My innovative human capital model!

1. Engage!
How to engage employees to drive business results…
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2. Human Resources evolves into Human Capital
Companies need to shift the focus from traditional human resources practices to real
human capital practices that drive results through people!
From To
Recruiting processes Engaging employees
On boarding Creating a compelling employment brand
Human resources processes Building a high performance culture
Employee relations People strategies that drive results
Compensation
Measuring the results of deploying people
Performance management
Real-time performance optimization
Compliance
Rewarding employees for business results
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3. Elements of Human Capital
An effective human capital philosophy guides how to engage your workforce to drive
results. It also creates a compelling employment and cultural brand!
Rewarding Attracting
Employee
Engagement
Performing Selecting
Learning
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4. Global Human Capital Strategies that Work
Human capital strategies that work:
– Focus on employee engagement and business results
– Infuse the key drivers of business operations
– Make human capital practices and principles transparent by making them part of what
everyone does everyday
– Translate business strategy into action and connect employees at all levels
Outcomes of human capital strategies:
– Profitable revenue
– Innovation
– Strategic alignment
Human Human
Business Business
Capital Capital
Strategy Results
Strategy Practices
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5. Attracting and Selecting
An effective recruiting strategy delivers the right talent at the right time and
acts as the starting place for effective employee engagement.
Plan
Hire Source
Background
Checks
Screen
References Interview
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6. Learning
A dynamic learning strategy and system is essential to developing the values
and technical, core, and leadership competencies that accelerate performance.
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7. Performing and Rewarding
Integrating performance and reward practices is the key to inspiring and
motivating employees to deliver results.
Ultimate  Inspire and motivate employees to achieve client’s strategic goals
Rewards  Performance management becomes a continuous, real-time process
 Creates an effective platform for coaching and recognizing employees
 A systematic process to set metrics, communicate essential skills,
Performance knowledge, and behaviors, provide feedback and coaching, and
Optimization deliver rewards, which offers employees what they need to
excel in their work
 Variable pay rewards employees based on their achievement
Variable Pay level of defined performance metrics each month
 Focuses agents on achieving a higher level of performance
each month
 Base pay is linked to each employee’s consistent achievement of
defined performance metrics
Base Pay
 Accelerates base pay increases based on true performance that
drives business results
 Acknowledges and celebrates achievements of teams and
Recognition individuals and creates an environment where everyone has an
opportunity to win
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