The challenges of the constituent function
It’s a question of determining how an organization’s Human Capital has been built up, and knowing how to maintain it, in order to create a collective with high added value.
- For what purposes are people mobilized within the organization?
- What is the organization’s history, reputation and credibility?
- How is “working together” defined: what are the company’s fundamental values and culture?
- How are teams and workgroups set up?
- Is there a connection between collective objectives (strategy), departmental objectives and individual objectives?
The associated MPC focus
- Matching business and HR strategies ;
- Employer brand ;
- Matching skills (technical and behavioral) with needs ;
- Recruitment and integration process ;
- Goal-setting strategy.
Sources of performance
Performance refers to the notions of coherence and adequacy.
At the collective level, the organization must synchronize its vision, mission and objectives with the company’s culture and values, in order to give direction and meaning to its actions, while fostering ownership of the corporate project.
On the employee side, there needs to be a strong match between individual assets (technical and behavioral skills) and the needs associated with the collective project.
The third part of our series will be devoted to the organizational function of an MPC based on the development of Human Heritage…
Source :
- Yves Barou and the circle of European HRDs, Corporate human capital and competitivenessÉditions des ilots de résistance, 2014.