Strategic Human Capital: A Case of OBN & Adama City Administration, and Systematic Review Literatures

Awol Hussien Aman; Chalchissa Amentie

doi:doi:10.11648/j.jhrm.20231102.11

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Strategic Human Capital: A Case of OBN & Adama City Administration, and Systematic Review Literatures

Awol Hussien Aman, Chalchissa Amentie

Published in Journal of Human Resource Management (Volume 11, Issue 2)

Received: 1 March 2023 Accepted: 28 April 2023 Published: 24 May 2023

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Abstract

The main purpose of this Seminar was to review on theoretical foundation of Strategic Human Capital (SHC) and its’ applicability on the ground when practiced by different Sectors (organizations). Both Primary and Secondary data sources were employed to review and Analysis. The Data obtained from both Sources were discussed in detail and Analyzed comparatively. This help to identify the status of Strategic Human Capital practicing at sectors’ level and the association of Theory. As the result of literature review indicated SHC is composed of three Strategic elements (Human Capital, Social Capital and Organizational Capital) in which all are worked in integration to achieve any desire of organizational success. Similarly, the result of Survey’s finding was revealed, there is direct relationship between all independent variables and dependent variable. The practice of human capital support for practicing social capital’s as well as Organizational Capital. As the Results of linear regression analysis was indicated 65.7% variance in Organizational Success can be predicted from the combination of all independent dimensions. The result also shows that F=51.516 at p<0.05 statistically significant. On other hand, Social capital theory implies that social resources have important direct and indirect effects. As survey analysis indicated the Social Capital is the most influential factor that significantly affect the organization success with a beta value (beta = 0.334, t=2.287), at 95% confidence level (p < 0.05). Furthermore, as data reviewed was indicated Organizational capital is the institutionalized knowledge possessed by an organization that is stored in databases and manuals which retained with the help of information technology on readily accessible and easily extended databases. Therefore, organizations need to give special concern to all independent attributes. The little improvement they made to their employees in practices and the development of systems; the employees were started becoming hard worker and have gratified with their organizations’ and, similarly the organizations can able to achieve its desired success with the help of its employees.

Published in	Journal of Human Resource Management (Volume 11, Issue 2)
DOI	10.11648/j.jhrm.20231102.11
Page(s)	35-44
Creative Commons	This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.
Copyright	Copyright © The Author(s), 2024. Published by Science Publishing Group

Keywords

Strategic Human Capital, Human Capital, Social Capital, Organizational Capital, Organizational Success

References

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[2]	Baron, A and Armstrong, M (2007) Human Capital Management: Achieving added value through people, Kogan Page, London.
[3]	Boon, C., Eckardt, R., Lepak, D. P., & Boselie, P. (2018). Integrating strategic human capital and strategic human resource management. International Journal of Human Resource Management, 29 (1), 3467. https://doi.org/10.1080/09585192.2017.1380063, America.
[4]	Coff, R. W., & Kryscynski, D. (2011). Drilling for micro-foundations of human capital–based competitive advantages. Journal of Management, 37, 1429–1443.
[5]	Coleman, J S (1990) Foundations of Social Theory, University of Harvard Press, Cambridge, MA.
[6]	Djilali Benabou and Habib Tabeti 2013. The Role of Strategic Human Capital Ma agement in Achieving the Competitive Advantage. Academic Journal of Interdisciplinary Studies MCSER Publishing, Vol 2 No 3. Rome-Italy.
[7]	Fida Afiouni (2009) Human resource management and knowledge management: a road map toward improving organizational performance. Journal of American Academy of Business 11 (2), 124-130.
[8]	Hasebur Rahman & Md. Abdullah Al Mamu (2013): HRM Focus on Distinctive Human Capital and Strategy of Building-Retaining Competitive Advantage, Global Journal of Management and Business Research Administration and Management, Global Journals Inc. (USA).
[9]	Human Capital: A Self-Assessment Checklist for Agency Leaders (GAO/GGD-99-179, Sept. 2000). =un published, America, qualitative, 2000.
[10]	Patrick M. Wright, Russell Coff and Thomas P. Moliterno. Strategic Human Capital: Crossing the Great Divide. Journal of Management Vol. 40 No. 2, February 2014 353–370. DOI: 10.1177/0149206313518437.
[11]	Putnam, R (1996) Who killed civic America?, Prospect, March, pp 66–72.
[12]	Rrezarta Gashi (2013): Strategic Human Resources Management: Human Resources or Human Capital. Academic Journal of Interdisciplinary Studies MCSER Publishing-Rome, Italy Vol. 2, No. 9. Doi: 10.5901/ajis.2013.v2n9p88.
[13]	Venkatesh Ganapathy (2018) Strategic Management of Human Capital: ISBN 978-87-403-2036-7; Peer review by Ganapathy Dharmarajan, Mumbai.
[14]	Samer Khasawneh, 2010: Human capital planning in higher education institutions A strategic human resource development initiative in Jordan Department of Curriculum and Instruction Faculty of Educational Sciences, The Hashemite University, Zarqa, Jordan.
[15]	Strategic Human Capital Plan (2009 – 2014) National Archives and Records Administration (NARA). USA.
[16]	Youndt, M A (2000) Human resource considerations and value creation: the mediating role of intellectual capital, Paper delivered at National Conference of US Academy of Management, Toronto, August.

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APA Style

Awol Hussien Aman, Chalchissa Amentie. (2023). Strategic Human Capital: A Case of OBN & Adama City Administration, and Systematic Review Literatures. Journal of Human Resource Management, 11(2), 35-44. https://doi.org/10.11648/j.jhrm.20231102.11

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ACS Style

Awol Hussien Aman; Chalchissa Amentie. Strategic Human Capital: A Case of OBN & Adama City Administration, and Systematic Review Literatures. J. Hum. Resour. Manag. 2023, 11(2), 35-44. doi: 10.11648/j.jhrm.20231102.11

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AMA Style

Awol Hussien Aman, Chalchissa Amentie. Strategic Human Capital: A Case of OBN & Adama City Administration, and Systematic Review Literatures. J Hum Resour Manag. 2023;11(2):35-44. doi: 10.11648/j.jhrm.20231102.11

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@article{10.11648/j.jhrm.20231102.11,
  author = {Awol Hussien Aman and Chalchissa Amentie},
  title = {Strategic Human Capital: A Case of OBN & Adama City Administration, and Systematic Review Literatures},
  journal = {Journal of Human Resource Management},
  volume = {11},
  number = {2},
  pages = {35-44},
  doi = {10.11648/j.jhrm.20231102.11},
  url = {https://doi.org/10.11648/j.jhrm.20231102.11},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.jhrm.20231102.11},
  abstract = {The main purpose of this Seminar was to review on theoretical foundation of Strategic Human Capital (SHC) and its’ applicability on the ground when practiced by different Sectors (organizations). Both Primary and Secondary data sources were employed to review and Analysis. The Data obtained from both Sources were discussed in detail and Analyzed comparatively. This help to identify the status of Strategic Human Capital practicing at sectors’ level and the association of Theory. As the result of literature review indicated SHC is composed of three Strategic elements (Human Capital, Social Capital and Organizational Capital) in which all are worked in integration to achieve any desire of organizational success. Similarly, the result of Survey’s finding was revealed, there is direct relationship between all independent variables and dependent variable. The practice of human capital support for practicing social capital’s as well as Organizational Capital. As the Results of linear regression analysis was indicated 65.7% variance in Organizational Success can be predicted from the combination of all independent dimensions. The result also shows that F=51.516 at p<0.05 statistically significant. On other hand, Social capital theory implies that social resources have important direct and indirect effects. As survey analysis indicated the Social Capital is the most influential factor that significantly affect the organization success with a beta value (beta = 0.334, t=2.287), at 95% confidence level (p < 0.05). Furthermore, as data reviewed was indicated Organizational capital is the institutionalized knowledge possessed by an organization that is stored in databases and manuals which retained with the help of information technology on readily accessible and easily extended databases. Therefore, organizations need to give special concern to all independent attributes. The little improvement they made to their employees in practices and the development of systems; the employees were started becoming hard worker and have gratified with their organizations’ and, similarly the organizations can able to achieve its desired success with the help of its employees.},
 year = {2023}
}

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TY - JOUR
T1 - Strategic Human Capital: A Case of OBN & Adama City Administration, and Systematic Review Literatures
AU - Awol Hussien Aman
AU - Chalchissa Amentie
Y1 - 2023/05/24
PY - 2023
N1 - https://doi.org/10.11648/j.jhrm.20231102.11
DO - 10.11648/j.jhrm.20231102.11
T2 - Journal of Human Resource Management
JF - Journal of Human Resource Management
JO - Journal of Human Resource Management
SP - 35
EP - 44
PB - Science Publishing Group
SN - 2331-0715
UR - https://doi.org/10.11648/j.jhrm.20231102.11
AB - The main purpose of this Seminar was to review on theoretical foundation of Strategic Human Capital (SHC) and its’ applicability on the ground when practiced by different Sectors (organizations). Both Primary and Secondary data sources were employed to review and Analysis. The Data obtained from both Sources were discussed in detail and Analyzed comparatively. This help to identify the status of Strategic Human Capital practicing at sectors’ level and the association of Theory. As the result of literature review indicated SHC is composed of three Strategic elements (Human Capital, Social Capital and Organizational Capital) in which all are worked in integration to achieve any desire of organizational success. Similarly, the result of Survey’s finding was revealed, there is direct relationship between all independent variables and dependent variable. The practice of human capital support for practicing social capital’s as well as Organizational Capital. As the Results of linear regression analysis was indicated 65.7% variance in Organizational Success can be predicted from the combination of all independent dimensions. The result also shows that F=51.516 at p<0.05 statistically significant. On other hand, Social capital theory implies that social resources have important direct and indirect effects. As survey analysis indicated the Social Capital is the most influential factor that significantly affect the organization success with a beta value (beta = 0.334, t=2.287), at 95% confidence level (p < 0.05). Furthermore, as data reviewed was indicated Organizational capital is the institutionalized knowledge possessed by an organization that is stored in databases and manuals which retained with the help of information technology on readily accessible and easily extended databases. Therefore, organizations need to give special concern to all independent attributes. The little improvement they made to their employees in practices and the development of systems; the employees were started becoming hard worker and have gratified with their organizations’ and, similarly the organizations can able to achieve its desired success with the help of its employees.
VL - 11
IS - 2
ER -

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Author Information

Awol Hussien Aman

Business and Economics Faculty, The Department of Management, Jimma University, Jimma Town, Ethiopia
Chalchissa Amentie

Business and Economics Faculty, The Department of Management, Jimma University, Jimma Town, Ethiopia

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APA Style

Awol Hussien Aman, Chalchissa Amentie. (2023). Strategic Human Capital: A Case of OBN & Adama City Administration, and Systematic Review Literatures. Journal of Human Resource Management, 11(2), 35-44. https://doi.org/10.11648/j.jhrm.20231102.11

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ACS Style

Awol Hussien Aman; Chalchissa Amentie. Strategic Human Capital: A Case of OBN & Adama City Administration, and Systematic Review Literatures. J. Hum. Resour. Manag. 2023, 11(2), 35-44. doi: 10.11648/j.jhrm.20231102.11

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AMA Style

Awol Hussien Aman, Chalchissa Amentie. Strategic Human Capital: A Case of OBN & Adama City Administration, and Systematic Review Literatures. J Hum Resour Manag. 2023;11(2):35-44. doi: 10.11648/j.jhrm.20231102.11

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@article{10.11648/j.jhrm.20231102.11,
  author = {Awol Hussien Aman and Chalchissa Amentie},
  title = {Strategic Human Capital: A Case of OBN & Adama City Administration, and Systematic Review Literatures},
  journal = {Journal of Human Resource Management},
  volume = {11},
  number = {2},
  pages = {35-44},
  doi = {10.11648/j.jhrm.20231102.11},
  url = {https://doi.org/10.11648/j.jhrm.20231102.11},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.jhrm.20231102.11},
  abstract = {The main purpose of this Seminar was to review on theoretical foundation of Strategic Human Capital (SHC) and its’ applicability on the ground when practiced by different Sectors (organizations). Both Primary and Secondary data sources were employed to review and Analysis. The Data obtained from both Sources were discussed in detail and Analyzed comparatively. This help to identify the status of Strategic Human Capital practicing at sectors’ level and the association of Theory. As the result of literature review indicated SHC is composed of three Strategic elements (Human Capital, Social Capital and Organizational Capital) in which all are worked in integration to achieve any desire of organizational success. Similarly, the result of Survey’s finding was revealed, there is direct relationship between all independent variables and dependent variable. The practice of human capital support for practicing social capital’s as well as Organizational Capital. As the Results of linear regression analysis was indicated 65.7% variance in Organizational Success can be predicted from the combination of all independent dimensions. The result also shows that F=51.516 at p<0.05 statistically significant. On other hand, Social capital theory implies that social resources have important direct and indirect effects. As survey analysis indicated the Social Capital is the most influential factor that significantly affect the organization success with a beta value (beta = 0.334, t=2.287), at 95% confidence level (p < 0.05). Furthermore, as data reviewed was indicated Organizational capital is the institutionalized knowledge possessed by an organization that is stored in databases and manuals which retained with the help of information technology on readily accessible and easily extended databases. Therefore, organizations need to give special concern to all independent attributes. The little improvement they made to their employees in practices and the development of systems; the employees were started becoming hard worker and have gratified with their organizations’ and, similarly the organizations can able to achieve its desired success with the help of its employees.},
 year = {2023}
}

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