Human capital essay

Junior (College 3rd year) ・Management ・APA ・2 Sources

Any organization needs human capital in order to operate efficiently and boost productivity. The management's inability to develop effective operational strategies may ultimately result in a fall in employee productivity and a decline in the company's financial performance. The human resource division must be informed about every problem that human capital management faces. With the development of technology, it is the responsibility of any organization's management to guarantee that all personnel are trained in pertinent, cutting-edge skills and are in line with the established goals and objectives. In the quest for dealing with issues that are related to human capital management, departmental managers need to ensure that they identify the causes of the problems before coming up with suitable measures. In this paper, an assessment is conducted on the AGC’s problems, their diagnosis, and the change management strategies that can be implemented with the aim of addressing the issues.



One of the human capital management problems faced by the AGC Company is its failure in retaining skilled and talented workers. Most of the employees that get into the organization hardly stay long before resigning. The organization is also faced with challenges of workforce planning, and this makes it hard for it to come up with suitable changes that can be vital in ensuring that it is aligned to set goals and objectives. Another problem that AGC is struggling with is the difficulty in the management of organizational changes, and this is attributed to its poor leadership and employee relations.

There are various techniques that were used in the diagnosis of challenges faced by the AGC. The aspect of its failure in the management of organizational changes was assessed through observations that were made for a given duration. Problems attached to workforce planning, predictive analysis is essential in the diagnosis of its failures, and this entails the creation of better budget requests and better insights with the aim of making better decisions (Change-Management Coach, 2015). The implementation of the ROI analysis was also suitable for the identification of the reasons that led to some of the human capital management challenges.

By conducting a root-cause analysis on the AGC Company, the management change team will ensure that the current issues faced by the organization are addressed. Some of the causes of the current challenges faced by the firm include poor leadership structure and planning and its failure in coming up with suitable strategies (Change-Management Coach, 2015).


In the quest for dealing with the current challenges faced by the AGC Company, there are various measures that can be implemented. One of the recommended solutions for the organization was the strengthening of its Human Resource. The department was mandated with the role of hiring skilled and talented workforce, and this was aimed at ensuring that its change management plan was enhanced. Employees were also allowed to be a part of the decision-making process, and this was vital in the enhancement of workforce planning. Another intervention measure that was recommended was the introduction of a training program where the management team was to be trained in planning and their ability to adapt to changes imposed by the firm. The Human Resource Department in collaboration with a team of outsourced experts were mandated with the role of ensuring that all the workers were educated on the relevant skills that will see to it that they are capable of being aligned with the company’s visions (Creasey, Taylor, Hiatt & Boyle, 2014). Another that was suitable for dealing with the challenges faced by the AGC was the implementation of advanced technology in most of its department. In so doing, this played a critical role in enhancing its operational efficiencies, thus an improvement in its productivity. Finally, it was advisable for the AGC to change its planning team and this was essential in ensuring that the new management program for the firm was effectively implemented.


The evaluation methods that were used in the measurement of the effectiveness of the change management plan entailed organization of the collected historical and structural data on the performance of the AGC Corporation, and this was followed by an in-depth interpretation of the data. Departmental managers were mandated with the role of closely monitoring the performance of their workers and this they did by collecting feedback (Creasey, Taylor, Hiatt & Boyle, 2014). An assessment of the provided feedback made it easier for the organizational leadership to identify the progress of the implemented change management plan.

The implemented change management plan has a direct impact on the AGC’s human capital management and its market performance. With the new strategies, the organization will enjoy an improvement in its employees’ productivity, and this will translate to an increase in its market performance, giving it a competitive edge over the rival firms.


Based on the above information, it is evident that it is essential for the management change planning team of the AGC to effectively implement the new change management programs. Its success in enforcing suitable changes into the organization will be dependent on a proper diagnostic analysis.


Change-Management Coach (2015). “Benefits of Change Management”. Retrieved from: Retrieved on December 8, 2017.

Creasey, T., Taylor, T., Hiatt, J., & Boyle, R. (2014). Best practices in change management. [Loveland, CO]: Prosci.

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