Strategic Human Capital Management

STRATEGIC HUMAN CAPITAL MANAGEMENT 1
Brandon Berzas
HRMT 620 Unit 4 IP
Professor Collins
December 7, 2019

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Diagnosis
The change management plan for AGC indicated that its role was to implement human
capital management goals to realize its overall objectives. In doing so, management plan focused
on determining the people that are going to be affected. Understanding the problems is
significant for developing a communication strategy that will consider human capital
management goals through practical training. The change management process also considers
support structure as well as measuring the impact of the process. One of the notable problems
regarding AGC is the style of leadership. The organization relies on an autocratic form of
leadership where the management is concerned with the decision making process without
involving feedback or suggestion from employees. This approach subsequently leads to a
negative impact on employees (Lin et al, 2017).
Another problem is the lack of cultural awareness which contributes to reducing
satisfaction among the employees, which also influences the performance. Cultural awareness
plays a significant role in managing conflicts, increase cultural compatibility and building strong
rapport between the business and its clients, thus increasing leadership confidence. The lack of
training and development for growth among the employees is another issue of concern. This
problem can be addressed by providing education on technological trends that will improve the
skills of the employees and professionalism (Meier, Favero & Compton, 2016). Another problem
is the lack of understanding in the international business practices that are significant in allowing
the business to operate in a foreign market. The root causes of the problem stem from the failure
to acknowledge cultural differences which play a vital role in conducting global businesses.

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Intervention
Several human capital management strategies are recommended for AGC. For instance,
workforce planning will be useful in aligning the objectives of the organization with those of the
employees. The organization should endure that there is a plan in place to allow the workers to
access resources. Further, the organization needs to rely on tools that assist in tracking time and
progress. Another strategy recommended for AGC is competency management. It is paramount
for the organization to follow the performance of employees. This is crucial to allow the Human
Resource to collect information that can be used to access the performance and minimize
conflicts (Starr, Ganco & Campbell, 2018). Performance management is another strategy that is
appropriate for AGC since it considers employee’s goals and their contribution to success.
This is a crucial resource because performance management is critical to the success of
the business, and a capable team will strive to realize organizational goals. Also, enhancing the
cultural difference in the organization will assist the organization in meeting its cultural diversity
goals. This can be achieved by getting training for global citizenship. Employees should be able
to learn how to deal with a diverse society. Topics to cover in the diversity training include
communication, negotiation skills and marketing skills. AGC should also ensure that it focuses
on bridging the gap with excellent communication (Noe, Hollenbeck, Gerhart & Wright, 2017).
This is because good communication is crucial for dealing with different cultures. Other
practices may include practicing good manners, celebrating traditional holidays, listening to
foreign customers and paying attention to the difference in culture.
Evaluation

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The effectiveness of the change management plan was measured through defining
transition and measuring individual and cumulative progress. To measure the success of personal
development, it relied on evaluating the impact change has daily. Also, own pace can be
measured through awareness of the need for change, the desire to enhance inclusivity,
knowledge for change, ability to implement the required skills and reinforcement needed to
sustain the change. Besides, cumulative progress is measured based on the speed of adoption,
utilization and proficiency in addressing issues surrounding cultural differences in terms of
foreign transactions.
Interviews play a crucial role in assisting the employees in developing an understanding
of an organization (Akhmetshin et al, 2018). Change management plan has a significant impact
on both the employees and organization market performance. The change at AGC will enable the
business to catch up with industry trends. These industry trends will play a significant role in
attracting potential customers as well as retaining the current customers. The change will assist
the organization in creating new opportunities. Besides, assuming leadership roles allows the
employees to gain skills that are needed for growth in the industry.
Similarly, change management plays a crucial role in encouraging business innovation by
providing an environment that supports innovation. Nonetheless, change management is critical
to improving employee attitude and morale (Delery & Roumpi, 2017). This can be realized
through a philosophy that encourages a relaxed work environment concerning the code of
dressing and support services. Organizations that implement effective change processes promote
their organization to perform better in the market by following all the procedures required to
implement change management practices.

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Executive report
Introduction
The leadership style of the leader plays a very significant role in motivating the
performance of the employees. The leadership quality can both motivate and demotivate the
employees in achieving the goal of the organization (Daft, 2014). This paper will be shedding
light upon the different styles of leadership that are implemented in the Atlantic Global
Corporation, the internal and external strengths of the organization, detection of the internal and
external threats and the methods applied for the protection of the internal and external threats.
The paper aims to understand the different factors that are affecting the success of the Atlantic
Global Corporation and how the transformational leadership can take the company in the path of
success.
Atlantic Global Corporation’s different styles and organisational culture:
The leadership style that is followed by Shawn William who is the VP of the global
human capital management at Atlantic Global Corporation follows is the Transactional
leadership. In such cases, the leader intends to encourage the workers by providing them with
prizes and penalties. On the other hand, the leadership quality that is followed by the John
Dawson who is the Chief executive officer of the company is Strategic Leadership as he follows
a strategy for getting the goals of the organization (Schoemaker, Krupp & Howland 2013).
However, the new leadership quality that is being followed is transformational leadership.
Transformational leadership can be defined as the style of leadership in which autonomy is being
given to the employees (McCleskey, 2014). Authority to make their own decisions are being

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granted in this leadership style. The future vision of the company is being shared among the
employees for motivation.
The leadership quality seems to have a great impact on the organizational culture. The
culture that is being followed through the application of transformational leadership is very
motivational (Antonakis & Day, 2017).Since the future visions of the organization are being
shared among the employees, the employees tend to be more motivated and deliver a better
amount of work. The transformational leadership will create the management of the human
capital, which will help the company in achieving its target easier. As a practice of the
transformational leadership, the employees will even flourish, as they will be fully involved in
their assigned task. An organizational culture, which is full of enthusiasm, prevails because of
the practice of transformational leadership. The enthusiasm that the leader of transformational
leader follows will motivate the others to produce a high amount of work. The organizational
culture under such leadership will be full of passion, a high amount of energy and success.
Internal and External threats faced by Atlantic Global Corporation
The internal threats faced by the Atlantic Global Corporation are
 Less input from the employees of the organization
 Cultural awareness of the employees in the organization is very low
 No education is being provided to the employees for the growth of the employees
 No education about the foreign transaction is prevalent
 Frustration regarding work among the employees
 Lack of motivation in work.
 Problems concerning retention

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The external threats that are faced by the Atlantic Global Corporation are as follows:
 The change in taste of the customers from the Atlantic Global Corporation
 New regulations can be considered to be a major threat to the company
 Fast growth
 The cultural diversities
Detection of the Internal and External threats
The detection of the internal and external threats of the Atlantic Global Corporation is
very important as it enables to understand the reason behind the low morale of the employee,
losses of the employees and the issues concerning the education of the employees. The diagnosis
or the detection of the internal and external threats can, however, be done through the collection
of data in regards to the less input of the employees on the focused groups, by taking interviews
or by the appraisals of the performance (Mayo , 2016). The data can also be conducted through
the cultural understanding of the same. However, the detection of the internal and external
threats of the Atlantic Global Corporation can also be done through the Swot and Pestle analysis
of the company.
Methods that can be used by Atlantic Global Corporation for the protection of the internal
and external threats.
A Complete understanding of the major cause of the internal and external threats faced by
the company is required. Profits that are gained by the other companies need to be analyzed to
understand the Atlantic Global Corporation’s failure (Noe et al., 2017). To gain success and
avoid failure, a competitive employee culture must be implemented. The environment in which
the workers perform must be proactive as well. Because of a proactive environment, the workers

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will do their best and perform hard to get a promotion or other rewards. Another method that can
be used by the Atlantic Global Organization is that the recruitment of the company can be made
based on merit and not based on the inferiority in culture. Another method that must be taken
into account by the company for the protection of the internal and external threats is that they
must implement new resourceful programs, which will help in the empowerment of the
employees. This will also be beneficial in celebrating the diversity of the workforce.
Conclusion
The conclusion that can be derived from this study is that leadership plays a very
significant role in leading the organization towards the right path of success. The low input of the
employees is one of the major cause for the failure of the Atlantic Global Corporation. The right
form of leadership can motivate and improve the input of the employees and therefore enhance
the overall success of the company. A right positive environment created by the leader tends to
improve the performance of the organization.

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References:
Akhmetshin, E. M., Sharafutdinov, R. I., Gerasimov, V. O., Dmitrieva, I. S., Puryaev, A. S.,
Ivanov, E. A., & Miheeva, N. M. (2018). Research of human capital and its potential
management on the example of regions of the Russian Federation. Journal of
Entrepreneurship Education, 21(2), 1-14.
Antonakis, J., & Day, D. V. (Eds.). (2017). The nature of leadership. Sage publications.
Daft, R. L. (2014). The leadership experience. Cengage Learning.
Delery, J. E., & Roumpi, D. (2017). Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal, 27(1), 1-21.
Lin, C., Yu-Ping Wang, C., Wang, C. Y., & Jaw, B. S. (2017). The role of human capital
management in organizational competitiveness. Social Behavior and Personality: an
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Mayo, A. (2016). Human resources or human capital?: Managing people as assets. Routledge.
McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and
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Meier, K. J., Favero, N., & Compton, M. (2016). Social Context, Management, and
Organizational Performance: When human capital and social capital serve as
substitutes. Public Management Review, 18(2), 258-277.

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Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
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Starr, E., Ganco, M., & Campbell, B. A. (2018). Strategic human capital management in the
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