Human Capital Frameworks E-Book

Eny Lestari Widarni

• Herausgeber: BookRix
• Kategorie: Fachliteratur
• Sprache: Englisch
• Veröffentlichungsjahr: 2021

Beschreibung

This book's purpose is to develop the next edition of the book and be a reference for the public, practitioners, and academics. This book contains all aspects related to human capital and the organizational environment.   Basically, this book's preparation is also a discourse for us always to learn and have an optimistic view of looking ahead that there is always a way to achieve success by utilizing the right human capital.

Leseprobe

Eny Lestari Widarni

Human Capital Frameworks

BookRix GmbH & Co. KG80331 Munich

Note

Note: This eBook is a guide and serves as a first guide. In addition, please get expert advice.

Credit

Human Capital Frameworks

How to build a strong organization

Eny Lestari Widarni

STIE Jaya Negara Tamansiswa Malang

Published  

30 October 2020

Janega Press

Jl. R. Tumenggung Suryo No.17, Bunulrejo, Kec. Blimbing, Malang City, East Java 65123 Indonesia

OPENING SPEECH Chairman of the Maju Jaya Negara Tamansiswa Foundation

Thanks to Allah SWT, Alhamdulillah published the Human Capital Framework Book published by Janega Press, written by Dr. Eny Lestari Widarni, MM. At the Tamansiswa Malang State College of Economics, who inshaAllah greatly helps the needs of students and female students in participating in the Study of the Learning Process at the STIE Jaya State Campus Tamansiswa Malang This book discusses exciting things about Performance Evaluation, including in it the scope, stages in human capital and application in management, as well as what methods exist in human capital that is very useful. May Allah make this book a charity. Jariah for the author and making knowledge, which is a blessing for all of us. Aamiin.

Malang, September 2019

Chairman of the Maju Jaya Negara Tamansiswa Foundation

Drs. Purnomo Adji, M.Pd

OPENING SPEECH Registrar General of the Supreme Council Tamansiswa Union

Gratitude for the presence of Allah SWT, for the publication of the Human Capital Frame Work Book published by Janega Press, written by Dr. Eny Lestari Widarni, MM. At STIE Jaya Negara Tamansiswa Malang, which is very useful in the world of education.

Education is the learning, knowledge, skills, and habits of a group through teaching, training, or research. This book discusses many things about education and applications in the field of Human Capital, which are very helpful in the quality of human resources. The hope is that this book will be a motivation to improve self-quality and charity for the author and make knowledge that is useful and blessed for all of us. Aamiin.

Malang, September 2019

Registrar General of the Supreme Council

Tamansiswa Union

Ki.DR.Saur Panjaitan XIII, MM.

FOREWORD

Praise and gratitude, we always pray to the presence of the Almighty God because of the abundance of His grace and guidance so that we can finish compiling this book. Along with the community's demands on the importance of information and education, especially on Human Capital Frameworks, it is the main objective of this book.

This book's purpose is to develop the next edition of the book and be a reference for the public, practitioners, and academics. This book contains all aspects related to human capital and the organizational environment.

Basically, this book's preparation is also a discourse for us always to learn and have an optimistic view of looking ahead that there is always a way to achieve success by utilizing the right human capital.

Not to forget, we also express our gratitude because we might not have been able to complete this book without the help of various parties. The hope is that this book on human capital will benefit the community and become a reference for the community in developing their human capital capabilities. No human being is perfect and His creation, no ivory is not cracked; we welcome all comments, criticisms, suggestions, and messages that can help us be better in releasing the next edition of the book.

Malang, September 2019

Author

Dr. Eny Lestari Widarni, SE, MM

CHAPTER 1. HUMAN CAPITAL

Definition of Human capital

Human capital or human capital is an essential element of intangible assets in the organization. Intangible assets include copyrights, customer relationships, brands, and corporate image. All of this is the organization's wealth, so knowing how employees' imagination and creativity are as important as well for business success is a "hard" asset. The importance of human assets explains why it is vital to measure their value and how well they are used and show what needs to be done to manage them more effectively.

As Becker (1993) stated, human capital is that humans are not just a resource, but capital that generates returns. Every expenditure made to develop the quality and quantity of that capital is an investment activity. Human capital theory, as stated by ES Human Resourcesenberg and Smith (1997), the concept of workers is the embodiment of a set of skills that can be "rented" to the employer. Knowledge and skills of workers come from education and training, including training that results in share carrying experience specific and Capital productive skills.

According to Edwinson and Malone (1997), "human capital is the individual knowledge, experience, capability, skills, creativity, innovativeness." Knowledge includes knowledge about academic tests obtained through education; skills can work or fulfill practical abilities.

According to Stewart (1997), human capital is the lifeblood of intellectual capital, a source of innovation and empowerment, but a component that is difficult to measure. Human capital reflects the company's collective ability to produce the best solutions based on the knowledge possessed by the people in the company, which will increase if the company can use the knowledge possessed by its employees.

According to Davenport (1999), human capital is the effort brought by workers to invest in their work. This includes abilities, behavior, enthusiasm, and time.

According to James Hatch (enterprise resource planning rise Magazines, 15 November 1999), human capital is everything about humans (labor), intellectuals, knowledge, and experiences. Labor is a physical or mental effort that is issued by employees to process products and provide services.

Scarborough and Elias (2002): explain, “The concept of human capital is beneficial and is seen as a bridging concept. It defines the relationship between human resource practices and business performance. They show that human capital is mostly non-standard, hidden, dynamic, context-dependent, and this characteristic often occurs in society. This trait makes it difficult to evaluate human capital because the human capital that is entrepreneurial resource planning important to company performance is the flexibility and creativity of individuals, their ability to develop skills to respond and be motivated by different contexts. They also mention that: "In human capital theory, references are made to people and skills, while in physical capital theory, references are made to plants and equipment."

Stockley (2003) defines human capital as: "The term of human capital is a recognition that people in organization and business are important an essential asset who contributes to development and growth, in a similar way as physical assets such as machines and money. The collective attitude, skills, and abilities of people contribute to organizational performance and productivity. Any expenditure in training, development, health and ". This means that support is an investment, not just an expense. Human capital is a concept explaining that people in organizations and businesses are important and potential assets, contributing to development and growth, just like physical assets such as machines and working capital. Attitudes, skills, and human abilities have a contribution to organizational performance and productivity. Expenditures for training, development, health, and support are not just costs but are investments. Meanwhile (Gary Dessler, 2003, 9) defines human capital as follows: it refers to knowledge, education, and training, skills, and expertise.

From the three definitions above, it appears that there is a familiar essence which shows that human capital is something inherent in the individual. What stands out from the above description is the economic dimension that becomes the reference for its usefulness. Meanwhile, according to Fitzens (2000), the notion of human capital can be explained as a combination of the following factors: The characteristics of a person who is born into a job, intelligence, energy, a generally positive attitude, reliability, and commitment. A person's ability to learn, talent, imagination, creativity, and what is often referred to as street smart (intelligence). The motivation of a person for various information and knowledge, team spirit, and goal orientation. Based on these factors, it can be concluded that everything inherent in humans, be it characteristics, creativity, or knowledge, is a company's handy resource. Besides producing the final product in the form of services, human capital is a supporting factor for its goals. Human capital does not position humans as capital like machines, so that it is as if humans are the same as machines, as in previous human capital theories. However, after this theory has become more widespread, social capital can help decision-makers focus on human development by focusing on investment in education (including training) to improve organizational quality as part of national development. Human resources' handling as human capital shows that the returns from non-physical investments are much higher than investment in physical development. Human capital is significant because it is a source of innovation and strategic renewal that can be obtained from brainstorming through laboratory research, management expectations, process re-engineering, and improvement or development of worker skills. Human capital also provides added value to the company every day through motivation, commitment, competence, and effectiveness of teamwork. The added value that workers can contribute is in the form of competency development owned by the company, transfer of knowledge from workers to the company, and changes in management culture (Mayo; 2000 in Rachmawati et al., 2004).

Human Capital Components

Humans are an essential component of the innovation process. Humans, with all their abilities when deployed, will produce extraordinary performance. There are six components of human capital, according to (Ancok; 2002), namely:

Intellectual capitalEmotional capitalSocial capitalCapital of fortitudeMoral capitalHealth capital

These six human capital components will appear in an optimum performance if accompanied by leadership capital and organizational structure capital that provide a supportive working vehicle (Ancok, 2002).

Intellectual capital

Intellectual capital is a necessary tool for finding opportunities and managing challenges in life. Many experts say that intellectual capital plays a huge role in adding value to an activity. Various companies that excel and gain many benefits are companies that continuously develop their human resources (Ross et al., 1997).