Human Capital Management and Development

This assignment provides a detailed overview of human capital management and development, covering various aspects such as dynamic capabilities, managing human capital, and social organization. It includes a list of references from academic journals, books, and online sources, highlighting the importance of effective leadership, motivation, and human resource management in today's business environment. The assignment also explores the role of human capital in knowledge-networked economies, female labor supply, and CEO compensation during institutional transitions.

Managing Human Capital
and Leadership

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1 Model of human resource management used in Nandos...................................................1
TASK 2 Recruitment and selection process of human resource management in Nando's..............3
TASK 3 Approach to human resource development.......................................................................6
TASK 4 Classical theories of motivation........................................................................................8
TASK 5 Characteristics of effective leaders..................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Human Resource Management (HRM) is the term used to determine formal systems
devised for the management of people within an organisation. Human capital management is the
comprehensive set of the practices for recruiting, managing, developing and optimizing the
human resources of the company. HRM is the backbone of the organisation and it plays a very
important role in any of the company. Each and every organisation should provide some
important task to the human resource management. The present report is based on Nandos
Company and it is the international casual dining restaurant chain in South Africa. In this
present report, models of human resource management and recruitment process are covered.
Along with this, selection process of HRM and approaches of the Human Resource Development
(HRD) are discussed. Moreover, in this report classical theories of motivation and characteristics
of effective leaders are discussed.
TASK 1 Model of human resource management used in Nandos
Models of HRM provide an analytical framework for studying human resource
management and development. They provide the characterization of HRM that establishes
variables and relationship to be researched. Through it, they can understand the world for
determining the nature and significance of key HR practices. There are different types of models
which can be used in Nandos organisation. This company is providing their effective restaurant
services in South Africa. Along with this, it is the largest chain organisation and they want to
expand their business in more areas. However, they want to change their human resource policies
and management, so they can improvement in the company's environment and employees
(Chatterji and Patro, 2014). There are four models have been identified on HRM and all these
serve many purposes. These models are given below:
The Fombrun, Tichy and Devanna model: - This is one of the important and effective model
which can be used by the organisation. Being the first model, this emphasizes just four functions
and their interrelatedness. The four functions of this model are selection, appraisal, development
and reward. This model is only the focus on the four functions of the human resource
management however it can impact on the HR functions. This model of the human resource
management play the important role in the organisation, but with this model they are not able to
focus on another functions of the human resource functions. Through this model Nandos
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Company can use these four functions in the business. Other than that, they can use this model
with another effective models, however they can able to focus on entire functions of the human
resource management. This model makes appropriate process of the selection, appraisal,
development and rewards. There are different types of employees and department in the
organisation. When human resource team hire the people as employees of the organisation, then
they should provide them effective development according to model. However, they can able to
increase their information, knowledge, abilities and skills. This model is based on the
development of the employees, business and company. So, they can able to provide their
productivity to the organisation. Through this model, human resource management can select the
best people in the organisation and other than that, they can do the better appraisal of the
employees. Moreover, development and reward are also the effective function of the human
resource management. Nandos Company should use this model in their organisation, so they can
able to provide effective products and services to their customers. Through restaurant business,
they can provide accurate and appropriate services to their customers (Morris and Bohlander,
2015).
The Harvard model: - Another important model of the human resource management is the
Harvard model which can be used by the Nandos organisation. The Harvard model is based on
the six critical components of the human resource management. The dimensions include in the
model are stakeholder, situational factors, interests, human resource management policy choices,
human resource outcomes and long term consequences. Through this model, they can establish
the effective human resource management in the organisation. HRM policies are very important
in he company , because through it they can provide effective training to the employees. human
resource flow, reward system and work systems of the organisation. In the human resource
management outcome, they can include commitment, competence, congruence and cost
effectiveness. Human resource management consider the all points in the company then make
some effective decision. However, organisation should use this type of model in their company,
so they can able to manage good human resource team and able to increase their brand value in
the entire market. On the other hand, Nandos Company can expand their business in different
types of locations, so people can get the effective products and services of the restaurant
business.
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The Guest model: - This model is developed and described by the David Guest in 1997 and
claims to be much superior to the models. In this model, they determined about the outcome of
the human resource management and employees of the organisation. In the outcome, they
included the behavioural, performance related and financial rewards of the company. However,
through this model, they can able to evaluate of the productivity and performance of the
employees and human resource management. Other than that, the model emphasizes the logical
sequence of six elements as HR strategy, HR practices, behavioural benefits, performance results
and financial consequence (Mann and Gaddy, 2016). Nandos restaurant organisation uses this
model in their business, so they can improve their human resource management. Through it, they
will also able to provide their effective performance to the company.
The Warwick model: - The model is described and developed by the Hendry and Pettigrew of
university of Warwick. This model also has five elements like another models and that are outer
context, inner context, business strategy content, human resource management context and
human resource management content. This is also the important ad effective model which can be
used by the company. If they want that human resource management of the company will
provide their performance then they should use this model in their organisation. Through this
model, company can analysis about the macro environmental, and micro environmental of the
organisation (Armstrong and Taylor, 2014). Through these both analysis, company can identify
the numbers of strength, weakness, opportunities, and threats of the business. Other than that,
they can get the information of the all environment of the market, however it will easy to expand
their business in more areas.
TASK 2 Recruitment and selection process of human resource management in
Nando's
The recruitment and selection process is important for new and established enterprises.
Human resource management has the support and expertise of employment specialists who assist
hiring managers with procedures to ensure the company's leader are making wise hiring
decisions. Selection and recruitment process are the very important for the human resource
management and company, because through it they can get the best employee who can provide
their effective performance to the organisation. Through, human resource management company
can get the better employees. (Barbulescu and Mollick, 2015). Human resource management of
organisation should follow the given process for recruitment and selection:
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Sourcing candidates: - This is the first step in the recruitment and selection procedure. There
are different types of ways to find people who need the job. On the other hand, there is numbers
of sources and methods to find suitable candidates for job vacancies. Human resource team can
find the candidates through online, consultancy or any other method. Sourcing candidate is the
main process of the selection and recruitment process, because through it, they can take an
interview of the candidates and then accomplish the process of selection for the company. Along
with this, sourcing candidates can be done via online advertising on job and career sites or
professional networking and participation in trade associations.
Tracking applications: - The second step is the tracking applications and reviewing the resumes
in the selection and recruitment process. This is one of the important procedures of the human
resource management of the organisation. Through this methods, candidates can know about the
entire vacancies of the company, however they can able to apply on the provided position of the
company (Manuti and De Palma, 2016). Other than that, this technology aids in the management
of job vacancies and applications for each and every open position of the organisation. Applicant
tracking system has the strong power to provide and manage the entire application of the people
or candidate who wants to apply for the positive given by the organisation. Through this system,
human recourse management can get the effective application from the applicant tracking
system. Through it, they can review on the application of the candidate. Moreover, human
resource management can analysis the all candidate through the applicant tracking systems.
Preliminary phone interview: - This is the third step of the recruitment and selection process of
the human resource management of the Nandos Organisation. Through it, they can take the
Interview on the phone, however they can get the all information about the candidates. It is the
essential for obtaining information about the applicant's background, work history and
experiences. Through this interviews, human resource team can know about the information of
their previous experiences, background and history of work. The company can also use this
process in their human recourse management, however they can make the effective work
environment in the company (Li and Pow, 2017).
Face to face interview and selection: - One of the effective step of the recruitment selection
process is the face to face interview of the candidate. In this step, human resource management
can ask question to the candidate, and they should answer in appropriate way to the managers.
Other than that, in this step of the recruitment and selection process, the hiring manager reviews
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the candidates and resumes the employment specialist forwarded to them. The hiring manager
can invite the candidates for the face to face interview. Through it, they can communication with
candidates and get the all information about the background, experiences, and history. Along
with this, hiring manager should ensure that candidates are qualified or not for specific job.
Further, they can provide them all information about the job profile, however candidates can take
decision for the job. Moreover, if they found that candidates are not able to do that job or they
are not qualified as requirement of the company then hiring manager has authority to reject that
candidate for the job. It is the most important process of the human resource management,
because through it they can not select the non effective employee for the organisation.
Extending an employment offer: - Once the human resource management decides which
candidates are most suitable for the job vacancy, then hiring manager should inform the
candidates of the employment rules and regulations of the organisation. Other than that, hiring
manager should get the appropriate medical test of the candidates and licensing information of
them (Fulmer and Ployhart, 2014). This is the important process of the human resource
management in selection process. Through it, candidates can take the decision about the job,
however they can accept or denied the offer which is given by the human resource management.
When they accomplish the entire process of recruiting and selecting then hiring manager should
provide the offer later of the job to the candidates via mail or physically.
Consideration: - This is the last and final step of the recruitment and selection process of the
human resource manage of the company. Through this step hiring manager can consider the
candidates as their employees, and then they can able to give all information about the company
to the candidates. Other than that, through this process human resource manages can know about
the performance of the company in the market, however it can be possible by the candidates who
was coming for the job interviews. Hiring manager should consider the candidates as their
employees and they tell them that, they should follow the rules and regulation of the previous
company. However, candidates can serve the notice period of the organisation, then they can
able to resignation of the job. So, hiring manager can ensure about the candidates for the specific
job (Comănescu and Sabie, 2016).
Recommendations ways of improvement process: -
 Company should have effective team of the human resource management, however they
can able to follow the entire models and recruitment and selection process.
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 They should prepare the website, so candidates can apply on the career site of the
organisation.
 Human resource department should be attractive in the company premise, so candidates
can not feel the strange in the company (Sun and Markóczy, 2015).
 Hiring manager should have appropriate knowledge and information about the human
resource management. Other than that, communications skills and another effective
abilities are also necessary in the hiring manager of the company.
 Human resource management team should have accurate knowledge and information, so
they can determination about the candidates. Moreover, through it they can know about
the candidates and then select them according to their qualification, knowledge and
abilities or skills.
 Nando's human resource department should be very attractive with effective
infrastructure, however people will want to work with the company (Meghir and Shaw,
2016).
 Hiring manager should provide the entire rules and regulations, required documents of
the candidates, term and condition to the entire candidates. Along with this, further
accomplish the selection process, they should provide the appropriate training session and
development program for the employees, so they can know about the company and
increase the information, skills and abilities.
TASK 3 Approach to human resource development
Human resource development is the framework for helping employee develops their
personal and organisational skills, abilities, information, and knowledge. Human resource
development is the one of the important significant opportunities that employees seek when they
consider an employer. Employee development is very necessary in the organisation, however,
human resource management should provide the training session and development program to
their entire employees of the organisation. There are different types of approaches to the human
resource development which are mentioned below:
Individual and organisational learning: - It is one of the effective approach of development in
the employees. Through this approach, hiring manager can arrange the training session and
development program for the employees, so they can able to increase the learning of
organisational and individual (Hollenbeck and Jamieson, 2015). It can support the employee in
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increasing the individual knowledge and information and organisational skills and abilities which
is required by the human resource development.
Learning should address impact: - When human resource management provide the training
session and development program to the employees, then they should examine that employee are
able to getting all information and knowledge or not. However they can know about the all
impact of the training session and development program which are given by the human resource
management for the employees. Training and learning session of the human resource
development should be attractive, however, employee can addition the knowledge and abilities
from it. It can help them at their work place (Werner, 2014).
Approach to learning includes multiple methods to meet multiple need: - Human resource
management is providing the effective training session and development program for the
employees, but they should use the multiple methods to achieve the multiple need of the
company. On the other hand, they should accomplish the numbers of learning session for the
employees, so they can able to learn the ways to use of the approaches at their work place in the
organisation. Generation and cultural differences affect how people learn, and an approach to
learning must take that into account.
Inside out and outside in learning approaches: - This is the most important and valuable
approach of the human resource development of the organisation. They should use this approach
in their organisation, however they can able to provide the appropriate knowledge about the
familiar with formal education. Through it, employees can increase their information,
knowledge, skills and abilities through the presentation, models and procedures of the training
session and development program (Grenier and Collins, 2016). Some of the key consideration in
incorporating the art and science of instructional design include:
Creating and resolving the problems: - There are different types department and numbers of
employees in the company and manager allotted them different types of task. When they start the
work for accomplishment, they can face some problems and issues, however, human resource
management should resolve the problems and issues of the employees. Other than that, there are
different types of tension which can be faced by the employees in the organisation, and they can
get the appropriate solution from the human resource development team.
Dealing with learner emotions: - There are two aspects to dealing with the emotions of adult
learners. Through it, they can deal the emotions of the adult employees in the company. This two
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aspects are confidence in their ability to learn is critical to their successful use of the abilities on
the job and second is, many adults are risk averse and need to safe environment in which to
practice new skills.
Collaborative learning: - In this approach, collaborative learning is very important, because
through it, employee can able to help each other at their work place. Human resource
management should include collaborative learning in their training and development program,
however employee can work together in the team. In any of the company, team work is greater
then individual work, so they should arrange the training of collaborative learning. Nandos
organisation should provide the training and development program with effective learning and
collaborative learning to their employees. It is useful learning for the each and every employee in
the company. Through it, they can understand the problems and issues of another employees then
they also can able to resolve their problem and issues with effective solution at their work place
(Reynolds, 2017).
Ways of improvement: -
 Organisation can arrange the effective training and learning session for the employees, so
they can improve themselves for the company.
 They should start the effective activities for the employees, however they can able to
understand the situational context.
 Manager can arrange the development program to the employees, so they can increase
their own and organisational development (Wit and Folke, 2015).
 Human resource management should provide the motivation classes for the employees,
so they will be able to increase their confidence at their work place.
 They should provide the skills of communication, team leading, time management, and
work handling, however they can able to manage the team with good behaviour and
confidence.
TASK 4 Classical theories of motivation
The motivation concepts were developed around 1950s. Three most important theories
were made during the period. These three classical theories are given below:
Maslow's hierarchy of need theory: - In this theory five needs are described which can be used
in the human resource management. Five needs of this theory are mentioned below:
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1. Physiological need: - This is the basic need of air, water, food, clothing and shelter.
Through it, people can survive easily and it is the important needs of the human.
2. Safety needs: - In this needs, include the physical, environmental and emotional safety
and protection. Through this need, company should provide the safety to the employees
and that safety can be job security, financial security and family security.
3. Social needs: -In this needs, human resource management should include the need for
love, affection, care and friendship (Werner, 2014).
4. Esteem needs: - These needs are of two types: internal and external esteem need. In the
internal esteem needs, they can include self respect, confidence and achievement.
Moreover, in the external esteem needs, they can include recognisance, power, status, and
attention.
5. Self actualization need: - It is another important need of this theory. In this needs, they
can include the growth, opportunities, self contentment and social services.
Herzberg's two factor theory of motivation: - This is another effective theory of the
motivation. In this theory, human resource management can include the hygiene factor and
motivational factors. Along with this, hygiene factors are those job factors which are essential for
existence of motivation at work place. In the hygiene factors, they should provide the salary on
time to the employees (Classical theory of motivation, 2018). Moreover they should provide
them fringe benefits, so employees can increase their motivation. According to this theory,
human resource management should maintain the relationship between employment and
employees. Other than that, they can provide the job security to the all employees. In the
motivation factor, they can include the recognition, sense of achievement, responsibility and
meaningful of the work.
These both theories are important in the human resource management of the Nandos
organisation. From the above theories, human resource management should get the effective
point of the theories, however which can be useful for the organisation. Other than that, they
should provide the safety need to the employees. Moreover, esteem needs and self actualization
need also can be useful in Nandos’ human resource management (Rao, 2014). Hygiene factors
are very important of the human recourse management in the Nandos organisation, because each
and every employee need salary, and fringe benefits. However, company should provide the
effective salary and job security to the employees. Along with this, according to theory, they
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should include the family security, and insurance to the employees, so they will not feel unsecure
from their job and company. Moreover, these both theories are meaningful for the organisation.
TASK 5 Characteristics of effective leaders
There are different types of leader in the organisation, but in Nandos Company, they
should hire the leader who has the effective skills and abilities. The skills and abilities have
power to manage the team and time both. On the other hand, leader should clear about the needs
and requirement. They can express their vision of the describe future in simple language. Leader
should has different types OF qualities which can be useful for the organisation. Along with this,
there are different types of task in the company, however leader should has skill to accomplish
the entire task in professional way. They should have appropriate communication skills to
interact with superiors and team (Fulmer and Ployhart, 2014). It is one of the most important
skills and ability of the leaser, because through communication skills, they can able to solve lots
of problem and issues in the company. Other than that, through it they can deal with their dealer
or any third party company which can be very beneficial for the organisation. Moreover, leader
should has the power of resolution and creative thinking which is useful for the problem solving.
Employee can face the number of problem in the company, however leader should solve it
through this problem skills. In order to resolve the problem they can use the skills of problem
solving in the organisation Characteristics of effective leader, 2018(). Moreover, they should
have skill of team handling and time management, however they can able to coordinate with
team and accoplish thir task on time. However, leader should have knowledge of team handling,
so they can manage the team and motivate them in very professional way. An effective leader is
the risk taker, self control, caring individual, modest, balanced, resolute, motivational,
communicator, visionary, and ethical. The most important skills is sense of humour, which is
more beneficial for the organisation, however, leader should has a sense of humour. Leader's
skills and abilities are most important for the organisation.
CONCLUSION
In the present report, it has been recognised about the Human Resource Management and
development of organisation. Other than that, in the present report, it is concluded about
recruitment and selection process of HRM and approach of the human resource development of
the company. Along with this, it is also concluded that, Nandos organisation should use the
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classical theories of the motivation and their leaders should have the appropriate and effective
skills as well as abilities in their company. Moreover, leaders are the main power of the
organisation, who can make effective decision in the business.
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REFERENCES
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practice. Kogan Page Publishers.
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organizational status in the market for human capital. Strategic Management Journal.
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Chatterji A. and Patro, A. 2014. Dynamic capabilities and managing human capital. The
Academy of Management Perspectives. 28(4). pp.395-408.
Comănescu M. and Sabie, O. M. 2016. The role of human capital in the knowledge-networked
economy. Psychosociological Issues in Human Resource Management. 4(1). pp.168-174.
Fulmer I. S. and Ployhart, R. E. 2014. “Our Most Important Asset” A
Multidisciplinary/Multilevel Review of Human Capital Valuation for Research and
Practice. Journal of Management. 40(1). pp.161-192.
Grenier R. S. and Collins, J. C. 2016. “Man, Have I Got a Story for You” Facilitated
Autoethnography as a Potential Research Methodology in Human Resource Development.
Human Resource Development Review. 15(3). pp.359-376.
Hollenbeck J. R. and Jamieson, B. B. 2015. Human capital, social capital, and social network
analysis: Implications for strategic human resource management. The Academy of
Management Perspectives. 29(3). pp.370-385.
Li S. C. and Pow, J. 2017. Developing and managing school human capital for information and
communication technology integration: a case study of a school-based e-learning project in
Hong Kong. International Journal of Leadership in Education, pp.1-15.
Mann S. C. and Gaddy, J. W. 2016. 7 Managing Human Capital in Times of Crisis. The Future
of Disaster Management in the US: Rethinking Legislation, Policy, and Finance, p.127.
Manuti A. and De Palma, P. D. 2016. The Social Organization: Managing Human Capital
Through Social Media. Springer.
Meghir C. and Shaw, J. 2016. Female labor supply, human capital, and welfare reform.
Econometrica. 84(5). pp.1705-1753.
Morris S. and Bohlander, G. W. 2015. Managing human resources. Nelson Education.