Name : Dimas Fathurrahman

ID : 29119477

Maximizing Your Return on People

The role of Human Capital Management (HCM).

1. A system for assessing human capital aspects, predicting organizational performance, and
guiding organizational investments in people.
2. Help to monitoring the Human Capital Management (HCM) practices.
3. Provide suggestions and advice from the assessment results to improve the quality of
organizational performance.

Core set of HCM drivers

HCM Leadership Employee Knowledge Workforce Learning

Drivers Practices Engagement Accessibility Optimization Capacity
Communicatio Job Design Availability Processes Innovation
n Work is well Job-related Work New ideas are
Management's organized and information processes are welcome
communication taps and training well defined,
Practices
is open and employee's are readily and
effective skill available development
is effective

Inclusiveness Commitment Collaboratio Conditions Training

Collaborations Jobs are n Working Training is
between secure, Teamwork is conditions supporting
managers and employees encouraged support high organizationa
  employees, and are and enabled performance l goals
invites input recognized,
and
advancement
is possible
 Supervisory Time Information Accountabilit Development
skills Workload sharing y Employees
Managers allows Best High have formal
eliminate employees to practices are peroformance career
  barriers, do jobs well shared and is expected development
provide and enables improved and rewarded plans
feedback, and good worklife
inspire balance
confidence
Executives Systems Systems Hiring Value and
skills Employee Collection Hires are support
Executives engagement systems chosen on the Leaders
eliminate is continually make basis of skills, demonstrate
  barriers, evaluated information new hires that learning
provide easily complete is is valued.
feedback, and available thorough
inspire orientation
confidence
Systems     Systems Systems
Leadership- Employee A learning
development performance management
and transistion management system
 
systems are systems are automates
effective effective aspects of
training

HCM Maturity Level

Level 1
Organization makes little or no attempt to address the stated HCM area or factor.
Level 2
Organization makes cursory, non-systematic attempts to address at least some component of the
stated HCM area or factor.
Level 3
Organization demonstrates adequate, or baseline, capability that forms a good foundation for
improvement in the stated HCM area or factor.
Level 4
Organization is beginning to systematically extend capability in the stated HCM area or factor.
Level 5
Organization consistently demonstrates superior capability in optimizing its human capital
management in the stated HCM area and factor.

 The calculation of subtotal of each aspects (leadership practices, employee engagement,

knowledge accessibility, workforce optimization, and learning capacity) depend on the score
given for each practice categories.
 The scoring rate is using a 1 to 5 scale. (1, strongly disagree; 2, disagree; 3, neutral; 4, agree;
5, strongly agree).
 The calculation of subtotal for leadership practices, workforce optimization, and learning
capacity aspects is multiply by 0.8 for the final subtotal score.
 Scores are calculated on each drivers and totaled in the final.
 90 to 100 → Superior
 80 to 89 → Adequate
 70 to 79 → Marginal
 69 and below → Poor