Question

M1 Written Assignment: Reflection Journal While reflecting on this module's readings, share your thoughts on questions relative to this module, such as: • How does your organization view human capital? How do you know? • What does your organization measure when it comes to human capital and how is this information used: How do you know? • Do you view your human resources department as being strategic or more traditional: What are some examples to reinforce your response? How is ethical leadership demonstrated in your organization? What is your stump speech to your organizational leader on likeability and doing the right thing: differentiation and human resource equity? What is measured in your organization: How do these measurements inform strategic organizational results? • What recommendations would you make to leadership to better align its HR metrics to organization goals and objectives?

Strategic Human Resource Management

please answer the question in its entirety

Answer 1

1.Human capital is your workers ' knowledge, skills, abilities and value. Preparing human resources allows you to recruit, train and retain your staff under budget limits. You will be able to maximize the efficiency and productivity of your employees by knowing some basics for human resources planning.

The creation of an organizational map will begin with human capital planning. The document helps to identify the roles, job descriptions and the structure and chain of commander for each employee. You can also assess the qualifications of your employees and determine whether their current staff has them. Specific job requirements In addition to creating an existing strategic map, staff consultants plan their plans in the near future to help you organize and recruit your staff more effectively.

For do anything in today's world, we have a lot of human resources needed before we develop artificial intelligence. Actually, to generate other forms of capital, human capital is required. A machine can avoid the need for hundreds of manufacturers to produce things, but human capital was still required to design and build the machine. However, as we move deeper and deeper into a knowledge-based economy dependent on information, knowledge and skills, the value of human capital increases. The mobile company of Dave is an example of a technology-based company where information, data and expertise are critical for success.

2.

The expertise, skills and immaterial assets that add economic value to a person are human capital. Human resources are not and can be enhanced a static variable. It is an immaterial property and is as important as a material property. A manager can use many methods to determine his workers ' additional economic value. One strategy which can be taken by a manager is the calculation of human capital as a ROI.

Because manager can use higher education and seminars to build on human capital, investing in skills and knowledge, managers can quantify investments in human resources. Managers can calculate the total profit before and after investing in the capital of their employees. The ROI of human capital will be calculated by dividing the overall profits of the business by total human capital investments.