HCM 4.0 # The Business-Centric Model for managing human capital: HCM 4.0 CHAMPION OF ORGANISATION PERFORMANCE EXCELLENCE

The business centric HCM manager knows that every business issue (problem and opportunity) has its seeds in deeper human or organizational issues. HCM 4.0 is the enabler of Business Excellence capabilities which could be summed up as - identify and create capabilities such as speed to market, innovation, leadership, collaboration, fast change and culture management talent inventory .

HCM 4.0 aims at building a winning companies through a judicious combination of HCM practices, work structures and processes that enhances employee skill, knowledge, commitment, involvement and adaptability.

This approach elevates HCM4.0 from being a champion of talent to a champion of organization performance excellence. HCM is coupled with the strategy master- plan to CREATE VALUE THROUGH PEOPLE to achieve organizational vision mission and short term and long term goals

The HCM 4.0 business value proposition is PEOPLE – PERFORMANCE – PROFITS. The starting point is leadership, vision and benchmarking so as to create a sense of momentum and direction amongst employees at various levels in the organization. HCM 4.0 initiatives have to be specifically targeted to create a greater depth of human capital investment and higher levels of skill formation; which in turn result in improvements in the quality of work, higher levels of productivity and innovation and the standard of services delivered to the customer.

ECOSYSTEM FOR BUSINESS EXCELLENCE

HCM 4.0 emphasizes a radical transformation in organizational performance through the concept of continuous performance assessment for future performance development and by motivating employees with a comprehensive compensation and reward management system. This is further reinforced by engaging people in the shared vision and values of the company. This will increase HCM’s credibility to prove the point that it’s the people within the organization who actually provide a competitive edge to the organization.

The successful companies go beyond simply balancing these requirements; they create work situations that combine these demands to get the best out of the employees to meet the short-term and long-term needs of the companies. E.g., Google, Toyota etc. No single best example exists; each organization must customize its system to meet its own unique strengths and needs.

FINAL WORD

REVAMPING HCM 4.0 means have top class policies systems process and continually improving practices all aligned to an overarching business strategy - all designed to overall quality of human capital throughout the organization

With best wishes

Dr Wilfred Monteiro