Human capital and performance: A literature review Dr. Philip Stiles Mr. Somboon Kulvisaechana The Judge Institute of Management University of Cambridge Trumpington Street Cambridge CB2 1AG Human capital and performance: A literature review CONTENTS Human capital in context: The resource-based view of the firm Human capital and complementary capitals Intellectual capital Social capital Organisational capital Knowledge Human capital and performance Bundles of human resources Contingency or
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EFFICIENCY OF EXISTING PERFORMANCE APPRAISAL SYSTEM FOR OFFICERS IN SRI LANKA NAVY BY LCdr (ASW) TR DANIEL PGD in Defence Management Naval and Maritime Academy (Accredited to General Sir John Kotelawala Defence University) DECLARATION I declare that this dissertation contains no material which has been accepted for the award of any other degree or diploma in any university or equivalent institution‚ and that to the best of my knowledge and belief‚ contains
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workforce diversity play in attempts to improve individual and organisational performance?” Literature Review A significant number of ideas have been offered to explain job design and workforce diversity which impacts on individual and organisational performance in business environment at the present time (Yan‚ Peng‚ & Franesco‚ 2011 ; Foss‚ Minbaeva‚ Pedersen‚ & Reinholt‚ 2009). Improving and developing performance will lead to goal achievements for both individuals and organisations. Organisations
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Multidisciplinary Research Vol.2 Issue 6‚ June 2012‚ ISSN 2231 5780 PERFORMANCE APPRAISAL AS EMPLOYEE MOTIVATION MECHANISM IN SELECTED FINANCIAL INSTITUTIONS IN KUMASI‚ ASHANTI REGION OF GHANA DR. KOFI OSEI AKUOKO* *Vincent de Paul Kanwetuu‚ Department of Sociology and Social Work‚ Faculty of Social Sciences‚ College of Art and Social Work‚ Kwame Nkrumah University of Science and Technology‚ Kumasi‚ Ghana. ABSTRACT Performance appraisal system (PAS) has been viewed by academics and human resource
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Task: “What do you understand by performance management? Critically evaluate the effects of using performance management and performance measurement in any public organization of your choice” According to previous years‚ the last quarter of the twentieth century witnessed great developments in all areas such management. The change of structure and functions of the organizations‚ the growing importance of employee‚ contributed to increase the professional performance development and also contributed
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Experiment 5: VARIATIONS IN PROPERTIES IN THE THIRD ROW OF THE PERIODIC TABLE INTRODUCTION The periodic table is a tabular display of the chemical elements‚ organized on the basis of their atomic numbers and chemical properties. Elements are presented in increasing atomic number. Elements with the same number of valence electrons are kept together in groups‚ such as the halogens and the noble gases. Due to this‚ there are gaps that form four distinct rectangular areas or blocks. The f-block
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F-35: The Joint Strike Fighter of the Future Since the beginning of World War I‚ key military analysts have begun to realize the importance of airpower over the battlefield. It has been said throughout the years that “he who controls the air‚ also controls the battlefield”. Though some have disputed this statement‚ the truth has always been proven to analysts after the war when evaluations can be made. The three branches of military that currently use fighter/bomber aircraft are the Air Force
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FEDERAL PUBLIC SERVICE COMMISSION COMPETITIVE EXAMINATION FOR RECRUITMENT TO POSTS IN BPS–17‚ UNDER THE FEDERAL GOVERNMENT‚ 2007 Roll No. ESSAY TIME ALLOWED: THREE HOURS MAXIMUM MARKS: 100 NOTE: Write a COMPREHENSIVE essay (4000 – 5000 words) on any ONE of the topics listed below. Make sure you use different forms of discourse; viz: exposition‚ argument‚ persuasion‚ description and narration. Q.1. Q.2. Q.3. Q.4. Q.5. Q.6. Q.7. ’The more developed a country‚ the more lethally it is armed
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After employee selection‚ performance appraisal is arguably the most important management tool a farm employer has at her disposal. The performance appraisal‚ when properly carried out‚ can help to fine tune and reward the performance of present employees. In this chapter we (1) discuss the purpose for the performance appraisal‚ (2) introduce the negotiated performance appraisal approach‚ and (3) talk about the steps to achieving a worthwhile traditional performance appraisal. Strengths of the
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system of an organization lies in the system of performance appraisal adopted in that organization. This‚ in turn‚ reflects the extent of the individual contributions and commitment of the employees in different hierarchical levels towards the achievement of organizational goals. Generally‚ it is admitted that an effective performance appraisal can lead an organization to take strides towards marked success and growth. Conversely‚ an ineffective performance appraisal system can seal the fate of an organization
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