Human Capital Development

Human capital development have a strong relationship with strategic planning process. In an organization, human capital development on strategic planning process can consider as a main tool for influencing and shaping attitudes, skills and behaviour of the individuals in their duties and jobs. With a proper management on human capital development, they are able to create a new goods and services. Furthermore, it is a good concepts and specialized with strategic planning process and environment by giving a specific tasks due to the deliberations on the objectives. Hence, after the organization improve the management of human capital development on strategic planning process, the organizations are definitely have some breakthrough and progress.

For today’s challenging environments, human capitals are playing an importance role in the organization in order to have dominant position in competitive advantage. Human capital developments are indispensable because it is unique and valuable assets for successful today. Undeniable, practices of human capital development is a significant process to employing and selecting the qualified employees to the organization. So, have a systematic functions and proper practices in strategic way not only can retain and attract the employees, it also can let the organization more understand the demand of employees. Development activities, empowerment, training and energetic participation to decision making process are the examples of human resources management (HRM) practices, all of these can assist employees’ to creative innovative ideas and let them active in innovation process. Job identification, participation to decision making, job analysis, performance evaluation, training-development and career management are the positive and strong relationship for innovation and HRM practices on strategic planning process. In order to achieve organizational innovation, human capital development helps the organization to develop organizational skills and perform well in critical operations. (Taheri and Marjani, 2015). So, function or human capital

The main purpose of the organization planning is used to combine objective in the organization and individual on the belief that both subordinate and superior to participate and achieve the goals. Apart from this, in order want to achieve this purpose, the organization used a strategy to comprehensive framework for the transformation vision and mission. Balanced scorecard (BSC) make the strategy way to the organization for consistent the examination performance. Besides that, the executive of the organization are also using the balanced scorecard (BSC) to explain vision, mission and strategy to perform well in the organization. There are some views in the organizations through balanced scorecard, which are the learning and growth, financial perspective, business process perspective and customer perspective. In fact, framework common language was provided by balanced scorecard (BSC) to refine the strategy pays decision to inform the employee or staff about the drivers of the success. In short, executive of the organization can imploded the capabilities specialized knowledge of human capital development in the organization and attempt to achieve long-term objectives and goals. (Taheri