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Managing Human Capital and Leadership

   

Added on  2020-10-05

17 Pages4926 Words290 Views
MANAGING HUMAN CAPITALANDLEADERSHIP

Table of ContentsINTRODUCTION ..........................................................................................................................1TASK 1............................................................................................................................................1Models and approaches to manage human resources in Marks and Spencer..............................1TASK 2............................................................................................................................................4Recruitment and selection process in Marks and Spencer relation to strtegic human resourceinitiatives :...................................................................................................................................4TASK 3............................................................................................................................................5Approaches to HRD and recommendation to improve...............................................................5TASK 4............................................................................................................................................6Classical theories of motivation with HYBRID theory which will give practical value inMarks and Spencer orgnisation :.................................................................................................6TASK 5............................................................................................................................................9Characteristics of effective leaders and models of leadership style ...........................................9CONCLUSION .............................................................................................................................11REFERENCES ...............................................................................................................................1Books and journals ..........................................................................................................................1

Illustration IndexIllustration 1: Harvard model of HRM............................................................................................2

INTRODUCTION In the order to define the management of human capital and leadership, it is necessary tounderstood what is human capital and leadership. Human capital is an accumulation of traits,talents, skills, experience, training, intelligence and knowledge possessed individuals. Manytheories implicitly relate finance in human capital development to education, and the mainfunction of human capital is to develop economic situation, productivity growth, and creativityhas rarely been cited as a consideration for authorities grant for education and job skills training.These origins are the whole capability of the masses that represents a kind of financial conditionwhich can be oriented to fulfil the objectives of the state and nation. It is a congeries economicalview of the human being acting within economies, which is an attempt to acquiring the social,natural, ethical and psychological difficulty as they act in declared and economic transactions.Leadership can be defined as an art to motivate the people to accomplish the task and gainsuccess. Furthermore, this report explained different models and approaches of the managementof human resources in the organisation of Marks and Spencer. Here is also described therecruitment and selection process of Marks and Spencer in relation to strategic human resourceinitiatives(Rubtcova and et.al., 2015. ). TASK 1Models and approaches to manage human resources in Marks and SpencerThere are different models to manage the human resources in Marks and Spencerorganisation. Mainly the company consider these models such as :HARVARD MODEL : It specifically belongs to six elementary factors such as position factors,human resource policy choice and outcomes, stakeholders involvement, long term consequencesand response loop. This models assist in to create the shape of judgement devising processrespect to the plan of actions and practices of human resources which is utilized byadministration to execute the task and control the workers. According to this model, it considersstack holders such as strategic partner, shareholders, employees, public and vendors. This modeloutline the four type of human resource policies such as HR flows, reward systems, employeeinfluence and work system. Recruitment, selection, promotion and assessment are the factors ofhuman resource flows. Pay systems and motivation are the factors of reward systems(Bidwell1

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