Comprehensive Human Capital Framework Report and Analysis

This report provides a comprehensive overview of the Human Capital Framework, emphasizing its significance in organizational management. It delves into key components such as strategic planning and alignment, ensuring human capital programs align with organizational missions, setting goals, and optimizing resource allocation. The report further explores talent management, highlighting its role in recruitment, retention, and development of skilled workers. Additionally, it discusses performance culture, emphasizing behaviors and norms that drive organizational results and empower leadership. Finally, the report examines the importance of evaluation in assessing the merit and significance of organizational programs, improving their design, and ensuring measurable objectives. The report also includes relevant references to support the findings.

Human Capital Framework
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Human Capital Framework
Human Capital Framework refers to the value of the
economy of the qualities as well as abilities of labor that
impact productivity (Human Capital Framework, 2020).
Human aspects comprise of different elements that
affect operations of organizations in different markets.
(Bhukuth, Adil, & Terrany, 2018).
The primary purpose of the human capital framework
is to manage the various needs of organization workers
(Amankwah-Amoah 2018).

Strategic Planning and Alignment
 Strategic planning and alignments always refer to
the system that ensures agency of human capital
programs are aligned with the mission of agency.
 strategic planning and alignment help in setting
goals and improving the strategic planning process
goals (Lannon & Lannon, 2017). .
 Standards and outcomes of strategic planning and
alignment include better resource allocation and
defining the success of the organization.

Talent Management
 Team management is the commitment of the
organization to hire, recruit, retain, as well as develop
the most talented together with superior workers
present within the job marketplaces
 Talent management is essential as it helps in managing
the recruitment process, professional development,
and performance of workers and potential candidates.
 Talent management results in an improvement in the
engagement of workers by making workers to have an
interest in the actions of respective organizations
(Hatum, 2014).

Performance Culture
 Performance culture refers to set of behaviors as well
as norms that lead any organization to attain good
results in its operations.
 Performance culture helps in creation of strong leaders
that support operations of organizations. (Goyette,
2020).
 Performance culture has resulted to empowering
workers and leadership at all levels of their operations.

Evaluation
 Evaluation refers to the systematic idea of determining
the merit of the subject, worthiness, as well as its
significance by use of criteria that are always managed
by the collection of values.
 Evaluation is essential as it helps in improving the
program of implementation and design in
organizations.
 The outcomes of evaluation always define different
objectives by ensuring that only measurable are put
into considerations (Evaluation: What is it and why do
it?, 2020).

Conclusion
 Human capital structure refers to the practical plan
that offers comprehensive guidance on strategic
management of human capital
 The aspects of the human capital framework comprise
of strategic management of human capital and
development of organization and complexity science.
 Talent management is always vital in managing the
recruitment process and performance of workers and
potential candidates.

Cont.
 Performance culture is illustrated to be significant in
enhancing innovation processes in the organization.
 evaluation assists in the process of making ascertain
the degree of achievement in the operations of
organizations.

References
Amankwah-Amoah, J. (2018). Human capital flows in failing
organizations: an integrated conceptual framework. Journal Of
Intellectual Capital, 19(4), 732-746. doi: 10.1108/jic-05-2017-0065
Bhukuth, A., Adil, R., & Terrany, B. (2018). Cooperative, Human
Capital and Poverty: A Theoretical Framework. Economics &
Sociology, 11(2), 11-18. doi: 10.14254/2071-789x.2018/11-2/1
Brown, K. (2019). The Performance Network. Global Performance
Studies, 3(1). doi: 10.33303/gpsv3n1a1
Evaluation: Monitoring, Outcome and Impact. (2020). Retrieved 20
April 2020, from http://www.endvawnow.org/en/articles/340-
evaluation-monitoring-outcome-and-impact.html
Evaluation: What is it and why do it? | Meera. (2020). Retrieved 20
April 2020, from http://meera.snre.umich.edu/evaluation-what-it-
and-why-do-it

Cont.
Goyette, P. (2020). The 10 Qualities of a High Performance Culture. Retrieved
20 April 2020, from https://www.eaglesflight.com/blog/the-10-qualities-of-
a-high-performance-culture
Hatum, A. (2014). Next generation talent management. [Place of publication
not identified]: Palgrave Macmillan.
Human Capital Framework. (2020). Retrieved 20 April 2020, from
https://www.opm.gov/policy-data-oversight/human-capital-framework/
Johnson, J. (2020). Strategic Alignment: Why It's Crucial to Business
Planning. Retrieved 20 April 2020, from
https://strategynook.com/strategic-alignment-crucial-planning/
Khawan, S. (2019). (Implementing and Alignment the Information and
Communication Technology (ICT) Strategic Planning, with the
Organization's Strategic Planning in Government Sector) (Preparation,
Implementation, Challenges and Proposed Solutions). SSRN Electronic
Journal. doi: 10.2139/ssrn.3372601

Cont.
Kinarsky, A. (2018). The Evaluation Landscape: U.S. Foundation
Spending on Evaluation. New Directions For Evaluation, 2018(160),
81-96. doi: 10.1002/ev.20342
Krishnan, T., & Scullion, H. (2017). Talent management and dynamic
view of talent in small and medium enterprises. Human Resource
Management Review, 27(3), 431-441. doi: 10.1016/j.hrmr.2016.10.003
Lannon, R., & Lannon, R. (2020). Four Steps to Align Your Organization
to its Strategic Plan. Retrieved 20 April 2020, from
https://www.projecttimes.com/articles/four-steps-to-align-your-
organization-to-its-strategic-plan.html
Sparrow, P., & Makram, H. (2015). What is the value of talent
management? Building value-driven processes within a talent
management architecture. Human Resource Management Review,
25(3), 249-263. doi: 10.1016/j.hrmr.2015.04.002
Zon, B., & Temperley, N. (2016). Music and performance culture in
nineteenth-century Britain. London: Routledge.