The competitive market and the rapid changes that occur almost daily require organization to stay abreast with learning and adaptation. The need to get the right personnel whether through recruiting or training is crucial in attaining the goals of an organization. The quest to assemble the necessary expertise needed in the various parts of the organization has become a daily strive for managers because of the demands of the consumer. According to Duncan (1979), there are internal environmental components that need to be satisfied depending on a particular structural specification so as the output will conform to the necessary expectations. The composition of an organization remains critical to the realization of goals and achieving the expectations of stakeholders. In sustaining competitive advantage, the need to identify, enhance, and distribute the core competencies or the knowledge of an organization is critical (Pasher & Ronen, 2011). The knowledge or expertise needed to run an organization should be made available whether internally or by acquiring outside help. Internally, coaching, training and consistent supervision can transfer information from one person to the next and that must be made as part of the business culture. The knowledge one attains through years of experience on the job can be said to be invaluable, Xu (2013) shares that, human beings are endowed with different qualities and as such particular attention have to be paid to human resource especially in this knowledge-based economy. It is therefore imperative for organizations to develop mechanisms that will retain employees with knowledge that is inherent. The knowledge and the skills of an individual or the collective brainpower of workers in an organization combined with the ability of the firm to create, collect, coordinate, retrieve, leverage, and collaborate forms the basis of intellectual capital (Gupta & Azzopardi, 2013). There can be diverse array of skills, expertise...
3.Elements of intellectualcapital
5. Effects upon economy
6.Uses of intellectualcapital
8. Reference list
Specialists noted that in recent decades it has been an expansion of the concept of "new economy" as a new approach related to economics. This new concept is different from the classical economy which is characterized by balance and stability, through the fact that it traces the boundaries of an universe more complex and more structured than we could ever imagine . The end of the 20th century is associated with the birth of a new outlook on nature and science, that brings people a little closer to nature, a science that makes human intelligence and creativity an expression of a fundamental trend in the universe.
Taking into account this new perspective on the economy and on the society that is based on knowledge, professor Quash from London School of Economics says that we live in a world that focuses on the economic value of intangible assets. This way, ideas worth billions, while the products still cost less.
The society of the third millennium has employees who are valuable because of theirs knowledge. I n many of these companies, the value does not consist of tangible assets, but of...
...Write a case study of a teacher / educator you consider to be a public intellectual and explain why.
During this assignment I am going to do a case study on a person I consider to be a public intellectual. There are a number of discourses surrounding the ideology of what it means to be a public intellect. In regards to this essay I will be defining a public intellect in accordance with Gramsci view of an organic intellectual as, ‘the function of the intellectual is to help the oppressed understand their own exploitative class positioning’ (Hoben, undated, p4). In accordance with this I will base my case study on Dianne Lee, who was a lecturer in a college I attended. Her academic disciplines were sociology, history and English Language and Literature. Despite being a lecturer, Dianne was also a humanitarian who actively participated in a number of charities, in the United Kingdom and various third world countries. I would consider Dianne to be a pubic intellect, and for the remainder of this essay I aim to show the characteristics such as knowledge and activism, she possesses which support and enable her to be a public intellect.
One of the key characteristics of a public intellect is the knowledge they possess and how they use it to incorporate change. According to Said (1993) a public intellects mission is to advance human freedom and Knowledge (Lightman, undated). Even though she was a college lecturer,...
HUMAN BEINGS BRING KNOWLEDGE & ATTITUDE TO THEIR PLACE OF WORK
CAPABILITY IS ASSOCIATED WITH CREATIVITY
ABILITY WITH DOING [ACTION]
BESIDES KNOWLEDGE, EXPERIENCE CAN ALSO BE THE SOURCE OF ABILITY
THE SCOPE OF ABILITY BASED ON EXPERIENCE IS LIMITED
IN PAST IT WAS HR; TODAY IT IS HUMAN CAPITAL
HUMAN CAPITAL IS KNOWLEDGE + COMPETENCIES REQUIRED TO PERFORM TO PRODUCE ECONOMIC VALUE
KNOWLEDGE SHOULD BE APPLIED TO ANY WORK SITUATION TO PRODUCE ECONOMIC RESULTS
CONSTANT APPLICATION OF KNOWLEDGE, ONE BECOMES EXPERT
TYPES OF CAPITAL
STRUCTURAL CAPITALCAPITAL STRUCTURE
SUM OF COMPANY’S EMPLOYEES INCLUDING THEIR COMPETENCIES / TALENTS / CREATIVITY / KNOW-HOW
KNOWLEDGE COMPANY SEEKS TO UTILIZE
THE SUM OF A COMPANY’S IDEAS / INVENTIONS / TECHNOLOGY / KNOWLEDGE / COMPUTER PROGRAMS / PATENTS / TRADEMARKS / DESIGN / METHODS SYSTEMS / PROCESSES / PUBLICATION
WHEN CODIFIED, DEFINED WRITTEN OR COMMITTED TO MEDIA FORM
THE COMPANY’S INTELLECTUAL ASSETS CAN BE MOVED / LEASED / SOLD.
WHEN THESE INTELLECTUAL ASSETS ARE LEGALLY PROTECTED, WE CALL THEM INTELLECTUAL PROPERTY
...GREATER INVESTMENT IN HUMAN CAPITAL IS REQUIRED TO MAINTAIN OR INCREASE THE PROSPERITY OF GHANAIANS DISCUSS.
Within the broad framework of Human Resource Management, Human Resource Development is emerging as the crucial function that can add value and also provide organizations with competitive advantage.
Human Resource Development is therefore the framework for helping employees develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, tuition assistance and organization development
The focus of all aspects of Human Resource Development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers.
In Human Resource Development the employees are to be developed through training and by training the employees you need to invest in the employees. Investing in this sense is putting your available resources into the developing of the employees for them to acquire knowledge and new skills. This leads to investing in human capital.
Human Capital is therefore the stock of competencies, knowledge and personality attributes embodied in the ability to perform labor so as to produce economic...
...Managing Creative Capital
Managing Creative Capital in the Contemporary Organization
Saint Leo University
MANAGING CREATIVE CAPITAL
The competitive advantage of the successful contemporary organization lies in their ability to
build tailor-made capabilities that are part of their inherent identity, making it hard for any one
else to duplicate. Therefore it is essential for the organization to determine what the required
capabilities are to make a difference in their business environment. This paper illustrates that if a
company wants to be better than anyone else at its core business and the value it brings to its
customers, they must employ professionals who are more efficient, technically proficient and
creative than ever before. Not only is it essential for the organization to find the right creative
talent, they should also possess the ability to engage and maintain these “company assets”, or as
further referred to in this paper, the creative capital of the organization. It can be concluded that
having the financial capital and strong corporate image will take the contemporary organization
to a certain level of success, but in order to increase competitive advantage and survive in the
dynamic operational environment of the twenty-first century it will take skilled, smart, creative
and hardworking employees. The organization...
...Human capital and performance: A literature review
Dr. Philip Stiles Mr. Somboon Kulvisaechana
The Judge Institute of Management University of Cambridge Trumpington Street Cambridge CB2 1AG
Human capital and performance: A literature review
CONTENTS Human capital in context: The resource-based view of the firm Human capital and complementary capitalsIntellectualcapital Socialcapital Organisational capital Knowledge Human capital and performance Bundles of human resources Contingency or ‘fit’ approaches Universal or ‘best practice’ approaches Configurations HR practices for developing human capital and performance Difficulties with the link between human capital and performance Measuring human capital Reporting human capital measures Conclusions References Annotated Bibliography PAGE 3 4 5 6 6 8 9 10 11 11 12 13 14 15 17 17 19 29
Human capital and performance
Human capital and performance: A literature review There is a large and growing body of evidence that demonstrates a positive linkage between the development of human capital and organisational performance. The emphasis on human capital in organisations reflects the view that market value depends less on tangible resources, but rather on intangible...
...Developing Human Capital
This interactive, theoretically anchored, and applied course is aimed at understanding the process and practice of developing human capital. It focuses on the strategic development of talent framed within the context of talent leadership. It is anchored in business strategy and views the arena of talent management as a critical means to achieve competitive advantage.
As human resource competencies have become a significant competitive advantage both in North America and globally, the pace and intensity of organizational training has increased dramatically. Organization Development/Effectiveness groups must demonstrate not only that their programs provide enhanced employee competencies, but that those competencies are of strategic value to the organization. Some organizations now include continuous learning, often called the “learning organization”, as part of their strategy. As a company’s strategies change, and the types of management competencies and profiles need to change as well, Human Resource Development is responsible for this alignment. We will address these and related issues based on the belief that effective development practices are determined by the organizational context in which they occur.
The first half of the course will focus on development and learning. The second half will focus on performance appraisal....