BY KENNETH C HOLMES STRATEGIC HUMAN CAPITAL MANAGEMENT

BY: KENNETH C HOLMES STRATEGIC HUMAN CAPITAL MANAGEMENT PROFESSOR: JAMES LANE CTU ONLINE MARCH 1, 2015 PHASE 2: INDIVIDUAL PROJECT

� Definition � Clear strategic direction � Human capital management goals � Strategic objectives � Implementation plan � Management communication plan � Accountability system

� Organizations are social systems � Increase long-term health and performance � Transform culture into a structured system � Empower leaders and employees � Create a conflict resolution structure � Enhance quality, speed and decision making � Enhance efficiency and profitability

� Establish strategic business goals and objectives � Effectively communicate the goals and objectives � Assess the organizational structure � Assess employee fit with company goals and objectives � Fill the gaps between capacity and vision � Implement, measure, and modify

� Building global leadership � Employee retention and management engagement � Reskilling of HR � Talent acquisition and access � Not ready to respond to global trends � Use of Operational workforce planning � Use of traditional management planning

� Build global leadership � Engage management in employee retention � Reskill HR � Improve talent acquisition and access � Improve global trend readiness � Engage workforce planning � Engage performance management

(Schwartz, 2015)

� No employee input � No cultural awareness or respect � No continued education for employee growth � No managerial cultural education � Lack of knowhow about foreign transaction � No cross-cultural management team � Employees leaving to work for competition

� Transition to Academy Culture and Democratic Style � Implement continuous education training � Implement cultural awareness education � Assemble cross-cultural management team � Retool HR � Implement the plan � Establish accountability

� Definition � Why is a cross-cultural team important? � Purpose for AGC � Expats � BCI’s � The I-Lead program � Global recruitment criteria

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