Conclusion

Human capital in very vital for every organizing, organization can gain sustainable competitive advantage over the human resources because it cannot be easily copied by others. Therefore managing human capital is vital than ever before although it effectively calculated in term of financial. In recent past world recessionary Sri Lankan business environment that has resulted in reduction or elimination of employee development and leadership development programs; reduction or elimination of employee compensation and benefit programs, inactivity of recruiting efforts, and emphasis given more to short-range planning rather than longer-range planning, the principles of Intellectual Capital should remain in clear focus and high priority to those people accountable for the Human Resources function. All of an organizations stakeholders can be of tremendous strategic importance to the full-scope of managing Human Resources. In summary, this point which has been central to this column includes the intangible intellectual capital knowledge pertaining to employees, customers, vendors, owners, investors, competitors, and any other partner relationships which impact the successful sustainability of the organization. This column should be shared with your HR Director and the Chief Knowledge Officer.
Environment is changing in rapidly and to sustain in the market every organisation should change accordantly. But change should be manage to gain full protentional, if we until wait simply happen that may lose of organisation resources. There for we recommend it idly do Plan well (participative

planning will lead to easy implementation), honestly Communicate to all relevant parties, make contingency plan, keeping inform them, celebrate the success.