TOPIC:

INTELLECTUAL
CAPITAL,
COMTEMPORAR
Y
ISSUES IN HRM
 Topics
• Topic one:
WHAT IS INTELLECTUAL CAPITAL?
• Topic two:
TYPES OF INTELLECTUAL CAPITAL
• Topic three:
CONTEMPPRARY ISSUE IN HRM
i. Competitive Challenges
ii. Human resources
iii. Employee concern
• Topic four:
CONCLUSION

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TOPIC ONE
What Is Intellectual Capital?
 SAMPLE FOOTER TEXT
Intellectual Capital is the
knowledge of an
organization’s human
resource that can be used
for money-making or
other useful purposes or
any other information or
knowledge that provides
the organization with a
competitive advantage.

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TOPIC TWO
Components Of Intellectual Capital
• #1 – Human Capital
Human capital includes employees, their knowledge and experience, the organization’s relationship with employees, employee
training and appraisal, employee satisfaction, employee review of the organization, etc., which all contribute to the organization’s
capital. If an organization has a lower employee turnover rate, there are chances of high intellectual capital.
Example – Leadership and managerial skills, key employees and their knowledge, professional competencies, work ethics, and
work culture, employee training, etc.

#2 – Relational Capital
Relational capital includes the organization’s relationship with employees, its investors, its customers, its suppliers, etc. review of
all investors, customers, suppliers, and employees. Feedback also matters, and ways of improving and developing contribute to
relational capital. For example, an organization with low employee turnover, honest customers, etc., has a high intellectual capital
base.
Example – Customer satisfaction, relationship with employees, customers and stakeholders, contracts with service providers,
reputation in the community, investor feedback rating, etc.

#3 – Structural Capital
It is organization processes, databases, policies, culture, vision, mission and value statement, etc., that contribute to the
organization’s capital. For example, if the organization’s work culture is good, it provides quality products, its reputation in the
market, its competitive advantage, etc., are real intellectual capital for the organization.
Example – Vision, Mission, Structures, goals of the organization, its work culture, its approach towards employees training and
providing knowledge, its tools, programs ways of working, and best practices.
For a company like Infosys, its employees working with them, work culture, client relationships, investor relationships, key
employees, training process, its reputation in the industry, its work culture, vision, mission and values, databases, the experience
of employees and management, etc. are the intellectual
20XX capital.
SAMPLE FOOTER TEXT 7
TOPIC THREE
Contemporary Issue In HRM
•Competitive challenges
Changes in the Marketplace :
• In today’s highly competitive environments, the competition has
been global and innovation has emerged as a continuous process.
As a result, innovation and adaptation have become the key to
capturing opportunities and overcome obstacles. Adaptation of
innovative practices facilitate the success of the organization.
Achieving Corporate social responsibility:
Companies are realizing that being socially responsible may not only help them
to avoid legal complications and also improve their reputation. Sustainability is
closely related to corporate social responsibility. Sustainability refers to a
company’s ability to produce without damaging the environment or depleting
resources.

Managing Costs While Retaining Top Talent :

For years, most human resources managers have been under

pressure to cut labour costs. Organizations apply many approaches
to lower labour-related costs, including carefully managing
employee benefits and engaging in employee leasing in order to
enhance productivity.
Recruiting a Skilled Employee health and well being
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 HUMAN RESOURCES
• Human resources (HR) is the division of a business that is charged with
finding, screening, recruiting, and training job applicants.

• HR plays a key role in helping companies deal with a fast-changing

business environment and a greater demand for quality employees in the
21st century.

• An HR department is an essential component of any business, regardless

of an organization's size. It is tasked with maximizing employee
productivity and protecting the company from any issues that may arise
within the workforce.
PLANNING
• Planning is defined as "defining objectives for a given
period, designing various courses of action to achieve
them, and selecting the most practicable alternative from
the various alternatives."

• We may also describe planning as the process of identifying

goals and devising a plan of action to attain them. Planning
entails setting objectives and choosing the best path of
action in advance.
RECRUITMENT

• Recruitment refers to the

process of identifying,
attracting, interviewing,
selecting, hiring and
onboarding employees.

• In other words, it involves

everything from the
identification of a staffing
need to filling it.
STAFFING

Staffing is the process of hiring eligible

Staffing can be defined as one of the
candidates in the organization or
most important functions of
company for specific positions. In
management. It involves the process
management, the meaning of staffing
of filling the vacant position of the
is an operation of recruiting the
right personnel at the right job, at
employees by evaluating their skills,
right time. Hence, everything will
knowledge and then offering them
occur in the right manner.
specific job roles accordingly.
PERFORMANCE
APPRAISAL
• Performance appraisal refers to periodic
review and evaluation of an employee’s
job performance (skills, achievements
etc) and contribution to the company.

• They can be conducted whenever but

tend to be annual, semi-annual or
quarterly. Performance appraisals are a
way for companies to determine which
employees have contributed the most
to the company so they can reward
them accordingly.
EMPLOYEE
CONCERNS
1. Interpersonal conflict
• Some form of interpersonal conflict is
almost inevitable in the workplace. This
conflict could be between coworkers or
could involve an employee and a
supervisor. One or more of the people
involved in the conflict may come to
human resources seeking a solution.
2. Harassment and discrimination
• Reports about workplace sexual harassment seem to be at an
all-time high, or at least the media reports about them do.
This may be one of the most common employee concerns at
the moment, and human resources departments must be
prepared to deal with complaints.
3. Safety issues
• Human resources
departments often have the
task of overseeing employee
safety and health.
4. Wage, Hour and Leave Issues
• Like issues around harassment and discrimination,
an improper understanding of employee rights
regarding pay and leave can leave a company
vulnerable to lawsuits.
• From paying employees correcting for overtime to
dealing with annual leave to ensuring that employees
do not face retaliation for taking leave under the
Family and Medical Leave Act, HR departments
have a number of responsibilities in this area.
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THANK YOU
Presenter name:
Simran Prithwani
Rishi Kori
Sakina Parveen
Roshan Kumar Pal
Ayush Choudhary

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