Resource and Capability

Human resource is an appellation used in referring to the workforce of an organization or company. Human resource management is involved in the act of putting together employees in an organized manner to assure the objectives of the organization are achieved in a competent and experienced manner. Human resources are the most important services of any organization since they are the catalysts of non-human resources and the medium for developing competitive advantages and sounds of creativity. No organization can exist without a human resources department (Walsh, 2009). A company without an HR department would be reducing its operations and could collapse within a short amount of time.

Human resources plays a great part in the functioning of the company and could impact the success

The Human Resource category addresses employee selection and development practices, motivation, satisfaction and compensation as it relates to the growth and success of the company. The experts will review the work environment, the morale of the employees, the benefits and the company culture. The applicant will need to address workforce development, staff performance management, and how both align with the company’s goals.

Contemporary globalization of businesses and growing global market competition has made effective human resource planning as one of the major strategies to forge ahead and remain proactive. It can be said that an organization 's success lies to a great extent to the knowledge, skills, creativity, and dedication of its workforce. Every aspect of an organization needs human capital to drive its activities or operations to achieve individual strategic goals and objectives towards its purpose of existence, growth, and competitive status. Companies can compete at all levels of the marketplace through improved commitment not only through creativity, innovation, and research, but also human resource development (Truong, Heijden, & Rowley, 2010). In this regard, the human resource planning is needed to ensure a systematic analysis of human resource needs so that the right quantity and quality of employees are always available when required. Fundamentally, organizations are looking for the best people that would help drive them to their desired destination of achieving their missions. Therefore, it is important to develop human resource strategies to support organizational strategies, through measures such as forecasting human resource requirements, and effective strategic staffing. Technically, an organization 's mission, goals, and objectives drive its strategy and human resource (HR) and staffing strategy in an interactive manner. The purpose of this

Human resources and the services they provide can be seen as the crucial link between staff and the achieving the business goals and objectives.

Hints: Consider the type of technology your company will use to conduct the following activities: manage personnel; take, fulfill, and track orders; manage inventory; communicate with customers and provide customer service; and produce your beverage.

Physical resources are the basic resources needed by a business to uphold and execute its activities. They can be said to be the ‘’base layer’’ of any organization and without them a business could not function. Physical resources include things such as buildings, materials, security, machinery and so forth. Physical resources must be managed in order to avoid wastage.

There are several important reasons of human resource planning that business organisation carry out regardless their size and it is important for the continuity of any business organisation to plan. However, in many business owners may not include human resource planning at the beginning of their business but later realise the importance of human capital and no business can survive without having competitive human capital.

It is necessary for human resource management to have a proper human resource planning. “Human resource planning involves planning that assure a firm’s needs for employees”, says Madura. She also includes that human resource planning consists of three tasks which are forecasting staffing needs, job analysis (Madura, 2007). Recruiting and selecting the right employee is not enough. There is a necessity to provide continuous training and development to the employees to be more productive and efficient. With great training, it enables the employees to be more innovative, creative, motivated and thus increase their working performance. Training can be through various types such as on the job training, off the job training, job rotation and scholarships.

Human resource is the one of the most important productivity factor in the organization. Therefore organization need to utilize the other productivity factors of land, capital and entrepreneur. Therefore utilizing the human resource or labor is a vital factor for the organization. Because, satisfying the organizational internal and external customers are more difficult, if they become

Human Resources constitute as one of the most imperative components of any organization, be it small scale business or a large conglomerate. Some of the key functions of the Human

Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in

Firstly, let us take a look at tangible resources. Under this category, we have financial resources, organizational resources, physical resources and technological resources.

The Human Resource Department will be renovating our current structure to emphasize strategic partnership with our internal clients and maximize human capital’s highest potential guided by legal compliance and IT Company’s mission and values. Our transformation will include streamlined processes parodying the organization’s structure to provide our clients with world-class and highly specialized service. Human Resources have been an integral part of IT Company growth as it partners with leaders and human capital to meet the company’s objectives and goals. Human resources success begins with attracting the right talents, retaining top talents through employee development and total rewards (benefits and compensation), and measurement of progress for continuous improvement. A comparison of current and future state will serve as a compass in revolutionizing the human resource department through distinct organizational model. The human resources transformation will consist of three units, shared services, human resource operations and center of strategic excellence. Each unit is will increase partnership with internal customers, leverage of knowledge and proactive approach to doing business with management. The structure is expected to be versatile with economic change, and cost savings is a long-term expectation.

According to Amit and Schoemaker (1993), resources is defined as assets that are owned by a firm where with the usage of assets and mechanism like labour productivity, technology, management information systems which converts resources into final products or services. Hall (1993) characterized resources into intangible assets and tangible assets where intangible resources compromises of technological means, reputation and intellectual properties while tangible resources are the possession of the firm’s physical assets like machineries, buildings, and materials alongside human and financial resources.