Human Capital, Human Resources Training

The Role of Human Capital in the Global Workplace


What is the one asset that organizations all over the world, no matter where they are located and what business they do, need to nurture? What is that one indispensable element for organizations to grow and stay ahead of the competition? Is it technology? Yes, but there is something that is more important than technology, and is in fact, the factor that gives rise to innovations in technology and other areas of business.

Isn’t it the organization’s employees who do all these? If employees don’t make the organization, who or what else does? Many people like to think of technology as the moving force and the key differentiator for organizations. This is true, but only superficially. If there is one source that technology, best practices, leadership and everything else evolve from and converge into, it is the organization’s employees, right? Does technology fall from the skies? Do best practices get implanted into the organization out of thin air? Does management consist of robots?

Isn’t the human factor at the core of all these? In other words, isn’t it humans that constitutes the soul of organizations? What are all these factors if they did not originate from humans? What are all these if they didn’t have humans shaping and channeling them, helping the organization optimize them? This is that all-important element that makes or breaks an organization, and that is the human capital.

An understanding of human capital

From the business perspective, human capital can be understood as being the collection of all the knowledge and skills an organization’s varied resources that go on to shape its very being. The OECD describes human capital this way:

The knowledge, skills, competencies and other attributes embodied in individuals or groups of individuals acquired during their life and used to produce goods, services or ideas in market circumstances.

This definition makes human capital a very broad topic. When one extends human capital to the overall economy, it becomes an even wider canvas. For the purpose of this article, we will examine human capital from an organization’s perspective.

For an organization, human capital could consist of the employee’s strength in almost all areas that matter to the organization. Anyone who brings any skill of any degree is part of the human capital. Let us understand human capital from the standpoint of what capital itself means: a means for generating assets. Just like how investment is used as a means to generate wealth, in an organization, anyone that contributes to its growth is a human capital resource. The skills and talents, along with the experience and qualification each of its employees brings, are all part of the human capital.

So, in a broad sense, one can think of human capital as consisting of the tangible and nontangible assets that contribute to the organizations. Typically, one can think of the these among other elements as being part of human capital:

  • Creativity and innovation
  • Educational and skills qualifications
  • Emotional Intelligence
  • Experience
  • Interpersonal skills
  • Talents
  • Skills at communication
  • Best practices
  • Constructive habits
  • Positive thinking
  • Personality

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disability management, Human Resources Training

Why is Disability Management Important at the Workplace?


Disabilities are of various kinds. In a broad sense, most of us are born and live with one or more disabilities. Contrary to the generally perceived association of disability with only the physical aspects of a person, mental, professional, legal and social disabilities are taken seriously in the workplaces of some countries.

However, from a legislative point of view, a disability has a clear definition. Various countries and organizations have their own definitions of disability. For example, the World Health Organization defines disability thus:

“an umbrella term for impairments, activity limitations and participation restrictions. Disability is the interaction between individuals with a health condition (e.g., cerebral palsy, Down syndrome and depression) and personal and environmental factors (e.g., negative attitudes, inaccessible transportation and public buildings, and limited social supports)”.

Employees with disabilities face problems that are peculiar to their condition. They could have difficulties reaching office on time safely. They could have issues concerning access to basic amenities like lifts, toilets, etc. Over the years, the increase in the level of awareness about disabilities has led to legislations that have resulted in the need to formulate laws concerning disability. Most countries have laws concerning disability.

Disability management

disability management program is one that is aimed at implementing actions that facilitate a workplace that is amenable to the needs of the disabled employees. It suggests a series of well-defined, coordinated actions that make the work environment friendly towards employees with various disabilities, physical or emotional.

A disability management program is a legal, comprehensive framework that takes into consideration the needs of the employee, the organization and the family of the disabled employee.

The importance of disability management at the workplace

Disability management is a program that organizations implement in organizations with the intention of meeting many objectives:

  • The most important of these is that the person with the disability should lead a life of dignity. Giving attention to the unique needs of disabled employees facilitates greater productivity from them and instils a sense of accomplishment and self-worth in such employees
  • Making the workplace friendly to the needs of disabled employees raises the reputation of the organization and gives it the image of being a caring one and as an implementer of corporate social responsibility
  • It enhances the trustworthiness of the organization in the eyes of the disabled employees and their families, and with other stakeholders such as the investors, the government, and the general public
  • Such employees will be able to work and earn more, leading to enhanced savings over longer periods of time

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HR technology, Human Resources Training

What is the Role of HR Technology in Recruitment?


As it is with most other areas, technology is of immense importance to human resources, as well. The recruiting process has traveled a very long distance from the days of snail mails and phones, which were the only technologies available for HR. Today, the technology-powered social media have brought in changes on a scale that could not have been imagined earlier.

We all know the importance of recruitment to HR and to the organization as a whole. Finding the right candidate is one of the real tasks for HR because recruitment is the lifeblood and the oxygen for the organization. Finding the right fit is a real challenge. There is perhaps no better contribution that HR can make to the organization than getting its recruitment right.

Let us take a look at some of the areas of HR in which technologies have been making strides:

Job posting


The Internet has hastened the speed of candidate selection by making a large database of candidates available at one’s fingertips at the click of the mouse. Job boards such as Monster, CareerBuilder, Craigslist or HotJobs can do candidate filtering several dozen times more quickly than the traditional, manual methods that used to be employed before the advent of the Net.



Interview tracking, or updates about the stage of the selection, is also now extremely quicker with HR technologies. Many tools make it possible to know the interview status of any candidate with tables or spreadsheets. Technologies make the complete set of details relating to the interview, such as when the initial call was made, to the present status, available in no time. This helps to track and streamline the interview process with utmost ease and without any confusion.



Profiling is another core area that HR technologies facilitate. Every parameter relating to the candidate, such as the qualification, experience, expertise, skillsets, salary drawn, and the expected salary and such other details can be easily had through HR technologies. Tracking candidates and obtaining any important and relevant information from them is as easy as it gets with HR technologies.


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A relatively new tool, video resume, is gaining popularity. Using this, the candidate to upload a short video into the resume, in which she can give a 30 to 60-second summary of her profile and why she is going to be a good fit for the organization. It helps to create a first impression with regards to parameters such as the person’s body language, the confidence of presentation and such other factors. Tools such as videos help immensely in areas in which the verbal skill is critical, such as sales or teaching.

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Artificial Intelligence, Human Resources Training

How Artificial Intelligence Works in Human Resources



Artificial Intelligence (AI) is a technology that seems to be everywhere. It is seen as one of the handful of technologies, along with deep learning, data science, Internet of Things and Big Data, as the transformers of the future of mankind. Artificial intelligence has been around for quite a while now. However, the development of the other complementary technologies and the advent of cloud technologies, which optimize space and help address one of AI’s biggest handicaps, have given it a boost like no other milestone in the past.

Being a versatile technology, whose use can be put to almost any area from construction to retail and from agriculture to sports, what does AI hold for human resources? Is there something about AI that makes it different from the earlier technologies? What areas of HR will AI bring changes into, and more importantly, of what nature will these differences be: paradigmatic, an extension of the existing functions, or just nominal? Let us explore some of these possibilities.

Aiding in impartial decision-making

The foremost manner of the ways in which artificial intelligence will work in human resources is that it has the potential to bring in a completely unbiased approach to candidate selection. Whether we like to admit it or not, our thinking about candidates is shrouded in bias of one or another kind. By devising AI algorithm into the selection process, we can eliminate the complete range of these preferences and make the selection test or assessment queries completely free of the candidate’s background, race, color or ethnicity. This comes closest to being the most preference-agnostic method of candidate selection.

Increase in the speed of carrying out work

Another core area at which AI can be of immense use to HR is in hastening processes. Due to the enormous amount of data about the candidates being available on a wide range of sources such as jobsites and the social media, plus their credentials and other such elements, HR ends up spending a lot of time on these. AI makes sifting through the rubble of data with utmost ease and streamlining them for ready reference in virtually no time.


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Civility in the Workplace, Human Resources Training

Civility in the Workplace



An organization that fosters civility is perceived as one that people can do business with. The opposite holds equally true.

Civility at the workplace is synonymous with the times in which we live. The New Economy is not the factory tin shop that workplaces of earlier generations used to be. As the new workplace keeps changing in relation to the modes of production; so too should the employees’s behavior at the workplace, reflecting this change.

Examples of Civility at the Workplace

Simple gestures of politeness go a long way in demonstrating civility at the workplace:
  • Dealing with people in a soft and pleasing manner
  • Giving way for ladies or physically challenged persons in a queue or the lift
  • Apologizing for being late to a meeting, even a party
  • Asking to be excused if leaving a lunch or dinner early
  • Cultivating body language that denotes respect to others
The Importance of Civility at the Workplace
  • Civility is central to the present era, where nothing gets done by shouting
  • Civility at the workplace should ideally get extended to and replicated in another critical area: customer service
  • This is imperative because competition ensures that no matter how good an organization’s products or services; they can get denuded in no time by bad behavior
  • Customer loyalties are very fickle, brittle and fleeting. No customer that doesn’t get treated well comes back

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Human Resources Training, workplace conflict resolution

Conflict Management is an inevitable fact that needs to be Handled Tactfully


Conflict Management is considered indispensable to growth in organizations. Prudent HR professionals understand how to use this for the organization’s growth.

Like change, conflict too, is an integral part of an organization. Why is there conflict in managements? To understand this question, one needs to understand the meaning of conflict in the perspective and spirit in which the term is understood in management.

In normal, day-to-day life In management
Considered an unwanted aspect of life not always considered unwanted
It is understood to mean hostility understood to be a result of differences in outlook between people
Conflict is considered negative understood as a positive or meaningful difference in outlook or perception of organizational goals and objectives.

Techniques of Conflict Management

Leaders and managers use various techniques in conflict management. Each technique varies according to the individual leader’s attitude, temperament, experience and outlook. In a broader sense, these techniques are generally accepted as the most common means for managing conflict:



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bullying at the workplace, Human Resources Training

Bullying at the Workplace Has to be Countered Holistically

Business man threatning business partner, grabbing him by the ti


Bullying at the workplace is a serious issue that can have major consequences for employees and the organization. HR has to nip it in the bud before it spirals out of control.

Very quickly, bullying includes all or any of these:

  • Swearing at other employees
  • Harassing
  • Humiliating
  • Threatening
  • Abusing
  • Interfering in another colleague’s work,
  • Intimidating, and the like.

Bullying at the workplace, like violence, is a fact of life. At differing levels, it is prevalent almost globally. Having said this, it is not apt for HR to accept this fact and go on with life. HR has a major responsibility of ensuring that workplace bullying has to be dealt with effectively.

Dealing with a global phenomenon

On most occasions, bullying is very discreet. The bully and the bullied both know it is there, but is very difficult to prove or pin down some actions to. Worse, the bully is on many occasions the boss, which means no one has the courage to take the bully on.

Workplace bullying can flare out and become an all-consuming inferno if it is not contained properly.


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