MBA 530

[MBA 530 HUMAN CAPITAL MANAGEMENT]

Knowing you are in the right place…..

As I wrapped up Transformation Leadership and embark on Human Capital Management I was having a conversation with an acquaintance (persona would rather be called friend) about what’s next after my MBA. I mentioned Law School, but was not confident enough in myself. Nonetheless, I started taking inventory on what I have learned so far…


I came up with a few things that stuck out in my head, people management skills, employee motivation programs, corporate communication strategies, human resource management systems, human capital etc.. etc….

Then I saw on my desk, this quarter’s newsletter for internal use only…

I read the first page, “UP CLOSE WITH OUR CEO” (I won’t mention names)

It was insane; I felt as if he was in my classes, reading my papers and then stole my lines and thought and wrote it on the newsletter…..

Let me summarize…

What do you think are the five critical things a leader must do?

• First, understand the business and the mechanics of your organization. You need to understand the business, how things work and how the pieces fir together. People know if you are leading them down a road but are unsure of its direction. You have to earn your people’s trust, and your credibility as a leader.
  
• Second, pick your strategy and stay with it. You must have a strategy that you can articulate clearly, because you need top be able to show people how they will move from one milestone to the next. They have to believe you are committed to the strategy. Sometimes you won’t get it right; when this happens, you need to admit it and say, “Here is where I was wrong and here’s how I plan to change it.”
  
• Third, know how to leverage teamwork. One person can’t deliver the whole Firm. At XXXXX Company, its all about our team culture: we are a single platform, and we focus on our clients as a team.
  
• Fourth, surround yourself with the best people. Don’t be afraid to hire somebody because you think they may overshadow you. If you want to be the best, you need to create the best team by hiring great people.
  
• Fifth, lead by example. Set the pace and the standard for behavior.
  

[KNOWING YOU ARE IN THE RIGHT PLACE – School or Work]

MBA 530 – HUMAN CAPITAL MANAGEMENT

COURSE DESCRIPTION

This course examines the role of the executive in developing human capital within the organization. Topics include theories on organizational behavior and individual motivation, skills gap analysis, alignment of staff capabilities with organizational needs, succession planning strategies, retention of innovative talent, motivation of mid-tier performers, human behavior, motivation, and compensation systems, and future trends in human capital development.

TOPICS AND OBJECTIVES

KEY CONCEPTS OF STRATEGIC HUMAN RESOURCES
• Determine the strategic impact of human resource issues on organizational effectiveness
• Identify the application of Organizational Behavior to management
• Identify the factors and issues associated with effective policy development in human resources
• Examine the driving forces affecting global human resource management


ALTERNATIVE SOLUTIONS TO STRATEGIC HUMAN RESOURCES PROBLEMS
• Align organizational structure with strategy
• Evaluate recruiting and selection alternatives
• Examine the applications of human capital development with regard to skill sets and gap analysis
• Evaluate training and development alternatives
• Evaluate the human resource management implications of "going global"
• Assess the unique nature of international human resource management as compared to domestic human resource management
• Assess the challenges and opportunities of multinational cultural diversity and affirmative action


CRITICAL ANALYSIS OF STRATEGIC HUMAN RESOURCES SOLUTIONS
• Develop a comprehensive staffing strategy for organizational effectiveness
• Implement a strategic audit on an organization's human resource


KEY CONCEPTS OF MOTIVATION AND REWARDS
• Analyze the relationship between motivation and performance
• Identify components of effective retention and career development processes
• Evaluate the impact compensation has on organizational performance
• Explain the concept of total rewards
• Compare different perspectives on human behavior and motivation and analyze how these translate to organizational reward systems
• Assess the impact of rewards systems on organizational performance


ALTERNATIVE SOLUTIONS TO MOTIVATION AND REWARDS PROBLEMS
• Design elements of an effective employee relations program
• Create a career development planning model that incorporates attention to key development success factors
• Evaluate compensation and motivation practices as they relate to organizational strategy
• Discuss the impact of ethics on the determination of compensation and rewards systems


CRITICAL ANALYSIS OF MOTIVATION AND REWARDS SOLUTIONS
• Create a comprehensive motivation and rewards strategy for organizational effectiveness

Bring it on.

Richie