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Human Capital Strategy, 2005.
This paper develops a theoretical framework for human capital strategy.
13,800 words (approx. 55.2 pages), 23 sources, MLA, $ 135.95
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Abstract
This paper discuses the many facets of human capital strategy and its effect on organizations including methodologies for diagnosing an organization's human capital situation by using balanced scorecards, human capital modeling, benchmarking and metrics. The author reviews a human capital strategy for Wal-Mart as a hypothetical example demonstrating how the strategy, methodology and approach must be tailored to an individual organization. The paper presents best practice cases as a source of knowledge and expertise and stresses that human capital strategy is a must in today's organizations.
From the Paper
"Human resources (HR )departments are undergoing a transformation in this century from entities that viewed people as being a cost to the organization to entities that recognize people as an asset to the organization."
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The ROI of Human Capital, 2004.
Review of literature concerning what it takes to enhance human capital management and, thereby, return on investment (ROI).
2,828 words (approx. 11.3 pages), 6 sources, MLA, $ 84.95
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Abstract
This paper reviews literature concerning ROI (return on investment) and human capital and looks at examples of companies and how they effectively managed human capital to enhance their ROI. The paper then uses this information to assert that the ROI of human capital can be measured and that this knowledge is essential to the health of a company. The paper also points out that one of the most important aspects of human capital management is effective communication within the company.
From the Paper
"While TQM (Total Quality Management) and JIT (Just In Time) were industry watchwords in the 1990s, after the change of the millennium, those purely statistical measures of organizational excellence seem limited. The new corporate landscape is littered with the bodies of organizations that did everything right; they just did the wrong things right, and, in retrospect, paid more attention to process than the people who operated those processes. The new watchword seems to involve human measurements, infinitely more difficult than process measurements as required by TQM and JIT types of programs. Even more difficult is providing an assessment of how good capital management practices can affect ROI. It is easy to see that too much downtime on an assembly line can damage ROI; the costs of the equipment are known, as are the profits of its products. But when humans have ?down time? it is often not noticeable, never mind measurable. Still, there are factors that are known about operating humans; for instance, communication is essential. IN addition, there are companies with good human capital management styles, and bad. Each of those companies will have a financial picture; correlating the ranking of a company?s human capital management function with its financial picture is a guidepost to finding the best practices in human capital management for producing a desirable ROI from investments in human capital."
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Human and Social Capital: Impact on Economy, 2008.
A discussion of the influence of both human and social capital on a modern economy and their positive correlation to the wealth of a nation.
4,065 words (approx. 16.3 pages), 10 sources, APA, $ 109.95
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Abstract
This paper discusses and defines several types of human capital and social capital and describes the differences between both kinds of capital. The author discusses the theoretical aspects of social capital, as expounded by modern economists, and shows several examples of social capital at work, in the education system and in the work environment. The paper demonstrates the positive connection between social networks and economic development and the need for both human and social capital in increasing a nation's prosperity.
Outline:
Introduction
Human Capital
Social Capital
Types of Social Capital
Social Capital and Modern Economics
Promoting Social Capital
Implications
Conclusion
From the Paper
"The research indicates that social capital involves the relationships that are developed in society. The developing and sustaining of such relationships or networks appears to play an integral role in allowing people to work together to achieve common goals. In addition to human capital which is associated with the development of knowledge and skills, social capital is focused more on the development of relationships that ultimately result in individuals and groups working side by side who would not ordinarily cross paths."
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Human and Physical Capital, 2002.
Examines which is more important for economic growth - human capital or physical capital.
3,150 words (approx. 12.6 pages), 6 sources, $ 115.95
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Abstract
It is the objective of this paper to highlight the exigency of the ionisation between human capital and endogenous economic growth. A brief digest of the evolution of modern growth theory will be provided, with particular attention being paid to growth models that account for the importance of human capital in the contemporary economic environment. The analysis of this paper will remain limited to the importance of human, and to a lesser degree, physical capital, in economic development.
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Educating for Human Capital, 2007.
This paper discusses the human capital ideology in Ontario education.
2,312 words (approx. 9.2 pages), 10 sources, MLA, $ 71.95
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Abstract
The paper reveals that the ideology of education in the Province of Ontario seems increasingly geared to a model stressing the development of human capital, as opposed to human beings. The paper explains that there is a very strong emphasis on producing people who are suited to the workforce. The paper contends that this should raise questions as to the true purpose of education, whether it is only meant to supply workers of certain kinds to the economy. The paper considers this educational ideology in Ontario as depressing.
Outline:
Introduction
Human Capital Models
'Quality Education'
Concluding Discussion
From the Paper
"The ideology of education in the Province of Ontario seems increasingly geared to a model stressing the development of human capital, as opposed to human beings. Although one sees much reference to an educational system devoted to removing ethno-racial or gender divisions, or educating the whole child, there is now a very strong emphasis on producing persons who are suited to the workforce. This is in keeping with the influential post-World War II theorist, Theodore W. Schultz's notion of producing individuals who could earn and otherwise be productive members of society. (1961) This human capital orientation was again seen strongly in the 1990s in Ontario under a neo-conservative government given to reduced social spending and cost-benefit analyses of all public sector systems in existence. This outlook has subsided with a change of government or the passage of time. There is still an assumption of the well prepared student, youth or adult, as a person offering abilities suited to the employment market, making the province wealthier in terms of human capital serving the needs of employers. (Bouchard: 1998)"
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Human Capital Theory, 2004.
Considers the implications of human capital theory on women in the workforce.
3,150 words (approx. 12.6 pages), 8 sources, MLA, $ 111.95
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Abstract
This paper explains the primary elements of human capital theory and discusses what it means for women in the workforce. The paper also discusses the growing awareness among companies that investments in human resources increase their value to the organization.
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The Impact of Human Capital on Economic Growth, 2006.
A paper discussing the idea that the incentive to accumulate human capital is affected by the introduction of new products and technologies.
1,000 words (approx. 4.0 pages), 8 sources, APA, $ 35.95
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Abstract
This paper analyzes how human capital accumulation and the development of new products and technology, through investments in R&D, interact in the determination of economic growth by providing incentives for each other.
From the Paper
"By merging these two theoretical frameworks, it is been man's ambition to construct a model of economic growth based on human capital accumulation and R&D which should ideally be able to produce predictions in line with the findings of the empirical growth literature. Empirical studies of economic growth have introduced a variety of explanatory variables to account for cross-country variation in growth performance, e.g. enrolment rates, human capital stock proxies, labor force participation rates, fertility, private and public investment rates, foreign direct investment, equipment investment, revolutions and coups, inflation, black market exchange rate premium, market size, and number of people employed in R&D activities (see e.g. Barro 1991, DeLong and Summers 1991, Backus, Kehoe and Kehoe 1992, Levine and Renelt 1992, Mankiw, Romer, and Weil 1992, and Blomstrom, Lipsey and Zejan 1994). The results from these studies can be summarized in three key areas of importance for growth, namely; human capital, investments, and variables related the business environment."
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Working Capital Strategies, 2008.
This paper is a research proposal on the risk and opportunities of working capital, working capital management, cash conversion cycle and credit management, among others.
4,739 words (approx. 19.0 pages), 15 sources, APA, $ 121.95
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Abstract
This paper is a research proposal that discusses Lawrence Sports, a company that manufactures and distributes sports equipment and protective gear. Lawrence has a cash flow problem because largest customer, Mayo Stores is not paying on time. This paper benchmarks other companies to determine an alternative solution which will enable the company to improve its overall cash flows. The paper introduces research that assesses the risks and opportunities of working capital, working capital management, cash conversion cycle, credit management, and short-term financing/debt reduction to prepare for long-term opportunities, cash flow, and identifies the best practices in working capital management. Also, the paper has a large appendix with information from multiple companies.
Outline:
Abstract
Introduction
Conclusion
References
Appendices
Borders
General Electric
Magna Entertainment Corporation
Fleetwood Enterprise
Wal-Mart
Starbucks
Graham Manufacturing
Dell Computers
From the Paper
"In addition to the other working capital issues identified, Lawrence Sports also is experiencing issues with its cash conversion cycle. Currently, Lawrence is using short-term financing in the form of cash from operations and a bank line of credit to not only finance short term assets such as inventory but also ongoing operations. Doing so places a significant pressure on the company to convert cash quickly. Benchmarking two other companies who have successfully controlled their cash conversion cycle could lend insights to Lawrence on how its CCC may be improved.
"Graham Manufacturing had a CCC of 134 days in 2004. By reducing the amount of time to collect 42% in 2007 and 37% in 2006 as well as increasing the amount of customer deposits prior to delivery of product Graham reduced its CCC down to 46 days by Q1 FY08. Following Graham's example Lawrence Sports could reduce its CCC by requiring Mayo, its largest customer, to pay more than 20% at the time of order. Additionally, Lawrence should focus on faster collections just as Graham did successfully. Such a plan could take the form of discounts for prompt payment or negotiate an interest charge for delayed payment."
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Working Capital Strategies, 2008.
This paper is a research proposal on the risk and opportunities of working capital, working capital management, cash conversion cycle and credit management, among others.
4,739 words (approx. 19.0 pages), 15 sources, APA, $ 121.95
»
Click here to show/hide summary
Abstract
This paper is a research proposal that discusses Lawrence Sports, a company that manufactures and distributes sports equipment and protective gear. Lawrence has a cash flow problem because its largest customer, Mayo Stores, is not paying on time. This paper benchmarks other companies to determine an alternative solution which will enable the company to improve its overall cash flows. The paper introduces research that assesses the risks and opportunities of working capital, working capital management, cash conversion cycle, credit management, and short-term financing/debt reduction to prepare for long-term opportunities, cash flow, and identifies the best practices in working capital management. Also, the paper has a large appendix with information from multiple companies.
Outline:
Abstract
Introduction
Conclusion
References
Appendices
Borders
General Electric
Magna Entertainment Corporation
Fleetwood Enterprise
Wal-Mart
Starbucks
Graham Manufacturing
Dell Computers
From the Paper
"In addition to the other working capital issues identified, Lawrence Sports also is experiencing issues with its cash conversion cycle. Currently, Lawrence is using short-term financing in the form of cash from operations and a bank line of credit to not only finance short term assets such as inventory but also ongoing operations. Doing so places a significant pressure on the company to convert cash quickly. Benchmarking two other companies who have successfully controlled their cash conversion cycle could lend insights to Lawrence on how its CCC may be improved.
"Graham Manufacturing had a CCC of 134 days in 2004. By reducing the amount of time to collect 42% in 2007 and 37% in 2006 as well as increasing the amount of customer deposits prior to delivery of product Graham reduced its CCC down to 46 days by Q1 FY08. Following Graham's example Lawrence Sports could reduce its CCC by requiring Mayo, its largest customer, to pay more than 20% at the time of order. Additionally, Lawrence should focus on faster collections just as Graham did successfully. Such a plan could take the form of discounts for prompt payment or negotiate an interest charge for delayed payment."
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Recommendations for Changes in Starbuck's Working Capital Strategies, 2002.
Given the troubling condition of Starbuck?s liquidity and activity ratios, the paper proposes several recommendations to improve the company?s financial health.
1,275 words (approx. 5.1 pages), 3 sources, MLA, $ 43.95
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Abstract
The paper recommends that the company should not expand so aggressively and that it should free up some working capital, including cash and marketable securities for day-to-day operations, and closely monitor their liquidity ratios. The paper then explains that Starbucks should make some important changes to their sources and uses of short term financing. Finally, the paper recommends that the company should make some changes to their inventory policies and gives examples of these changes.
From the Paper
"A cash ratio is simply a measure of a company's cash and marketable securities in relation to their current liabilities. Starbuck?s cash ratio declined steadily from 1997 to 2000, with a small (0.08) jump in 2001. In every year since 1998, the ratio has been below 1.0. A ratio below 1.0 indicates that a firm may not be able meet it?s financial obligation, as it does not have enough readily available cash and securities on hand to meet their current liabilities."
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Human Resources and Business Strategy, 2004.
Thesis paper with the intended purpose of clarifying the evolving responsibilities of the human resources department in business.
22,814 words (approx. 91.3 pages), 45 sources, APA, $ 249.95
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Abstract
This is an in-depth study intended to give some insights into changing HR styles and their preference of tools and methods. It looks at the variables affecting the present-day organizations and the models that the modern HR departments prefer in effort to help organizations use their human resource assets more effectively. The paper focuses on the idea that the HR department is becoming more than just an administrative department, which, in turn, means that the HR department must develop the human side of the business along with the goals and the objectives of the organization.
Outline
History of Human Resource Understanding and Management
Compensation and Rewards Utilization
HR and Management styles
Organizational Culture, Change and HR Effectiveness
Understanding Organizational Structure and HR impact
Training and Upgrading the Skills of the Employees
Change Management and the Role of the HR department
Mergers and Acquisitions
HR Department and Conflict Management
Information Technology and Changing Technology
Intellectual Capital and Knowledge Management by the HR
Teleworking and the HR Department
HR Department and Outsourcing
Leadership and the HR Department
From the Paper
"Organizations are changing. All departments within an organization have to change to keep pace with the change. The Human Resource Department?s functions have changed; HR takes on more duties and responsibilities than in the past. The HR department is becoming a strategic partner for the organization as it is a purveyor of the most important asset a company controls?the human asset."
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Strategic Human Resources Management (SHRM), 2006.
A discussion regarding strategic human resources management (SHRM) in relation to employees or 'human capital'.
2,678 words (approx. 10.7 pages), 17 sources, MLA, $ 80.95
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Abstract
This paper examines and discusses the reasons that strategic human resources management (SHRM) puts the emphasis firmly on 'resource' rather than 'human'. According to the paper, SHRM is a model that is highly precise, as well as adaptive and interactive.
Outline:
Objective
Introduction
Four Levels of Integration: HR Function & Strategic Management Function
Contingency of 'fit' (alignment)
The Debate: Horizontal v. Vertical Alignment
Behavioral Theory in SHRM
Human Capital?
Capability Management
Summary and Conclusion
From the Paper
"Through integration of human resources management (HRM) "into the agency planning process, emphasizing human resources (HR) activities that support broad agency mission goals, and building a strong relationship between (HR) activities that support broad agency mission goals, and building a strong relationship with HR and management, agencies are able to ensure that the management of human resources contributes to mission accomplishment and that managers are held accountable for their HRM decisions." (Ibid) The basic concept of strategic HRM is stated by Mazen and to be that: "Business organizations exist in a competitive environment with scarce resources. Controlling this resource (physical, organizational, information and human) that gives the company the competitive advantage..." (2006) The 'strategic management process' focuses toward analysis of the competitive situation of the organization in developing both the strategic goals as well as the organizational mission and as well the "...external opportunities and threats, and its internal strength and weaknesses to generate alternatives." (Mazen & Kayaly, 2006) 'Strategic human resources management' (SHRM) is "the pattern of planned human resources deployments and activities intended to enable an organization to achieve its goals." (Mazen & Kayaly, 2006) "
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Venture Capital, 2005.
Looks at venture capital as an investment strategy.
1,125 words (approx. 4.5 pages), 5 sources, $ 44.95
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Abstract
This paper discusses venture capital as an investment strategy and as an element in portfolio management, noting that venture capital involves making investments in relatively unproven and high-risk enterprises, and it is generally expected that such an investment will yield a greater return than other types of investment. The paper shows that venture capitalists are also much more involved in the management of the business after making the investment, such as becoming members of the board of directors.
From the Paper
"Venture capital is a form of investment in start-ups of one type or another, and such investments are exempt from the registration requirements of the Securities Act. Private placement investments can be made by individuals, by institutional investors, or by other businesses, but a particular type of private placement involves the provision of funds and other resources by one or more professional venture capitalists. Venture capital involves making investments in relatively unproven and high-risk enterprises, and it is generally expected that such an investment will yield a greater return than other types of investment. Venture capitalists are also much more involved in the management of the business after making the investment, such as becoming members of the board of directors: Although a venture capital investor may be a single individual, most venture capitalists are organized as a limited partnership."
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The Preservation of Capital, 2007.
This paper explores real estate investment as a recommended strategy for preservation of capital.
9,058 words (approx. 36.2 pages), 13 sources, MLA, $ 188.95
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Abstract
The paper reveals that real estate is the most advantageous investment because it tends to act as a counterweight to inflation, it is not normally effected by the conditions on Wall Street and it generates a higher yield than a savings account or bonds. The paper focuses on the use of real estate in a preservation of capital strategy. The research explores residential and commercial real estate, real estate investment trusts (REITs), real-estate mutual funds and home builder stocks. The paper discusses the manner in which they can be utilized in a preservation of capital investment strategy.
Outline:
Abstract
Chapter I: Introduction
Chapter II: Literature Review
Chapter III: Methodology
Chapter IV: Discussion, Conclusions and Recommendations
From the Paper
"Preservation of Capital is defined as an investment strategy that has as a primary goal preventing the loss of the total value of an investment. The use of a capital preservation means that investors must guarantee their portfolios are generating a return that is at a minimum equal to inflation. The research also found that real estate serves as great portfolio investment because it is a counterweight to inflation. The literature asserts that most financial planners and investment managers alike recommend that individual portfolios consist of 5% and 20% real estate investment that does not include the investor's primary residence. In addition the research found that companies began increasing real estate investments in the 1980's and today a substantial percentage of many business investment portfolios are composed of real estate investment."
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Human Resource Management Systems, 2008.
A comparative analysis of PeopleSoft and army recruiting information support system (ARISS) software applications used by professionals in the human resources field.
750 words (approx. 3.0 pages), 4 sources, APA, $ 26.95
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Abstract
The paper examines the PeopleSoft and the army recruiting information support system (ARISS) systems and concludes that they both provide efficient benefits and compensation tracking, people management, training and learning modules. The paper relates that the PeopleSoft program provides superior support for private entities as the program is easily customized to meet the needs of individual organizations. The paper notes, however, that the ARISS software has many similar features that are customized to meet the needs of army personnel.
Outline:
Human Capital Management PeopleSoft
Human Capital Management ARISS
Conclusions
From the Paper
"According to a CedarCrestone survey (2005, 2006) of workplace technologies, PeopleSoft proved superior as a human capital management system. The survey suggests PeopleSoft is far superior for private and public entities interested in managing "benefits and payroll", in "learning management and talent management" and in "employee and manager self-service". Theses six criteria are the criteria the researcher uses to compare PeopleSoft with ARISS. PeopleSoft provides an easy-to-use user interface that allows benefits and compensation managers to exchange information through an intranet so payroll and associated benefits can be matched with each employee and other relevant party associated with the enterprise."
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