Essay Human Resources Management

LONDON SCHOOL OF COMMERCE |
EMPLOYEE – COMPANY THE WAY TO EXCHANGE OF VALUE |
ASSESMENT MANAGING HUMAN CAPITAL |
|
JAVIER GUILLERMO NIÑO GOMEZ – L0502PHPH1010 |
21/04/2011 |

This essay contributes toward organizations and workforce to improve performance and motivate each other in the searching to achieve mutual objectives. |

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Table of content

1 Introduction. 2
2Benefits and its implications 2
2.1 Human Capital 2
2.1.1Methods to calculate benefits3
2.1.2 Why Unhappiness?.3
2.1.3 Advantages benefits and compensations4
2.1.4 Kind of benefits and compensations5
3 Approaches and examples6
4 Success Model.9
5 Conclusion12
6. Bibliography13

1. Introduction.

In modern companies and in the society throughout the days, we as managers have seenthe need to motivate employees, worrying about the talent that they provide to the organizations, looking for the best way to keep them in our lists of workforce. The different point of view has been undergoing many changes depending of the organization structure and the focus to have our workers happy and full of reasons to pull in the same direction with the company to achieve goals and objectivesto fully fulfill the mission and the vision for which they have been developed.
One effective approaching to dealing with this, is acknowledging that organizational culture is supported by dedication of the employees to the company core values and in this order of ideas bestow a view to enhance tactics and best practices that can be used to hold on the enthusiasm and motivation improvingretention of company most valued employees. There are various ways of resolving this issue, first of all, is analyzing benefits and compensation, its framework in the company and classify into the different classes. Focusing whether the benefits are undervalued by the employees or not and looking for the best option to manage the resources. Secondly, using different relevant approaches in the history andgiving some examples, I develop which are appropriate practices nowadays and why is the best result to give different perks and compensations with the purpose of having happy employees with a better quality of life. Last of all, I have structured a model to identify needs and having structured benefits according to each case related with the different organizations.
I am in favor of the idea ofto keep on benefits in the companies in addition to the direct compensation; this essay will provide a real insight, focus and clarity of retention strategies and experiences to drive businesses with an excellent human resource management remembering human capital must be treated as “assets rather than costs” bringing out a revolutionary human capital management which generates significant valuein the performance of the organization and employees.

2. Benefits and its implications.
3.1. Human Capital
In the real world, organizations are an extension of human thought and action, everyone deserves the chance to be in a company at any point in their life, the people need boost their employment prospect and know what mean for the companies the phrase “people are our mostimportant asset”. Although, this point depend on the kind of company or organization the worker belong.
Individual value related with human capital consist in understand the workers as an intangible resource that provide for their employers knowledge. A good way to increase the knowledge management is creates support to labor and the best way to do this is through the motivation and benefits.
As wecan find, benefit is defined “as a form of compensation paid by employer to employees over and above the amount of pay specified a base salary or hourly rate of pay (http:// humanresources.about.com/od/glossaryb/g/benefits.htm, 2010).
Human Capital is not owned by the organizations but secured through the employment relationship. Employment is a two-way exchange of value, not a one-way to...