Alika, I. J., & Aibieyi, S. (2014). Human capital: Definitions, approaches and management dynamics. Journal of Business Administration and Education, 5(1), 55-78.
The article examines human capital, its importance to management and individuals with the view of improving the performance of the organization. According to the author, human capital entails investing in individuals through education and training. Moreover, with education and training, individual workers in an organization can enhance their abilities and bring effective change in job performance. In addition, the article talks about approaches to human capital and they include microeconomic and macroeconomic approaches. The goal of the human capital approach is to improve employees’ consciousness, values and teamwork, and their overall performance. Regarding the management dynamics, the author explains that management encompasses using people to get the job done. Also, the article explains the primary functions of managers and they include forecasting, planning, organizing and commanding. The advantages of management dynamics are better decisions, reduced agency problems and less wasted management time.
Aslam, H. D. (2013). Human Resource Planning Practice in Managing Human Resource: A Literature Review. International Journal of Human Resource Studies, 3(1), 200-212.
The article describes the role of human resource planning, its strategic objectives, and factors influencing it. Similarly, the article explains human resource planning framework and models. According to the author, human resource planning helps to forecast future business demands, environmental factors and generates and manage the required demand of human resource. The primary reason for human resource planning is to ensure that employees have a stable working environment. Roles of human resource planning include managing employee demand, labor forecast and supply and ensuring there’s balance between the supply of labor and predictions of demand. The human resource strategy helps to sustain the company in the long-run and assist in achieving a competitive advantage. The factors that impact human resource planning are external environments such as level of education, laws and regulations and attitude in society. The internal environment factors include staffing needs of employees and role of management.
John, M., Awino, Z. B., Pokhariyal, G. P., & Beatrice, O. (2013). The influence of external stakeholders and expansion strategies on the relationship between organisational resources and firm performance. Journal of Emerging Trends in Economics and Management Sciences, 4(5), 449-459.
The article seeks to examine the influence of external stakeholders and expansion strategies on the performance of the organization and its resources. Resource-based theory indicates that resources play a critical role in the actions and outcomes of the organization by determining the response strategies, capabilities, and growth of the firm. According to stakeholder theorists, the success of the organization is determined by the satisfaction of the stakeholders and the attention given to them by the management. According to the author, the strategic capability of an organization refers to its ability to perform at the level require to survive and succeed. Resources have a direct influence on the performance of the organization. The conceptual model encompasses external stakeholders, expansion strategies, performances and organizational resources. According to the model, there is a direct relationship between the performance of the organization and resources. Moreover, the model indicates that both external stakeholders and expansion strategies of the firm influence the performance of the organization.
Khan, D. M. (2014). HR as a Strategic Partner: A Critical Review. International Journal of Human Resource Studies, 4(1), 1-8.
The article seeks to explain how the current human resource departments are becoming strategic partners in the firm. Moreover, the author explains the specific strategic activities of the human resource. According to the author, the main areas of functions of the human resources department include administrative services, business partner role, and strategic role. Studies indicate that human resource plays a critical role in strategy implementation planning. Investing in the competency level of HR helps the organization to implement the strategy. Regarding the metric and analytics, the HR uses three measurement activities, and they include efficiency, effectiveness and impact measures. According to the article, the human resource can improve their strategic decision-making role by providing unique information about the relationship between strategy and human capital. The factor that influences the role of HR in business strategy is skills satisfaction. Studies indicate that business partner skills, metric skills and a team with specialized skills are what takes to be a strategic partner.
Sarra, B., Benabou, D., & Tabeti, H. (2013). The Role of Strategic Human Capital Management in Achieving the Competitive Advantage1. Academic Journal of Interdisciplinary Studies, 2(3), 361-368.
The article examines the role of strategic human capital in achieving a competitive advantage. According to the author, human capital is an intangible assets in an organization. Human capital encompasses competencies of employees, and they include skills, education, their potential and capacity. According to research, the human resource can constitute a sustained competitive advantage through employee behavior and the human resource capital pool. Moreover, an organization can employ human resources practices such as training, compensation and developmental assignments to reduce the loss of tacit knowledge by reducing employee turnover. According to the author, organizations that use human resource practices and performance recorded a higher level of annual revenue, growth and overall performance compared to organizations with limited human resources practices.
Souleh, S. (2014). The impact of Human Capital Management on the Innovativeness of Research Center: The case of Scientific Research Centers in Algeria. International Journal of Business and Management, 2(4), 80-96.
The article talks about human capital management and its impact on the innovativeness of research center. According to the author, due to the knowledge economy, the competitiveness of the firm is based on the management of intellectual capital and innovation. Components of intellectual capital are relational capital, structural and human capital. Studies indicate that the creation of wealth depends on the generation and exploitation of knowledge. According to this article, knowledge economy has basic pillars and they include innovation, culture, citizenship, science, education, and information and communication technologies. The argument by the human capital theorists is that the organization can improve their human capital by recruiting employees with high knowledge and skills and developing the skills of the current employees through training. The outcome of the study shows that human capital management, competencies, and knowledge management have a positive relationship with the innovativeness of the Center. Moreover, innovation depends on human capital.
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