Difference between revisions of "Human capital"
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Human asset is a part of an organization's [[Intangible asset|intangible assets]] (see Fig 1). It includes the [[Knowledge|knowledge]], [[Skill|skills]], [[Competency|competencies]] and [[Qualification|qualifications]] of the people in the organization. In addition to assets embedded in individuals, human asset includes [[Organizational knowledge|organizational knowledge]], teams, [[Network|networks]] and [[Communities of practice|communities of practice]]. One could say that human asset is the part of organization's assets that walks out every day and is not as straightforward to manage as tangible assets. | Human asset is a part of an organization's [[Intangible asset|intangible assets]] (see Fig 1). It includes the [[Knowledge|knowledge]], [[Skill|skills]], [[Competency|competencies]] and [[Qualification|qualifications]] of the people in the organization. In addition to assets embedded in individuals, human asset includes [[Organizational knowledge|organizational knowledge]], teams, [[Network|networks]] and [[Communities of practice|communities of practice]]. One could say that human asset is the part of organization's assets that walks out every day and is not as straightforward to manage as tangible assets. | ||
| − | Human asset refers to economical view of human resources. When the human resources of an organisation are viewed as an asset, there is an expectation that the human resources provide organisation with actual or future value. | + | Human asset refers to an economical view of human resources. When the human resources of an organisation are viewed as an asset, there is an expectation that the human resources provide organisation with actual or future value and benefits. Thus, training and other methods for developing the human resources are seen as an investment in the organisation's assets. |
Human assets are developed via investments like training with the expectation that this investment enhances potential income earning of the organization. | Human assets are developed via investments like training with the expectation that this investment enhances potential income earning of the organization. | ||
Revision as of 17:03, 25 June 2014
Contents
Definition
Human capital is The part of organization's intangible assets which is embedded in people working in the organization and is based on people's knowledge, skills and competences
Summary
One paragraph.
Description
Human asset is a part of an organization's intangible assets (see Fig 1). It includes the knowledge, skills, competencies and qualifications of the people in the organization. In addition to assets embedded in individuals, human asset includes organizational knowledge, teams, networks and communities of practice. One could say that human asset is the part of organization's assets that walks out every day and is not as straightforward to manage as tangible assets.
Human asset refers to an economical view of human resources. When the human resources of an organisation are viewed as an asset, there is an expectation that the human resources provide organisation with actual or future value and benefits. Thus, training and other methods for developing the human resources are seen as an investment in the organisation's assets.
Human assets are developed via investments like training with the expectation that this investment enhances potential income earning of the organization.
Management of human assets
Human assets are managed as a part of organisation's asset management and there are several human asset related business processes available in all organisations.
When considering development of their human assets, an organisation may choose to import new human resources via recruitment, develop the exiting human resources via individual learning or develop it's organisational knowledge e.g. via communities.
The uncertainty related to human assets derives from the uncertainty related to human assets embedded in individual people who could leave the organisation on a short notice. One approach to cope with this uncertainty is to use knowledge management tools and processes to ensure that knowledge of individuals is being diffused and documented.
The most typical processes available in organisations include
- Human resource development
- Training
- Education
- Recruitment
- Knowledge management
- OPEX
- Communities of practice
