MANAGING HUMAN CAPITAL

Managing Human Capital



Abstract

Most experts say that the key to effective management of people is creating a culture of employee appreciation as generating element of effectiveness and efficiency and provide an opportunity to realize his intellectual capacity. This intellectual force will positively influence organizational dynamics. In fact, an employee who does not see perspective in their work to develop their skills and grow within the company will have no motivation to develop its function well. Develop your job with little motivation and interest, thereby influencing the progress of the operational dynamics. Thus, the human need to be valued in a participative management, reduction of hierarchical levels, a lot of motivation and leadership. Basically, employees are the primary source of value creation for a company and when one is fired, without a strategy and for the sole purpose of reducing costs, there will be a decapitalization that equals one esinvestimento, because it can not produce or generate values ??that customers are willing to pay. Companies generally want to be competitive, with quality and productivity, however, neglect the professional environment that sometimes is not satisfactory, or provides welfare to those contained therein. They want to attract talent and face it in a simplistic way, when really they should be considered as a great business that will assure the expected results. Not only the skills, but the values ??and personality of the candidates have much. Sometimes great talents are available within the company itself, but the organization insists pick them out.

Table of Content

Introduction4

Literature Review7

The Importance of Human Capital10

Marxist Analysis13

Human and support the company's strategy14

The Contribution of People15

Integration, motivation and job satisfaction16

Conclusion18

Managing Human Capital

Introduction

Nowadays, corporatism and market strategies are behaviours and tools always present in public and private companies, it is known that besides the financial capital and its currency, to the achievement of results is essential to the creation, management and strengthening of human capital in enterprises. The concept of human capital emerged in the 1950s, and was formulated by Theodore W. Shultz, American economist who died in 1998, and winner of the Nobel Prize for Economics in 1979, along with Sir Arthur Lewis. But the concept was popularized through the study of Gary Becker, another American economist and author of microeconomic analysis professor at the University of Chicago. In the 80s, the concept was expanded by multilateral bodies working under the logic of neo-liberal thinking (Lepak, 2002, pp. 517).

In the structure of capital, the "fixed capital" is the machinery, "variable capital" wages and "human capital" to capital offered to humans, the enhancement of health and education professionals. Human capital in concept, if conflicted with the notion of humanist socialist leftist thought, considering humans a kind of capital for companies. Human capital assigns a value to each individual, and this value is used for the company's growth within the policy measures and pragmatic management of each business.

In today's world, tangible (product) are easily copied in a process of quality marketing similarity between competitors. To stay ahead of competitors and to maintain ...