Nowadays most organisations understand and accept that people are the key drivers of value in their organisation. With company accounts recording the costs associated with people, not the benefits that they bring, this text explores the experiences of 10 case study organisations that are making real and deliberate efforts to understand the contributions of their employees, and how that contributes to the success of the business. This text also reviews the extensive body of literature on the subject and explores case study organisations, which include such companies as Marks & Spencer, Tesco, BT and BAE Systems. The text concludes that human capital cannot be the subject of a one-size-fits-all measurement tool, but that it is possible for organisations to measure and manage human capital using methodology designed to suit their own needs and goals.
Review of the existing literature company performance, especially given that
many intangible assets (including human capital) are different from physical capital in that they can appreciate in value and are in this sense crucial to future ...
Customers are the ends of any business. And employees are the means. The concept of h-CRM is based on this fact. This book shows you step-by-step how to create lifelong happiness and prosperity. I find h-CRM to be an effective package, which can help organisations and practicing managers to proactively think and implement some well-illustrated ideas in this book. Rakesh Sarin, Vice-President, Wartsila India Ltd ...The book is of a very high standard. It provides some very good thoughts that can be helpful to companies ... like the spiritual element in the concept of h-CRM . Nandina Ramachandran, Vice-President, Kodak India Ltd.
Customers are the ends of any business. And employees are the means. The concept of h-CRM is based on this fact. This book shows you step-by-step how to create lifelong happiness and prosperity.
Perubahan eksternal lebih banyak melihat pada berbagai faktor di luar
organisasi yang mempengaruhi perubahan peran sumber daya manusia.
Sementara perubahan internal lebih banyak melihat pada berbagai faktor di
dalam organisasi yang mempengaruhi perubahan peran sumber daya manusia.
• Perubahan Eksternal Perubahan eksternal dalam lingkungan bisnis meliputi
tantangan global, yang berupa ekspansi global dan persaingan akan penugasan
internasional (Noe, et.
