Automated Age, Human Capital Is Very Important

¶ … automated age, human capital is very important in any company. In corporate organization, the significance of recruitment and the retention of human capital (HC) is critical in order to create the ongoing innovation required for a firm to be successful. Given the crisis that is evident in so many companies, it is necessary to deeply analyze key human capital trends relative to business as it has developed in recent years.

The events in the last ten years have seriously affected human perceptions of the market and this makes an understanding of human capital more important than ever. HC Analysis Certainly HC is an issue. Frequently, in the opinion of this author, humans are always at the center of business. After all, machines and rocks do not buy commodities. People do. Royal and O'Donnel theorize that commoditization has made it necessary to better analyze market intangibles such as HC.

This type of transformation of the market comes in the wake of corporate collapses such as Enron in the U.S. And HIH in Australia, have generated pressure on financial market analysts to provide better lead indicators of financial performance in publicly listed firms. In addition, Australian law requires a high proportion of superannuation monies to be invested directly or indirectly into share markets, creating opportunities and threats for investors.

However, as we will see later, stable companies such as Sony and Apple can also use HC in a positive manner, securing the cooperation of better human motivations. Given human corruption, HC analysis is becoming critical (Royal and O'Donnel 2008, 367). Certainly, standard reporting such as Moody's or Standard and Poors that is do controversial now was indeed so during the time of the Enron crisis (Behrenson, 2001). Little has changed in terms of company behavior. Hence the need for a more sophisticated approach.

Even solid companies such as those chosen by this author, namely Sony and Apple can have problems if this human capital is (Lawler III, 2005, 8). It is more important than ever to apply the positive lessons learned in legitimate companies such as these. In a separate journal article, O'Donnel has proposed analyzing HC using Star Model, as a step in the standardizing interpretation and reporting on HC. This research approach uses semi-structured interviews as a research methodology on HC.

This approach finds that firms like Sony and Apple would rate a high #1. The criteria are five star standard can be gotten by these companies because these Industries have the best practice for their industry sector. Secondly, their human capital practices are both internally consistent and consistent with corporate strategy and encourage long-term commitment and organizational membership. Their HR systems are highly sustainable. Of recruitment, training, career planning and performance management. Their HC capital practices are very highly consistent with the rhetoric espoused in their public documents (O'Donnell Kramer, Dyball 2008, 362).

Little has changed in terms of company behavior. Hence the need for a more sophisticated approach. Even solid companies such as those chosen by this author, namely Sony and Apple can have problems if this human capital is (Lawler III, 2005, 8). The Star Model can also be applied to success. They are asking questions about issues like quality, sustainability and the effectiveness of the company's HC systems and practices.

In the opinion of this author, we need to look at more tangible that work in the favor of successful companies such as Sony and Apple that have legitimacy, Diagnostic and analytical approaches demonstrate that the HC factor can be pursued positively as well as serving the values of human corruption. (ibid, 374). The Apple HC policy is very much in concert with Nigerian civil rights and worker protection laws.

In this, Apple prohibits forced or compulsory Labor, gives fair wage and compensation packages, mandates acceptable conditions of work, is in tune with education and training/cultural issues, does not discriminate against persons with disabilities and does not discriminate upon the basis of national, racial or ethnic or minority origin (Coates, Evans, Turner 2005, p4-10). this is certainly the way for corporations to go. Conclusion: To wrap up the discussion, this author's human capital analysis, is a bit more old fashioned and less progressive.

The human capital analysis can not be done in accounting firms or board rooms. It has to be done in court rooms to give stocks in any company a chance for investor confidence. While we have seen the positive attributes of companies such as Sony and Apple, not all are like they are. Since 2008 Compare and contrast human capital within the two firms. Maria Laura Seguiti of the University of Cassino has put it well when she states that "The U.S.

financial and economic distress that began in 2007 poses profound challenges for public policy and public administration in the U.S. And abroad. Corporate mismanagement, insider trading in the stock market, reckless behavior of accountants and auditors and conflicts of interest are at the heart of the problem (Seguiti 2011, 69)." The past experience of corporate scandals, such as Enron other scandals around the world has showed that information by private markets cannot be trusted. Severe deficiencies in transparency, fairness, trust and freedom from corruption are so well seated in.