Articolul precedent |
Articolul urmator |
345 16 |
Ultima descărcare din IBN: 2024-04-24 19:54 |
Căutarea după subiecte similare conform CZU |
316.4 (615) |
Социальные процессы. Социальная динамика (583) |
SM ISO690:2012 BÎTCA, Lucia. Consolidarea capitalului uman prin managementul impresiei organizaționale. In: The contemporary issues of the socio-humanistic sciences, Ed. 12, 2-3 decembrie 2021, Chişinău. Chişinău, 2022: "Print-Caro" SRL, 2022, Ediția 12, pp. 30-40. ISBN 978-9975-164-83-2. |
EXPORT metadate: Google Scholar Crossref CERIF DataCite Dublin Core |
The contemporary issues of the socio-humanistic sciences Ediția 12, 2022 |
||||||
Conferința "Preocupări contemporane ale științelor socioumane" 12, Chişinău, Moldova, 2-3 decembrie 2021 | ||||||
|
||||||
CZU: 316.4 | ||||||
Pag. 30-40 | ||||||
|
||||||
Descarcă PDF | ||||||
Rezumat | ||||||
Human capital is the main indicator of the performance of organizations operating in an information society and economy. Given that the success of today's organizations depends on the quality and loyalty of the people they have, we believe that an effort is needed to transform human resource management into human capital management. For this, it is important that there is a balanced alignment between the organization and the people at its disposal: dedicated, loyal, motivated employees and efficient organizations, with a clear and development-oriented identity. Human capital management involves an alignment between the individual and the organization of which he is a part of, being a challenge for current managers, but also for the future ones. This alignment facilitates efficient investments in the human capital of the organization, as well as the control of human capital losses. The main goals of human capital management remain the recruitment, retention and development of employees, goals that can be achieved through recruitment processes oriented to the culture and specifics of the organization, through performance management processes that meet both managers and employees expectations and by initiating development programs, in accordance with the objectives of the organization and the needs of the people. The traditional tools developed in personnel or human resources management will no longer be manipulative and controlling, thus being aligned with the new human capital policies. By focusing on the alignment between the organization and the individual, human capital management will allow the development of a permanent dialogue, a dialogue carried out from non-dominant positions between managers and the people they lead. Increasing competition in the organizational environment and strengthening human capital can greatly contribute to the ability to close existing development gaps and ensure a more competitive level, and the process of professional development must include not only setting career goals and training agreements, but also regular evaluations and the necessary feedback to be able to appreciate the progress made and the time frame. |
||||||
Cuvinte-cheie impression management, impression management tactics, means of communication, human capital, organization, managementul impresie, tactici de management al impresiei, mijloace de comunicare, capitalul uman, organizaţie |
||||||
|