MANAGING HUMAN CAPITAL

Managing Human Capital

Table of Content

Executive Summary4

Part 'A' - Report5

Introduction5

Discussion6

Identification6

Organizational Context to TQM & HRM7

Elements of TQM - Technical, Human, & Management7

The Technical Component:8

The Human Component:8

The Management Component:8

Human Capital9

Recruitment Program10

Advantages of Current Recruitment Strategy10

Disadvantages of Current Recruitment Strategy11

Talent Management Programs - Pros & Cons11

Issues of Movements12

Designing Talent Recruitment Process12

Planning Staff13

Conclusion14

Abstract16

Part 'B' - Essay17

Introduction17

Discussion18

Identification18

Theoretical Frame Work - New Recruitment Program18

Lackluster in Corporate HRM 'Recruitment'19

Concept19

Imperfect system19

Lack of Training for the Recruitment20

Developing Enterprise HRM - Design for Recruitment20

Recruitment Mix22

Conclusion23

Executive Summary

Human capital is valued as the most important substance for the source of betterment. Managing Human Capital involves total quality management; quality talent is the first element that plays a decisive role in the launch of a comprehensive quality management for the overall success of the structure and system of an organization. In the British context, the process of Total Quality Management was initially considered, as an alternatively used model. However, the technique established gears in the British forum and started becoming successful at the corporate level, where human resource management was valued. The requirement of the report paper is to review the concept of the systems and structures that support effective workforce management, people management, Human Resource Management and intellectual capital management in the market scenarios where TQM was distributed in three components 'Technical', 'Human' and 'Management', which together formed contributions in the overall field of management. According to Becker, the economic success of Britain could not be explained without a base of well-trained workforce, educated, hardworking, and politically organized. The process of recruitment and selection, i.e. formation of the workforce in the British society is known to be a formation of a leader oriented work progress in enterprise management system. Speaking the language of economics in Britain, the most important factor of production - labor, which creates value addition. Staff working in the organization to bring the maximum benefit must meet certain requirements. Recruitment must be a continuous and uninterrupted activity, aimed, in effect, to ensure that a set of candidates for any future eventuality. In addition, the organization should encourage spontaneous arrival of the candidates, receive and, if possible, any contacts with them, not to lose the appeal or interest and notifying that this is the system of recruitment of lower cost and, when it works, is one of the shortest route to success.

Part 'A' - Report

Introduction

In today's era, human capital is valued as the most important substance for the source of betterment and managing the human capital has become an obsessed culture, which is continuously developing as the notion for achieving a successful survival in this competitive world. Managing Human Capital, which involves total quality management, quality talent is the first element that plays a decisive role in the launch of a comprehensive quality management for the overall success of the structure and system of an organization. TQM is a method that relates to the systematic and structural management of the organization based on the involvement and cooperation of all individuals working within the body of the organization, whose main purpose ...