All management decisions and actions that affect the relationship between the organization and its employees are important.
When business parties get involved in human capital and resources management, they understand the connection and are able to strengthen the weakest link - people between strategy and execution concretely, holistically, and systematically.
Foundation of trust and performance: From a talent management perspective, the foundation of trust and performance relies on specific management practices that foster a high-quality, committed, and flexible workforce. These practices, seen as important contributors to productivity and performance, include high levels of investment in training and development, empowering workers with decentralized decision-making authority, encouraging participation, pay for performance, the use of self-managed work teams, and flexible work designs.
Motivation theories: It supports such management practices, prioritizing ensuring workers have the skills and ability to perform and affording them the opportunity to test their problem-solving skills. Investing heavily in improving professional skills and abilities leads to a higher-quality workforce. This, combined with valued rewards and a role in problem-solving, can result in greater effort, commitment, and motivation within a workforce that is more flexible and innovative, ultimately leading to higher organizational performance.
Huan Capital Investment: Although the organization may contribute to the development of human capital, its ownership rests with each individual. Collectively, all the knowledge, skills, and abilities within an organization and available at any given time constitute a human capital pool. Although this talent is available to achieve positive performance, the totality of management practices needs to consistently tap this human capital pool in such a way as to influence individual and group attitudes and behavior toward the desired organizational goals.
All management decisions and actions that affect the relationship between the organization and its employees are important. All management actions can positively or negatively affect the potential of human capital to influence organizational performance.
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