“The success of the organisation depends on the people, their attitude and management thereof”. How many times have we heard that?

Our entry into the organisation is managed by those responsible for human capital management. We are inducted into the organisation, its structures and systems with the guidance of human capital management. Importantly also is the fact that our well being in the organisation is managed generally by human capital.

I have observed that the relationship between the human capital function and actors can be expressed through attitude and culture in the workplace. The attitude and approach of human capital in driving things like change management, work culture and welfare can impact the overall implementation of organisational strategy. It must also be noted that just like all actors, human capital has responsibilities to deliver to the organisation as an entity…otherwise they will not last as actors!

It is the need to strike that balance in the employer employee relationship that calls for skill, tact and commitment on the part of colleagues mandated to manage this delicate resource that is diverse in personality, attitude, culture and so on. Recognising the role of human capital management in the entry, duration and exit of actors in organisations should inform us to ensure that we have the right people in the right places, generally in the organisation and particularly in our human capital management function.

The support of human capital management in the organisation cuts across departmental bounderies with trust and confidence being a foundational aspect of future interactions.

To human capital support, please come into my house of thoughts and enjoy your stay!