Tuesday, 14 August 2012

Human Resources or Human Capital? Managing People As Assets

People are really the most important asset of an organization? Not at all, some can be passive - but other factors are the most important value of an organization. But ... Who are they? How do you know? How to improve their value and the value they provide? It answers questions such as what happened to find when it comes to human capital management. Whether public or private, success depends on the commitment and productivity, the ability of people, mainly for the latter, and. "Human resources and human capital?" Andrew May to ensure effective management of these values ​​to describe the creation of assets. And how these companies have done in practice - in the first part of the book can be an integral part the performance management of the organization indicates that measures to create an integrated framework. 

Modern Human Resources (HR) greater participation, relevance and usefulness of corporate strategies and try to be - but that does not look like most of the time. For effective management of human capital, the head of human resources, frameworks and processes must be started. In the second part of this book that shows you how too strategically and successfully, and how human resource managers, delivering added value through people to achieve their goals and real, serious and reliable "partner" That all stakeholders. The book, the following messages in all parts of the demand, and many practical examples of action "challenges" contains.

About the Author

Andrew Mayo, Human Resources and then Human Resources Development, has spent 30 years of roles in several major international organizations. He and the professor of the school's strategic human capital management at Middlesex University Business "top" thinkers man was described by the continuum between the Human Resources magazine. His first book, career management, organizational career management in the UK has become a standard textbook. Second, learning (in collaboration with Elizabeth Lank) the power, "the best book on the learning organization." Carol has been described by the director of Kennedy in 1998, the ICPD in 2004 and the subject was written with a new version of a book published in the creation of a training strategy and development. This is a work based on the evaluation of the contribution of organizations and their people will demand the largest society of the human (Nicholas Brealey, 2001) refers to as his earlier work.

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