Human Capital Alignment

In the knowledge based global economy, intangible assets like human capital account for nearly 75 percent of an organisation’s value. Converting the intangible assets to tangible results represents a new way of thinking for most organisations. There are two fundamental aspects to the Human Capital Alignment.

Organisation and Human Capital Alignment

Focuses on organisation culture, leadership, employees’ alignment, competencies, talent attraction and retention & knowledge management.

While the process excellence can bring in efficiencies in the operations and technology, enablement can further enhance such efficiencies, it is finally the people who execute and carry out these transformational initiatives. Ignoring the organisation and human capital attributes as mentioned above would result not only in shortfall of the desired results, but also can fail.

HR Service Management

Delivering consistent, predictable, quality of HR services to business users through Basic HR Information Systems (HRIS), administrative HR management systems (HRMS) and strategic human capital alignment system.

Organisation and Human Capital Alignment initiatives either remain on the design board or with the strategic HR’s to-do list, or partially carried out by external consultants, since, there are no integrated HR applications, which could address all the basic, administrative, and human capital alignment needs of the organisation.

Business Context

Every organisations core competencies and culture needs to be understood and modeled to bring in perfect organisation and human capital alignment. There has to be a clearly drafted plan for basic, administrative and strategic needs for the organisation’s Human Capital Alignment. Every organisation would have existing HRIS or HRMS that needs to be leveraged and migrated to proposed HRMS and Human Capital Alignment Systems and managed for a continuous alignment.