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    Human Capital Frameworks
    Human Capital Frameworks
    Human Capital Frameworks
    Ebook108 pages1 hour

    Human Capital Frameworks

    By Eny Lestari Widarni

    ()

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    About this ebook

    Human capital or human capital is an essential element of intangible assets in the organization. Intangible assets include copyrights, customer relationships, brands, and corporate image. All of this is the organization's wealth, so knowing how employees' imagination and creativity are as important for business success is a "hard" asset. The importance of human assets explains why it is vital to measure their value and how well they are used and show what needs to be done to manage them more effectively. This book gives information about human capital and how to develop an organization base on human capital

    LanguageEnglish
    PublisherTriple Nine Communication Press
    Release dateOct 31, 2020
    ISBN9780463061756
    Human Capital Frameworks
    Author

    Eny Lestari Widarni

    Dr Eni Lestari Widarni is a practitioner and academic in human resource management. Dr Eni Lestari Widarni is the leader of the university of economics in Indonesia, namely the Jaya Negara Tamansiswa Malang School of Economics.

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      Book preview

      Human Capital Frameworks - Eny Lestari Widarni

      Human Capital Frameworks

      Copyright 2020 Eny Lestari Widarni

      Published by Triple Nine Communication at Smashwords

      Smashwords Edition License Notes

      This ebook is licensed for your personal enjoyment only. This ebook may not be re-sold or given away to other people. If you would like to share this book with another person, please purchase an additional copy for each recipient. If you’re reading this book and did not purchase it, or it was not purchased for your enjoyment only, then please return to Smashwords.com or your favorite retailer and purchase your own copy. Thank you for respecting the hard work of this author.

      Table of Contents

      Acknowledgements

      Prologue

      Chapter One - Human capital

      Chapter Two - Scope And Human Strategy Capital

      Chapter Three - Human Capital Management Concept

      Chapter Four - Concept of Human capital Management

      Chapter Five - Stage Of Human Capital Management

      Chapter Six - Implementation Of Human Capital Management

      Chapter Seven - Concept of Human Resource Management and Human Capital Management

      Chapter Eight - The Human Capital Frame Work Method

      Bibliography

      About the Author

      Acknowledgements

      Praise and gratitude, we always pray to the presence of the Almighty God because of the abundance of His grace and guidance so that we can finish compiling this book. Along with the community's demands on the importance of information and education, especially on Human Capital Frameworks, it is the main objective of this book. This book's purpose is to develop the next edition of the book and be a reference for the public, practitioners, and academics. This book contains all aspects related to human capital and the organizational environment.

      Basically, this book's preparation is also a discourse for us always to learn and have an optimistic view of looking ahead that there is always a way to achieve success by utilizing the right human capital.

      Not to forget, we also express our gratitude because we might not have been able to complete this book without the help of various parties. The hope is that this book on human capital will benefit the community and become a reference for the community in developing their human capital capabilities. No human being is perfect and His creation, no ivory is not cracked; we welcome all comments, criticisms, suggestions, and messages that can help us be better in releasing the next edition of the book.

      Malang, September 2019

      Author

      Dr. Eny Lestari Widarni, SE, MM

      Prologue

      Human capital or human capital is an essential element of intangible assets in the organization. Intangible assets include copyrights, customer relationships, brands, and corporate image. All of this is the organization's wealth, so knowing how employees' imagination and creativity are as important as well for business success is a hard asset. The importance of human assets explains why it is vital to measure their value and how well they are used and show what needs to be done to manage them more effectively.

      Chapter One - Human capital

      Human capital or human capital is an essential element of intangible assets in the organization. Intangible assets include copyrights, customer relationships, brands, and corporate image. All of this is the organization's wealth, so knowing how employees' imagination and creativity are as important as well for business success is a hard asset. The importance of human assets explains why it is vital to measure their value and how well they are used and show what needs to be done to manage them more effectively. As Becker (1993) stated, human capital is that humans are not just a resource, but capital that generates returns. Every expenditure made to develop the quality and quantity of that capital is an investment activity.

      Human capital theory, as stated by ES Human Resourcesenberg and Smith (1997), the concept of workers is the embodiment of a set of skills that can be rented to the employer. Knowledge and skills of workers come from education and training, including training that results in share carrying experience specific and Capital productive skills. According to Edwinson and Malone (1997), human capital is the individual knowledge, experience, capability, skills, creativity, innovativeness. Knowledge includes knowledge about academic tests obtained through education; skills can work or fulfill practical abilities.

      According to Stewart (1997), human capital is the lifeblood of intellectual capital, a source of innovation and empowerment, but a component that is difficult to measure. Human capital reflects the company's collective ability to produce the best solutions based on the knowledge possessed by the people in the company, which will increase if the company can use the knowledge possessed by its employees. According to Davenport (1999), human capital is the effort brought by workers to invest in their work. This includes abilities, behavior, enthusiasm, and time. According to James Hatch (enterprise resource planning rise Magazines, 15 November 1999), human capital is everything about humans (labor), intellectuals, knowledge, and experiences.

      Labor is a physical or mental effort that is issued by employees to process products and provide services. Scarborough and Elias (2002): explain, The concept of human capital is beneficial and is seen as a bridging concept. It defines the relationship between human resource practices and business performance. They show that human capital is mostly non-standard, hidden, dynamic, context-dependent, and this characteristic often occurs in society. This trait makes it difficult to evaluate human capital because the human capital that is entrepreneurial resource planning important to company performance is the flexibility and creativity of individuals, their ability to develop skills to respond and be motivated by different contexts. They also mention that: In human capital theory, references are made to people and skills, while in physical capital theory, references are made to plants and equipment. Stockley (2003) defines human capital as: The term of human capital is a recognition that people in organization and business are important an essential asset who contributes to development and growth, in a similar way as physical assets such as machines and money.

      The collective attitude, skills, and abilities of people contribute to organizational performance and productivity. Any expenditure in training, development, health and ". This means that support is an investment, not just an expense. Human capital is a concept explaining that people in organizations and businesses are important and potential assets, contributing to development and growth, just like physical assets such as machines and working capital. Attitudes, skills, and human abilities have a contribution to organizational performance and productivity. Expenditures for training, development, health, and support are not just costs but are investments. Meanwhile (Gary Dessler, 2003, 9) defines human capital as follows: it refers to knowledge, education, and training, skills, and expertise. From the three definitions above, it appears that there is a familiar essence which shows that human capital is something inherent in the individual. What stands out from the above description is the economic dimension that becomes the reference for its usefulness. Meanwhile, according to Fitzens (2000), the notion of human capital can be explained as a combination of the following factors: The characteristics of a person who is born into a job, intelligence, energy, a generally positive attitude, reliability, and commitment. A person's ability to learn, talent, imagination, creativity, and what is often referred to as street smart (intelligence).

      The motivation of a

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