The Human Capital in Enterprises

Today the human factor is most important in any organization. Because of this we will make a brief analysis about the trend and its importance (role). Understanding Capital: "is the origin, head or vital part of something", adding to human we have a set of knowledge, skills and abilities, enriched with time, training and intangible values. Those are the concepts we need to call HUMAN CAPITAL.

All knowledge of the companies from their skills and experience, to the strength of them is why it is a fundamental part of any organization.

The importance of human capital has a great impact on globalization makes, and makes companies a difference and competitive organizations. The constant changes require flexibility and adaptability, thus the part of organizations in their structure. This capacity are comes out of people themselves, not being a rigid and established structure. But this too, is the most difficult part in most of the organizations, to change it. There are points to play for, but others against, as the habit, which is why constant training and experience play an important role in the changes.

One hundred involvement of the Board in business is vital for these transitions, as people seeing their leader's commitment to it by nature imitating and people learn it, and this continuous learning, takes to innovations in some areas.

The importance of innovation is simply the ability to adapt to customer needs.

Today, companies are learning, through its Human Capital, to innovate, so you and we can meet the real needs of customers.

Customers are the ones with the answers to set the tone for change in our organizations. If we invest in human capital, the results are extraordinary.

The best management practices of organizations and financial performance are totally connected. And this requires a human capital management not only effective but efficient.

In organizations when the treatment of personnel and working conditions are good, inevitably brings an improvement in job performance at all levels.

Providing fair treatment of people is what makes our company an outstanding competitor.

Gary Becker in his book "Human Capital" (1964), raised a well-trained workforce is an important asset for a country, since the training of workers increases the productive capacity of the workforce.

Making organizations have the best resources, retain and assist them in their professional development will bring a guarantee of competitive advantage. With this, the people who make up an organization always make the difference.

Edward Lawler III, a specialist in human resource management, compensation, organizational development and efficiency, explains why it's important to care for human capital, the principles are: to attract the best personnel, retain, helping them to develop, design well work, setting appropriate goals, reward and lead people well. Actually there are principles that any organization should consider. The way they translate into the practices of everyday life depends on every industry, every business and geography. The roles of HR managers in companies were centralized in typical operational functions as payroll, recruitment and selection of individual, employee training, etc.

But it is globalization that is causing engagement forces to the constant changes in business models and guidance for HR managers and is increasingly focused on revenue incomes for organizations (Sales). The role suffered drastic changes, which of course, are outstanding.

Today we observe the participation of these posts and aligned to the mission and vision of the business, delegating operational tasks and adding new external resources such as online software support, employment agencies, etc., thus contributing to company’s management in achieving organizational objectives.

To achieve the objectives and strategic activities that fit decentralize areas that generate added value, and outsource this operation to a third party (supplier of human resources), which in turn provides variable costs, eliminating the costs fixed, and thus achieving higher yields and profits in organizations with efficiency and cost reduction. This mean that there are two types of professions in Human Resource Management: The operational and in addition to strategic functions that help achieve sales goals in organizations.

Then we have that human capital management goes with the leaders able to delegate tasks to enroll in the company's strategic activities, which generate value for money, generating added value in organizations.

Sources:
1.Gary Becker, "Human Capital", 1964.
2. www.emprendedoresnews.com
3. Edward Lawler III. He is Founder of the Center for Effective Organizations at the University of Southern California and Professor of Management and Organization at the School of Business at the same university. He has authored over 30 books, among which are: Treat People Right (2003), Creating a Strategic Human Resources Organization (2003), Corporate Boards: New Strategies for Adding Value at the Top (2001) and Organizing for High Performance (2001). Source: Alta Gestión (Spain)
4. www.wikilearning.com (Pablo Lira)
5. Articulate the new role of HRM, Fernanda Grasso.