an ineffective management style. Sound industrial relations schemes should be built upon tripartism: namely the participation of the government, employers and employees. Provision of Employees Services Organization should cater for their employees welfare in terms of their mental and physical well-being. The forms this welfare can take are many and can vary from financial needs such as loans to counselling in respect of personal employees problematic circumstances. Best Approach to Human Capital Management Human Capital Management will not reach its full potential unless all processes within the employee life cycle are fully integrated and automated. For example: the same job profile used by recruiters to aid them in hiring employees should be utilized to develop the performance of the individual. The first generation of HCM catered for business needs through the assimilation of recruitment, learning and succession planning. Organizations have realised that software such as Enterprise Resource Planning and Human Resource Information Systems are only part of the puzzle the remaining parts content and services will be the major focal points of the next generation of HCM solutions. The main components of a good human capital management solution include: Learning Management Systems courseware, testing instruments and evaluations; Applicant Tracking System interview guides, screening aids and job profiles; Performance Management System goal templates and mentor guides; Succession Planning proficiency profiles and career paths. Contents and services should no longer be a late addition clients and solution providers should collaborate to provide a fully fletched system to complete the necessary HCM functionalities. The Future of Human Capital Management The Future of Human Capital management is thought to revolve around: task-based automation for jobs which are repetitive in nature; Vendors should deliver solutions which allow the systematic measurement and improvement of employee performance in a variety of tasks; project based HCM for task which are dependent upon teamwork and individual creativity. This will allow organizations to spot potential flaws relating to incongruity or inconsistency beforehand. The use of online metrics for gaining continuous employee feedback Essentially, organizations should try and think ahead of the curve in the utilization of the latest technological developments to maximize their human intangible assets. In retrospect, human capital management requires a transformational manager to develop a group of employees with high capability and commitment. This approach can achieve returns-on-investments discernibly higher than other assets, enabling managers expectations to meet employees realities.

Cyberbullying as a Social Issue Essay

           There are varius social issues that need to be highlighted today, but cyberbullying has in one way or the other impacted on everybody. Bullying is categorized as hostile behavior where a prevailing group abuses its authority by threatening a less central group (Maher, 2008). Bullying is a by-product of the capitalist society that advocates for personal advancement over any other goals. From a tender age, children are encouraged to be the best they can be. Instincts push people to achieve these results at any cost. The overriding instinct in most instances is personal survival and the need to dominate others. If an person does not have the right values, they devise ways to intimidate others out of the competition. In the past incidents of bullying were limited to the relatively few cases of face-to-face bullying. All this has changed in the information age. Proliferation of communication devices combined with the internet provides fertile ground for bullying. One re ason that could explain the rise in Cyberbullying is the anonymity that the internet affords. People know that they do not have to account for their actions online and therefore tend to be more belligerent than usual. In the past the threat of physical confrontation in bullying was always present, however, the internet has largely diminished that threat. Forms of cyber bullying          Previously, I thought that only on field bullying existing. However as we went deeper in the course I realized that there exists different types of bullying. I also came to learn that cyberbullying takes more than one form. Cyberbullying refers to a range of activities done online that are harmful to the well-being of the victim (NoBullying.com). These may take the form of flaming where an argument between two people quickly spreads to include more people each taking one side of the argument and hurling insults to people on the other side. Another form is harassment, where a bully humiliates the victim by sending hurtful images, text messages, or emails about the victim. This type of bullying has grown with the recent trend of making memes. Memes are images containing a message meant to ridicule the victim. Denigration is another form of Cyberbullying; the bully attacks and tarnishes the victims through spreading false information about them.             Impersonation is another form of Cyberbullying. The bully assumes the identity of another person with malicious intent. Closely related to this is outing where someone gains personal information about the victim using dishonest means such as impersonation. The bully then publicizes that information with the aim of humiliating the victim. We also have stalking which involves following the victim online in an unjustified way. As illustrated, Cyberbullying involves a myriad of activities taking place in the online space. These activities involve both passive and active participation by victims and bullies (InDirect) Causes of online bullying               Online bullying may happen for several reasons. First, bullying by popular kids happens because they want to maintain their popularity (Donegan, 2012). Such people use bullying to validate their popularity. Often, this requires the support of backers and henchmen who remain on the sidelines cheering actively and passively as the bully brings down the victim. This kind of bullying is likely to target famous people since attacking them provides the bully with potential for attracting more attention. In addition to popularity, hurting others makes such people feel powerful. The more people they bully the more powerful they become. Taking on famous figures boosts the power of such bullies to even greater heights (NoBullying.com).                The other group of online bullies is people who are less socially successful. This group forms the bulk of cyber bullies. They find solace in bullying as it helps them cope with their low self-esteem. Their objective is to fit in with their peers and bullying provides a chance to help them achieve this goal (InDirect). Cyberbullying requires even less courage than traditional forms of bullying. The internet with its anonymity helps people show their true colours. Cyber bullies might not be bullies in real life but since the internet provides them with anonymity, they take advantage of that to bully others (Donegan 2012).               Effects of CyberbullyingStudies have shown that bullying causes emotional damage to its victims though most of these victims find it difficult to admit it. In a study involving over 3000 students, researchers learnt that out of all bullying victims, 38% felt vengeful, 37% were angry, while 24% felt helpless. Another study conducted by the Cyberbullying Research Centre using a sample size of 468 students drew almost similar conclusions. They found that out of all the female victims 39% felt frustrated, 36% felt angry and 25% felt sad about it, the males figures were 27%, 36% and 17% for each of those respective categories. Females seem to show high susceptibility to bullying than males. However, this is hardly surprising since males tend to admit emotional weakness less readily than their female counterparts do (Hinduja & Patchin, 2009).             Sociologist Robert Agnew developed the Great Strain Theory, which hypothesizes that victims of bullying can develop problematic emotions, which cause deviant behaviour. The victim goes through a vicious cycle and this can result to the victim developing antisocial behaviour as they try to process their emotions and find an outlet for their anger and frustration (Hinduja and Patchin, 2009).               Bullying also takes a toll on the bully. According to the Office of Juvenile Justice and Delinquency Prevention report, over 60% of males with bullying tendencies between grade six and nine were later convicted of at least one crime in their adult life. This is in comparison to 23% of people who did not bully. Forty per cent of these former bullies got at least three conviction by the time they were age 24 years; this is in comparison to 10% of those who were not bullies (Donegan, 2012). When bullies use bullying as a coping mechanism it leads to development of a vicious cycle for both the victim and the bully (Oleus, 2001). Evidently, bullying has a heavy toll on the society, the effects of this habit are long lasting, and some individuals feel the repercussions throughout their life. Solutions             Solutions to Cyberbullying will come from solving the general problem of bullying since Cyberbullying is only a subset of the wider problem of bullying. Wiseman reports a study conducted in Nevada that identified six essential elements in dealing with bullying in schools; availability of a reporting procedure, integration in the curriculum, student-centred approach with students taking the initiative of stopping the practice, prevention rather than punishment, effective punishment to deter the practice, and keeping up with technology. A solution to bullying must incorporate all stakeholders involved in growth of a child starting with parents and teachers (Wiseman, 2011). Conclusion          Capitalism subconsciously fosters bullying by placing pressure on individuals to succeed. However, this is not a reason to tolerate this vice. Competition is only good if it is fair and productive. The rise in bullying should be viewed in the context of moral decay of the society. Advances in information technology and emergence of social media have led to the evolution of bullying with new forms of bullying occurring in this new space. The toll of bullying in society is huge and steps must be taken to address this menace through legal and social means. References Donegan, Richard. â€Å"Bullying and Cyberbullying: History, Statistics, Law, Prevention and Analysis.’’ The Elon Journal of Undergraduate Research in Communications 3.1(2012): 33-40. Web. 1 May 2014 Hinduja, Sameer and Patchin, Justin.(2009) â€Å"Safe and Responsible Social Networking Strategies for keeping yourself safe online.† Cyberbullying Research Centre. Web. 1 May 2014 InDirect. (2013) â€Å"Bullying on Social Networks.† Web. 1 May 2014 NoBullying.com (2010). â€Å"six unforgettable Cyberbullying cases. Tyler Clementi: New Jersey vs. Dharun Ravi, 2010†. Web. 1 May 2014. Olweus, Dan.(2001) Peer harassment: a critical analysis and some important issues. New York: Guilford Publications Wiseman, Brian (2011). Cyberbullying in schools: A research study on school policies and procedures. ProQuest Dissertations and Theses. Source document

Anabolic Steroids And Its Effects On Sports Essay

Anabolic Steroids Anabolic steroids are a substance that is most commonly used by a small number of athletes take to make their body stronger, get bigger, and recover quicker. They are synthetic substance that is similar to the male hormone testosterone(Steroid Effects). They can be taken in several forms such as shot,pill or gel. The arguments for and against steroids are very common and there are several strong points made for each argument. Steroids are extremely powerful substances that have powerful effects on the body, effects on athletic performance, and effects on sports. Steroids are known for causing people to have emotional issues, which is where the term â€Å"roid rage† comes from. Forty-nine percent of steroid user have adverse personality changes(Silverstein 43). It will likely cause users to begin to be emotionally unstable or commonly in a bad mood.Steroids can cause increased aggressiveness, abnormal sexaul behavoir, and possible criminal behavior(Effects of Performance-Enhancing Drugs).Steroid users can also experience delusions and uncontrollable high amounts of energy(Steroid Effects). Friends will start to not hang out with you as much as usual because who wants to be friends with someone who is moody all the time. Is losing friends, becoming emotionally unstable, on top of the physical side-effects, worth it? The main effect steroids have is the physical change on a person’s body. The main reason that people,specifically athletes, take steroids isShow MoreRelatedAnabolic Androgenic Steroids Is A Huge Problem Among Today s Athletes857 Words   |  4 PagesComposition Mrs. Vidden 14 January 2015 Anabolic-Androgenic Steroid Abuse in Professional Sports Anabolic-androgenic steroids are a huge problem amongst today’s athletes. 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Essay on Affirmative Action - 2873 Words

Affirmative Action is a policy in the United States of America. It is in use to help minorities get equal treatment in admissions policies for big businesses and higher educational programs. In one way or another, this policy affects almost every person in America. It affects people directly, and most commonly, indirectly. When this policy affects people, it usually affects them in a negative way. When Affirmative Action first started, it was a descent policy, but with changes in society, it has become a policy that does more harm than good. Since this is what the policy currently does, Affirmative Action should be out of use for every application it has a function for. So, this policy should be out of every law book in America to†¦show more content†¦However, the policy is currently hindering the majority more than helping the minority individuals, so Affirmative Action is actually doing great harm to the society in United States as a whole. If Affirmative Action is not helping the majority of the people, and only helping the minority, most of the people in this country do not get the benefits of this policy, but rather, the policy harms them. By giving minority individuals strategic advantages over majority individuals creates a problem. So, Affirmative Action would ultimately give people in a minority a much easier chance to become successful. Just after the federal government agencies came up with the Civil Rights Act of 1964, the policy of Affirmative Action became a reality. So, Affirmative Action has been around for almost forty years. During those forty years, Affirmative Action has changed the lives of millions and millions of people. This policy affects some people in a positive way, but most of the time, it negatively affects the majority of the people. Recently, Affirmative Action negatively affects majority individuals a great deal. This policy affects people of the majority much more severely than several decades ago when it first started. This is so because society has changed to let minorities become much more qualified for jobs or higher levels of education. The way society has changed since Affirmative Action started is in the earlyShow MoreRelatedThe Affirmative Of Affirmative Action Essay1389 Words   |  6 Pages Many affirmative action efforts have been made since the end of the Civil War in order to remedy the results of hundreds of years of slavery, segregation and denial of opportunity for groups that face discrimination. Many African Americans such as President Barack Obama, Senator Cory Booker, the writer Toni Morrison, the literary scholar Henry Louis Gates, media star Oprah Winfrey, and rap star Jay-Z have achieved positions of power and influence in the wider society (Giddens, Duneier, AppelbaumRead MoreAffirmative Action1160 Words   |  5 PagesAffirmative Action Marlene S. 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Johnson’s desire to integrate society on educationalRead MoreAffirmative Action1571 Words   |  7 PagesName Professor Name Management 11th November 2011 Affirmative Action Thesis: Affirmative Action has helped many women and minorities in entering the job market. Although there has been a lot of hue and cry regarding the benefits of the affirmative action and the suitability of candidates selected thorough affirmative action; research has shown that affirmative action is beneficial and the candidates of affirmative action perform as well as those who are selected through theRead MoreAffirmative Actions1078 Words   |  5 PagesRunning Head: AFFERMATIVE ACTION Affirmative Actions Affirmative action is an action taken by an organization to select on the basis of race, gender, or ethnicity by giving due preferences to minorities like women and races being not adequately represented under the existing employment. To make the presentation of all these compositions almost equal in proportion to do away the injustice done in the past. The Supreme Company need to design an affirmative action program in the light ofRead MoreAffirmative Action1759 Words   |  8 PagesAffirmative Action Right? Affirmative action has been around for decades. Some believe it isn’t fair but others do. Those who believe and agree with affirmative action tend to say, â€Å"The principle of affirmative action is to promote societal equality through the preferential treatment of socioeconomically disadvantaged people† (Bidmead, Andrew pg 3). Others that disagree with it and find it unfair simply see it as another form of discrimination, giving one group extra advantages based upon nothingRead MoreAffirmative Action And Its Effects On Affirmative1263 Words   |  6 PagesThroughout America there are many different views on the effects of affirmative action. Many see it as a negative policy which gives an unnecessary advantage to minorities in America. In a 2009 Pew Poll, â€Å"58% of African Americans agree† and only â€Å"22% whites agree† that there should be â€Å"preferential treatment to improve the position of blacks and other minorities† (Public Backs Affirmative Action†). Today affirmative action and other racial injustices tend to be in the spotlight quite often, suchRead MoreAffirmative Action774 Words   |  4 PagesAffirmative action is a practice that is intended to promote opportunities for the â€Å"protected class† which includes minorities, woman, and people with disabilities or any disadvantaged group for that matter. With affirmative action in place people of this protected class are given an even playing field in terms of hiring, promotion, as well as compensation. Historically, affirmative action is only known to have protected African Americans and woman; however that is not the case. 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