Contents

• Introduction 2
• Human Capital 2
• Knowledge, Skills and Attitudes 3
• Knowledge 3
• Skills 3
• Attitude 4
• Issues affecting HR policies 4
• Age of the employees 4
• Flexible firm/ Core-periphery model 4
• Probable Approaches 5
• Knowledge Management (KM) 5
• Creation 6
• Storage 6
• Dissemination 6
• Application 6
• Human Resource Management System 6
• Conclusion 8
• References 8

Description

There has been increased interest by the academia towards assessing employee intellectual capital that they provide to an organization. This phenomenon has been more prominent in the knowledge intensive industry where employees have high level of education and provide thought leadership. However, in general companies have at times ignored how workers can be a positive influence and help achieve the objectives of the company. The human resources (HR) department in organization has yet to capitalize on the unique value workers whether permanent or non standard (Casual workers, Temporary employment and Fixed-term) bring through their skill sets, attitude and knowledge developed on the job. We will explore this issue here and see how attempts can be made to rectify it.