HUMAN CAPITAL MANAGEMENT
COURSE DESCRIPTION:
This module introduces students to human capital management (HCM) and the principles,
concepts, and techniques concerned with human capital management in the context of a
dynamic and complex environment focusing on healthcare and hospital setting. Aside from
gaining fundamental knowledge on HCM, students will understand how human capital is a
key resource and a value-creation partner in promoting the strategic objectives and
aspirations, as well as success of every organization. The framework for the management of
human capital including globalization and the legal contexts will be examined. Issues
confronting practitioners as they deal with the complexities in an invariably challenging
environment of healthcare institutions will also be dealt with. Towards the end of the module,
students will foster an appreciation of the complexities of HCM and its importance, thereby
boosting the students’ confidence in developing competencies that will benefit their
organizations or healthcare institutions in creating a competitive advantage through human
capital.
COURSE LEARNING OBJECTIVES
Upon completion of this course, learners will be able to:
Describe and clarify the character, nature, purpose, and responsibilities of a human
capital development professional in areas of learning sciences, systems improvement, and
human resource development in Healthcare / Hospital settings
Demonstrate critical thinking through analysis of process and practices, authentic
business problems, and national as well as global challenges
Learn about basic administrative processes related to human capital management
Identify factors and demonstrate integration of ethics into analysis of challenges affecting
organizations at individual, organizational, and societal levels
Evaluate how varying perspectives influence global challenges faced by human capital
development practitioners regarding ethics, diversity, and leadership
Sensitize to various facets of managing people and focus on the development of
knowledge and skills that all managers and leaders need
Facilitate the development of better understanding of human resources issues as they
relate to other managerial functions.
Understand the critical role played by human capital in value creation and contributing to
the competitiveness and success of every organization;
Know the link between HCM and organizational strategies as well as the critical
functions of HCM in an organization;
Appreciate the intricacies in managing human capital in a complex and challenging
environment;
Be future-ready graduates in managing human capital in an age of digital explosion
1. Discuss the role of Human Capital Management in shaping an organization’s
overall strategy.
o Points to consider:
Definition of human capital and its significance to organizational success.
How HCM aligns with business strategy to achieve long-term goals.
The integration of HR practices in supporting organizational culture,
mission, and vision.
The role of leadership in developing and managing human capital.
Examples of companies that have successfully integrated HCM with their
business strategy.
2. Examine the importance of talent acquisition in Human Capital Management. What
are the challenges involved in attracting the right talent, and how can organizations
overcome them?
o Points to consider:
The definition and key components of talent acquisition (e.g., recruitment,
sourcing, employer branding).
The impact of recruitment on organizational performance.
Challenges in attracting top talent (e.g., competition, market conditions,
skill shortages).
Strategies for overcoming these challenges, such as employer branding,
using data analytics in recruitment, or leveraging social media and online
platforms.
The role of diversity and inclusion in talent acquisition.
3. How can organizations effectively manage employee performance to ensure the
achievement of strategic goals?
o Points to consider:
The relationship between employee performance and organizational
success.
Key methods of performance management (e.g., goal-setting, continuous
feedback, performance appraisals).
The role of KPIs (Key Performance Indicators) and measurable outcomes
in performance management.
The importance of employee development and training programs in
improving performance.
The challenges of managing diverse teams and ensuring fair performance
evaluations.
Best practices for creating a performance-driven culture.
4. Evaluate the role of employee development programs in Human Capital
Management. How do these programs contribute to both individual and
organizational growth?
o Points to consider:
The definition and types of employee development programs (e.g.,
training, mentorship, leadership development).
The importance of investing in employee development for skill
enhancement, career growth, and job satisfaction.
The connection between employee development and employee retention.
How development programs contribute to organizational innovation and
adaptability.
Examples of successful employee development initiatives (e.g., Google’s
employee learning culture or Amazon’s leadership programs).
5. Analyze the impact of employee engagement on organizational performance. What
strategies can HR implement to improve employee engagement and satisfaction?
o Points to consider:
The definition and importance of employee engagement in driving
productivity, retention, and morale.
The link between engagement and organizational performance (e.g.,
financial outcomes, customer satisfaction).
Common strategies to enhance employee engagement (e.g., recognition
programs, transparent communication, career growth opportunities).
The role of leadership and management in fostering an engaged
workforce.
Tools and techniques for measuring employee engagement (e.g., surveys,
focus groups, feedback mechanisms).
6. What is the role of compensation and benefits in Human Capital Management?
How do organizations design competitive and equitable compensation structures?
o Points to consider:
The importance of compensation and benefits in attracting, motivating,
and retaining talent.
Key components of compensation packages (e.g., base salary, bonuses,
health benefits, retirement plans).
Strategies for ensuring equity in compensation and addressing internal and
external pay disparities.
The role of benefits in enhancing employee well-being and work-life
balance.
How organizations use compensation data to remain competitive in the
labor market.
Legal and ethical considerations in compensation management.
7. Discuss the challenges of managing a diverse workforce and the strategies
organizations can implement to foster an inclusive work environment.
o Points to consider:
The concept of diversity in the workplace (e.g., race, gender, age, cultural
background, disability).
The benefits of a diverse workforce in terms of innovation, creativity, and
market adaptability.
Challenges in managing diversity, such as unconscious bias,
discrimination, and cultural differences.
Strategies for promoting diversity and inclusion (e.g., diversity training,
mentorship programs, inclusive hiring practices).
The role of leadership in modeling inclusive behaviors and creating a
supportive organizational culture.
Case studies of companies excelling in diversity and inclusion.
8. Evaluate the role of technology in Human Capital Management. How has
technology transformed the way organizations manage their workforce?
o Points to consider:
The role of HR technology (e.g., Human Resource Information Systems
(HRIS), applicant tracking systems, performance management tools).
The impact of automation, artificial intelligence, and data analytics on HR
functions such as recruitment, performance reviews, and employee
engagement.
Benefits and challenges of integrating technology in HR practices (e.g.,
increased efficiency vs. potential loss of personal touch).
The ethical implications of using data and AI in managing human capital
(e.g., privacy concerns, algorithmic bias).
The future of HR technology and emerging trends like remote work
technologies and AI-driven HR processes.
9. How can Human Capital Management contribute to organizational change and
transformation?
o Points to consider:
The role of HR in managing organizational change, including
restructuring, mergers, and cultural shifts.
The importance of communication and employee involvement during
periods of change.
Strategies for overcoming resistance to change, such as leadership
development and change management training.
How HR can align human capital strategies with business transformation
goals.
Real-world examples of organizations that successfully navigated change
through effective HCM practices.
10. Discuss the importance of work-life balance and employee well-being in Human
Capital Management. What are the benefits of creating a balanced work
environment for both employees and organizations?
o Points to consider:
The concept of work-life balance and its role in employee productivity,
satisfaction, and retention.
How employee well-being programs (e.g., mental health support, flexible
working hours, wellness initiatives) contribute to overall health and job
performance.
The link between employee well-being and organizational outcomes, such
as reduced absenteeism, higher engagement, and lower turnover rates.
How HR can create policies and practices that promote work-life balance,
particularly in the age of remote work.
Case studies of organizations with strong work-life balance initiatives
(e.g., Salesforce, Microsoft).