MANAGING HUMAN CAPITAL

Managing Human Capital

Managing Human Capital

Introduction

The following paper is about Human Resource Management. The field of HRM established itself as a core part in today's organizations. The main influence of the HRM in the organizations is because of its economic, technological, and social realities that basically play a vital role in improving the nature of the organization. However, in the global context there are number of different factors that sum up together to build an effective human resource management. The purpose of the following paper is also to give the readers a deep insight of the human resource practices at the organizational level so that they could easily get the concept of the importance of human resource management practices and models. HRM considers to be a strategic unit of the organization it gives an extra advantage to the management to get a closer look to the employees and start analyzing their needs and wants and thus transforming the system in such a way that the management could get the best possible outcome (Hub Pages, 2013). In large part this is because from a strategic standpoint, observers have noted that traditional sources of advantage such a success to capital, protected markets, or proprietary technologies are rapidly eroding, and that survival depends more often on the ability to innovate, adapt, and learn, and transfer that learning globally. As one might guess, these capabilities rest squarely on the management of people.

But while few will argue against the premise that HRM issues are critical in today's organizations, the mantra of 'people are our most valuable asset' has largely been a rhetorical one in most organizations; and the research evidence has often not backed it up. Historically, organizations always been reluctant while giving specific emphasis on the human resource. The Human Resources functions always remained least bothered by the management even in the big organizations as well. In fact, the harsh reality is that labour is still often viewed merely as a cost to be minimized, particularly in tough times. Executives have more often tried to minimize the impact of employees on performance by substituting capital for labour where possible, and designing bureaucratic organizations that separate those who think from those who actually do the work (Management Study Guide, 2012).

Selected Organization

The organization selected for the Human Resource Management is Nestle. Everyone is familiar with the name, being a large organization; the human resource management is very much effective in the organization. Therefore, to get a deep insight knowledge of Nestle, below mentioned are some of the policies regarding human resource that published by the Nestle in their Human Resource Policy.

Human Resource Policy at Nestle

This policy includes directives constitute a sound basis for managing effective human resources of Nestle group worldwide. It is, in essence, flexible and dynamic and can adapt to different situations. It starts with the practice that will be the subject of appropriate reflection, taking into consideration the specific context. The spirit of human resource must be respected ...