Developing Employee Capital

Developing Employee Capital offers information about both organization development and individual developmental strategies. Designed to help you and your employees create developmental plans together, it covers everything from online learning and diversity management to job rotation and mentoring.

The development of Human Resource has assumed importance particularly after the government's focus on HRD, introduction of liberalized economy and globalisation of world trade. This has led to world trade competition. For this purpose, every corporate entity sought ISO certification, which enjoins on the industry to impart regular training to its workforce. Thus training has taken centerstage. HR is now considered as human capital and much importance is given to the development and training of this unique resource. The one area in HR that found global visibility is training. Training has a direct relationship to HR's concern about human capital development and globalisation of workforce. People want to study at their own pace and time. The exciting development area is therefore e-learning. Keeping the above developments in view, it is imperative that business organisations should develop their own internal resources for training and development of their workforce. While giving stress on management development, most organizations ignore development and training of operatives who constitute the bulwark of their human capital. This aspect has been suitably taken care of in this book. This comprehensive book covers all aspects of training and development starting from conceptual inputs to management of training environment, instructor's competencies, transfer of learning, IT based training, to mention a few should be presented to line managers. The book is divided into four parts - Training and Development, Training Delivery, Evaluation of Training, and the last part containing eleven Appendices relating to the Text.Attempt has been made to present the subject in a succinct and lucid manner, bringing the latest on the subject. The text focuses not only on the traditional training methods, but also on the importance of development dimensions. This comprehensive compendium on training and development, sprinkled with copious examples, will be useful for the budding trainers, HR practitioners and academicians alike.

Don't squander your most valuable resource! Collectively, your workers are your company's most important and most valuable asset. To make the most of this asset, nothing beats quantitative performance and investment measurement. Learning and Development is an 80 billion-dollar industry, and every valuable employee represents a sizable investment on the part of your company. To keep your business moving forward, effective management of human capital is crucial. It generates plenty of data, and deep analysis of this data helps you provide feedback and make adjustments to capitalize on the combined knowledge, skills, and creativity of your workers. Developing Human Capital: Using Analytics to Plan and Optimize Your Learning and Development Investments provides a guidebook for collecting, organizing, and analyzing the data surrounding human capital so you can make the most of your employees' potential. Use predictive analysis to optimize human capital investments Learn effective study design and alignment Get the tools you need for measurement, surveys, and analysis Decide what to measure and how to measure it Outline your company's current and future analytics technology needs Map data sources, and overcome barriers to data collection Authors Gene Pease, Bonnie Beresford, and Lew Walker provide case studies in which major companies applied human capital analytics to guide people decisions, and expand upon the role of analytics in Learning and Development. Developing Human Capital: Using Analytics to Plan and Optimize Your Learning and Development Investments is an essential guide to 21st century human resources and management practices, and can keep you from squandering your company's most valuable resource.

People are the most important working capital within an organization, and managers must actively supervise this valued resource. They must "obtain" the best people available, prevent people from leaving or being "stolen, " and "optimize" people while they are in an organization's employ. Furthermore, managers are responsible for sponsoring projects to improve the use of human capital within the organization -- that is, they must ensure that the right people are doing the right work at the right level of proficiency. Unfortunately, there are no performance-based resources specific to the role of the manager in the area of human capital. This book fills the gap. Fuller's methods are field-tested and proven effective. His case studies enable readers to see human capital management in action. Fuller enables his readers to gauge the worth of an employee, and to make the right choices when it comes to expending time and money on the attraction, development, and retention of top workers.

The book "Issues of Human Resource Management", written by well-known authors, is a result of a teamwork of specialists who have been dealing with the issue of managing human resources in different contexts. The authors from Germany, Spain, Turkey, Slovakia and Romania have submitted results of their current research and have presented important findings that are becoming a starting point for making managers decision so that their businesses can be competitive. You have put your hands on a selection of the best scientific contributions that have been reviewed and now are offering a space for an active debate on partial issues of the given topic. The authors in their work examined also the factors of psychology applied in HRM, the organisation of companies and its impact on human resource management, workers motivation and incentives and investment into human resources development; they searched the field of human resource management in family businesses, the quality of relationship in a workplace and specifics of human resource management in non-governmental organisation.

People are the heart of any organization and investing in their growth and development is the key to business success. By recognizing employees as valuable assets, companies can build a positive work culture, attract and retain top talent, and build a well-trained and motivated workforce. Investing in human capital starts with building a positive work culture. A culture of trust, respect and open communication fosters employee engagement and satisfaction. When employees feel valued, they are more likely to engage in their work and remain loyal to the company over the long term. Leaders play a key role in creating a positive work culture, setting the tone of the organization, and modeling the behavior we expect from others. Attracting and retaining top talent requires offering competitive compensation and benefits packages, as well as professional development and advancement opportunities. Companies that prioritize work-life balance and offer flexible scheduling options are more likely to attract and retain employees looking for a healthy work-life balance. Feedback and evaluation are also key to investing in human capital. Regular feedback and performance reviews give employees the opportunity to improve their skills and grow in their role. Effective ways of recognizing and rewarding employee contributions, such as public recognition, bonuses and promotions, can have a significant impact on morale and motivation. Employee training and development programs are another important aspect of investing in human capital. By giving employees the opportunity to learn new skills and grow professionally, companies can build a skilled and motivated workforce. Effective training programs take many forms, including workshops, conferences, online courses, and mentoring programs. Finally, creating opportunities for employee growth and advancement is essential to retaining top talent. Employees are more likely to stay with the company longer if they have opportunities for career advancement within the company. Mentoring and coaching programs can be powerful tools to support employee growth and development. In summary, employees are diamonds and investing in their growth and development is the key to business success. By building a positive work culture, offering competitive compensation and benefits packages, providing feedback and recognition, implementing effective training programs, and creating opportunities for growth and advancement, companies Build a well-trained and motivated workforce committed to your organization's success.

The human resources landscape has shifted and managers are increasingly recognizing the importance of employing talented individuals. Achieving a Triple Win: Human Capital Management of the Employee Lifecycle presents a comprehensive, specialized approach to human resource management in order to achieve substantial benefits for customers, employees and the business as a whole.

"Traditionally, training and development were not viewed as activities that could help companies create "value" and successfully deal with competitive challenges. Today, that view has changed. Companies that use innovative training and development practices are likely to report better financial performance than their competitors that do not. Training and development also help a company develop the human capital needed to meet competitive challenges"--