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HR strategyHuman capitalOpinion

HCM: the business version of the welfare system?

by Personnel Today 1 Mar 2005
by Personnel Today 1 Mar 2005

As a result of my recent successes in ‘accounting for people’ (HR Hartley, 15 February), our distinguished chairman, Lord H, decreed that I should attend the next briefing of City advisers – “Give them a flavour of our… hang on, it’s here somewhere… Human Capital Reporting.

The noble Lord has never had much truck with HR, and only recently stopped calling us the “welfare department”. So a City visit was a big deal indeed, and something I needed to plan properly. First stop was the CIPD website, where I downloaded Human Capital Reporting – An internal perspective, and was relieved to read, “This is not a theoretical or conceptual guide, but a practical ‘how to’.”

Three weeks later, the big day had come. I was last to speak and started my piece with the key conclusions outlined in the CIPD report.

“Human capital should be viewed as a bridging concept linking business strategy and HR practices. It is a precarious asset – the potential mobility of individual employees could and can undermine an organisation’s ability to deliver.

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“It is also a paradoxical asset – the qualities that individuals bring, notably flexibility, mobility and personal commitment, the very same factors that create competitive value, are some of the most difficult to measure. And of course, human capital measurement is context-dependent”.

I can’t pretend it went well, and as we left the lift on the way out, I could hear Lord H muttering something about “bloody welfare people”.


Personnel Today

Personnel Today articles are written by an expert team of award-winning journalists who have been covering HR and L&D for many years. Some of our content is attributed to "Personnel Today" for a number of reasons, including: when numerous authors are associated with writing or editing a piece; or when the author is unknown (particularly for older articles).

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