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A large company implemented a workforce planning and design process to move to a human capital perspective on strategic human resource management. What lessons can one draw from this process, and how does it compare to companies of which you are (or have been) a part?

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Answer 1

Lessons learnt from moving to a human capital perspective on strategic human resource management

It is understood that this large company has moved from the traditional human resource(HR) perspective to a human capital(HC) perspective.

The HR perspective usually means that HR functions as more of a gate-keeper or police to ensure employee compliance with adminidtrative rules and processes.

In contrast, the HC perspective helps to develop talent and skills in the emplyees so that this talent can be used to contribute to the goals of the company.

So, the company has taken the steps to empower and develop its work force, in line with the company's goals.

The lessons we may learn from this process are the following:

• A policing role by HR is not enough to ensure good contribution from employees
• Employee empowerment and and individual development is necessary for the company to grow and achieve its goals in the long run.
• HR need to be a service provider and not the police, even though it still has to enforce compliance with rules, The focus has to shift to people development in order to retain, use and benefit from talent in employees.

2.How does it compare to companies of which you have been a part?

Here, you may discuss the HR function of the company you have worked in and mention whether it has the traditional HR perspective or if the focus is on HC development. You need to talk about training and empowerment practices.

A good example of a company with a human capital perspective in human resource management is Aviva, an insurance company, headquartered in London.

Just like the large company in this question, Aviva has taken a HC perspective to strategic human resource management. They have empowered their employees to take decisions based on their company's value system. Those found doing this are given honours and recognitions on a regular basis. Aviva also hold brain-storming and knowledge sgharing sessions among employees, and provide appropriate training to employees at all levels.