DEVELOPMENT
ECONOMICS
GROUP 1
Project Goals
Goal 1 Goal 2 Goal 3
Human Resource Man Power Intellectual
And Planning Capital
Development And Its Size
Our Team
JAIN NAYANA EBIN RAJ
MERIUM JOSEPH
GOKUL MERSHAH
AKHILA NANDANA
Harumi
KIRAN
Kobayashi
VISHNU
ASWANI
GOAL 1
Human Resource
And Development
What Is Human
Resources?
In developmental economics, human resources (HR) are the
workforce contributing to productivity and growth. HR
encompasses individuals' knowledge, skills, abilities, and talents,
distinguishing it from land and physical capital as people can
leverage these resources to generate valuable products.
Investing in human capital through human resource development
is vital for economic growth. The effectiveness of human resource
development depends on government economic policies and
institutional engagement in the development process.
Human resource development includes a
variety of methods such as Training,
Mentoring, Coaching, Job rotation, and
Career development.
The main objective of HRD is to improve the
productivity and performance of employees.
HRD aims to enhance the skills knowledge
and abilities of employees to meet the
changing demands of their organization.
IMPORTANCE
Economic development
Increase in entrepreneurial
activity
Increasing productivity
It protects human rights
It increases profitability
It leads to social revolution
It has demographic effects
Education
Factors Health facilities
Leading Government
regulations
To HRD Economic conditions
Technology
advancements
GOAL 2
MAN POWER
PLANNING
Introduction
Manpower planning, also known as human resource
planning or workforce planning, involves estimating
the ideal number of qualified employees needed to
achieve project goals within a set timeframe
It aims to place the right employees in the right
positions at the right time to help an organization
meet its objectives.
Key to managerial
IMPORTANCE
functions
Efficient utilisation
Motivation
Better human relations
Higher productivity
Analysing the current
manpower inventory.
Steps In Making future
Manpower manpower forecasts .
Developing
power employment programs.
Design training
Planning programs.
STEP 1
Analysing the current
manpower inventory
Before a manager makes forecast of future
manpower, the current manpower status
has to be analysed. For this the following
things have to be noted-
[Link] of organization
[Link] of departments
[Link] and quantity of such
departments
[Link] in these work units
Once these factors are registered by a
manager, he goes for the future forecasting.
STEP 2
Making future manpower
forecasts
Once the factors affecting the future
manpower forecasts are known, planning
can be done for the future manpower
requirements in several work units.
The Manpower forecasting techniques
commonly employed by the organizations
are as follows:
Expert Forecasts: This includes Work Force Analysis: Whenever
informal decisions, formal expert production and time period has to
surveys and Delphi technique. be analysed, due allowances have
to be made for getting net
Trend Analysis: Manpower needs manpower requirements.
can be projected through
extrapolation (projecting past Other methods: Several
trends), indexation (using base Mathematical models, with the aid
year as basis), and statistical of computers are used to forecast
analysis (central tendency manpower needs, like budget and
measure). planning analysis, regression, new
venture analysis.
Work Load Analysis: It is
dependent upon the nature of
work load in a department, in a
branch or in a division.
STEP 3
Developing employment
programmes
- Once the current inventory is
compared with future forecasts,
the employment programmes can
be framed and developed
accordingly, which will include
recruitment, selection procedures
and placement plans.
STEP 4
Design training programmes
b a s e d u p o n e x t e n t o f
These will be
n , e x p a n s io n p la n s ,
diversificatio
m m e s ,e t c . T r a in in g
development progra
d u p o n t h e e x t e n t o f
programmes depen
e m e n t in t e c h n o lo g y a n d
improv
t o t a k e p la c e . I t is a ls o
advancement
o v e u p o n t h e s k il ls ,
done to impr
d g e o f t h e w o r k e r s .
capabilities, knowle
GOAL 3
Intellectual Capital
And Its Size
What Is Intellectual Capital?
Intellectual capital encompasses a company's employee knowledge,
skills, and proprietary information that offer a competitive edge. It
includes informational resources used to drive profits, attract
customers, innovate, and enhance the business.
This asset comprises employee expertise, organizational processes,
and intangible elements that impact the company's financial
performance.
TYPES OF INTELLECTUAL
CAPITAL
Human capital includes Relationship capital Structural capital refers to
all of the knowledge and encompasses all of the the core belief system of
experience of employees
relationships that an an organization, such as
within an organization.
organization has, which its mission statement,
It consists of their
education, life include its employees, its company policies, work
experiences, and work suppliers, its customers, culture, and its
experience. It can be its shareholders, and so organizational structure.
increased by providing on.
training.
SIGNIFICANCE 3. Value Creation: IC creates value
through improved efficiency,
Intellectual capital (IC) refers to productivity, and customer
the intangible assets that relationships.
contribute to an organization's
value and competitiveness. The 4. Knowledge Management: IC
significance of intellectual capital facilitates knowledge sharing,
includes: transfer, and retention within
organizations.
1. Innovation: IC drives innovation,
enabling companies to develop new 5. Talent Attraction and Retention:
products, services, and processes. IC helps attract and retain top
talent, as employees are drawn to
2. Competitive Advantage: IC organizations with strong IC.
provides a sustainable competitive
advantage, as it's difficult to 6. Adaptability and Flexibility: IC
replicate. enables organizations to adapt
quickly to changing environments
and markets.
7. Enhanced Decision Making: IC provides
valuable insights, leading to informed decision
making.
8. Increased Revenue and Profitability: IC can
lead to increased revenue and profitability
through improved performance and innovation.
9. Improved Collaboration and Partnerships: IC
fosters collaboration and partnerships, driving
business growth.
Sustainability and Long-term Success: IC is
essential for long-term sustainability and
success in today's knowledge-based economy.
By recognizing and managing intellectual capital,
organizations can unlock their full potential,
drive innovation, and achieve sustainable
success.
Thank You