Human Capital a Source of Competitive Advantage "Ideas for Strategic Leadership"

The human capital is an integral part of any organization. It is believed that if organizations know how its human capital contribute to t heir success. It can be measured and managed effectively. Developing hum an c apital in t he or ganization i s t he major chal lenge for the l eaders in f ormulating competitive st rategies. For achieving compet itive a dvantage, the r ole of human c apital is greater than ever before be cause i t is considered t o be the weal th s uccess and major source of competitive advantage. This study is an attempt to provide some innovative ideas for the organizational leadership. There are some unique models fo r a cquiring, m aintaining and sustaining human capital These models are s pecifically der ived for this study. The purpose of these model s is to expl ain t hat human are t he key source of th e competitive advantage.

[1]  Constance E. Helfat,et al.  Specificity of CEO human capital and compensation , 1997 .

[2]  Mark A. Huselid.  The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance , 1995 .

[3]  John R. Amarant,et al.  Leadership for the Twenty-First Century , 1991 .

[4]  David P. Lepak,et al.  The Human Resource Architecture: Toward a Theory of Human Capital Allocation and Development , 1999 .

[5]  James N. Baron,et al.  Strategic Human Resources: Frameworks for General Managers , 1999 .

[6]  A. Zaleznik.  Managers and leaders: are they different? , 1981, Clinical leadership & management review : the journal of CLMA.

[7]  Sharon R. Peck.  Exploring The Link Between Organizational Strategy And The Employment Relationship: The Role Of Human Resources Policies , 1994 .

[8]  Oleksandr Talavera,et al.  The Return on Human Capital: the Case of UK Non-executive Directors that are also Executive Directors , 2011 .

[9]  N. Johnson,et al.  Strategic human resource management effectiveness and firm performance , 2001 .

[10]  J. Barney,et al.  On becoming a strategic partner: The role of human resources in gaining competitive advantage , 1998 .

[11]  Charles R. Greer.  Strategy and Human Resources: A General Managerial Perspective , 1995 .

[12]  Margaret A. Peteraf.  The cornerstones of competitive advantage: A resource‐based view , 1993 .

[13]  W. Bennis,et al.  Leaders: Strategies for Taking Charge , 1985 .

[14]  E. A. Fleishman,et al.  The description of supervisory behavior. , 1953 .

[15]  Ritu Agarwal,et al.  Crafting an HR strategy to meet the need for IT workers , 2001, CACM.

[16]  Naveed Yazdani.  Assessing the link between Intellectual Capital Formation and Performance of a University , 2008 .

[17]  David E. Terpstra,et al.  THE RELATIONSHIP OF STAFFING PRACTICES TO ORGANIZATIONAL LEVEL MEASURES OF PERFORMANCE , 2006 .

[18]  Peter J. Dowling,et al.  An Integrative Framework of Strategic International Human Resource Management , 1993 .

[19]  J. Barney,et al.  Competitive Organizational Behavior: Toward an Organizationally‐Based Theory of Competitive Advantage , 1994 .

[20]  G. Yukl,et al.  Relationships of managerial effectiveness and advancement to self-reported and subordinate-reported leadership behaviors from the multiple-linkage mode , 1995 .

[21]  J. Pfeffer.  Competitive Advantage Through People , 1994 .

[22]  R. Grant.  Toward a Knowledge-Based Theory of the Firm,” Strategic Management Journal (17), pp. , 1996 .

[23]  David G. Bowers,et al.  Predicting Organizational Effectiveness with a Four-Factor Theory of Leadership , 1966 .

[24]  Jerry N. Luftman,et al.  The IS Organization of the Future: The IT Talent Challenge , 2007, Inf. Syst. Manag..

[25]  New Paradigm Approaches in Strategic Human Resource Management , 1994 .

[26]  Orlando C. Richard,et al.  Strategic human resource management effectiveness and firm performance , 2001 .

[27]  Julie Indvik.  Path-Goal Theory of Leadership: A Meta-Analysis. , 1986 .

[28]  J. Barney.  Firm Resources and Sustained Competitive Advantage , 1991 .