Abstract
A knowledge-based organization such as educational institutes, consultancy firms require certain skills from their employees. Among many, the prime duty of the department of human resource management (HRM) of an organization is to identify the required skills for a particular task or job. HRM searches those skills during the time of recruitment. However, skills are not constant; rather, they are dynamic. Different eras require different skills to perform any task successfully. During the post-pandemic period of COVID-19, usage of technology in educational institute for their regular tasks such as lecture delivery, online assessment, seminars, conducting workshops have increased rapidly. Unfortunately, the academicians in many cases are not trained to perform these tasks in an efficient manner. This is especially true for developing countries like Bangladesh, where the transition from an analog to a digital world is still in progress. The chapter focuses on how HRM in any knowledge-based organization can play a very crucial role to convert its human resources into human capital.
TopBackground
The term talent management is being used to describe efficient and integrated human resources practices with the objectives of attracting and retaining the right individuals, for the correct positions, at the right time. (Mohaimen et al., 2013)
Key Terms in this Chapter
Technical Knowledge: To run a particular organization, specific skills and knowledges are required. It varies for organization to organizations. In addition, in the era of modern computers, certain knowledge based on computer software and hardware are also important. Overall, these skills for performing any tasks are referred as “Technical Knowledge”.
Human Resource Management (HRM): The department which is responsible to manage and take care of the human resources of any organization is known as the Department of Human Resource Management or commonly known as (HRM). Their responsibilities includes recruiting, screenings, training, rewarding and appraising.
Performance Evaluation: In every year or after a particular period the department of human resource management of any organization evaluates the performance of their employee. It is executed in the aim to understand how much goal the organization achieved or to what extent the organization reached in its vision and mission. This process is termed in this chapter as “Performance Evaluation”.
Academician: In knowledge-based organizations, academicians are the professionals who are recruited by the authority for train up the future generations, generating knowledge among them. Their eligibility depends upon several factors such as academic performance, teaching experiences, research background etc. Authorities or recruiters set up different standard for entry, mid or senior most positions.
Human Capital: When the recruited employees are equipped with adequate trainings, enhanced with practical knowledge, and perform any task with highest level of efficiency then the employees are the human capital of that organization. This can be taken account for the broader picture of any country or society as well. If the citizen of any country is skilled and efficient, it will be considered as the human capital for that country too.
Academic Institute: It refers to an organization which dismantle knowledges for the upcoming generations and create new knowledge through research and analysis for the betterment of the society.