Introduction

Companies in all fields are operating in an intensely competitive environment. To remain competitive, each company should have some advantages over other companies. Focusing on developing the companys human capital, for example, will distinguish your company compared to others. Human capital can be defined as the knowledge, skill, expertise, innovativeness, and ability of individuals to meet the assigned tasks and goals. Studies have indicated that there is a positive relationship between human capital and the companys performance. To expand this intangible asset, organizations need to continuously invest in the development of employees and/or recruit experienced, skilled, and highly knowledgeable people. Moreover, human capital can be built by performing some practices such as knowledge sharing, discretionary behavior, and organizational learning. Employee turnover, average age of employees, and employee satisfaction are some of the human capital indicators. In addition, human capital is important because it increases the organization's productivity and is a competitive advantage for both the employee and the organization.

Point 1

Structure:

The research referred to 11 large companies in the United States as samples to find out what is better, whether internal reports or external reports. The results indicate that the internal accounting reports are better than external. The article discusses the practices, evaluation, and role of the human function resources.

Methodology:

The research referred to 11 large companies in the United States as samples to find out what is better, whether internal reports or external reports. the researcher didnt give reasons why the internal report better than the external report.

Reasons/Evidence:

There is a point that the article preferred the internal article to the external one, but there is no evidence or explanations explaining why the internal one is better, but the major companies out of 11 preferred the internal one.

Conclusion:

The results indicate that the internal accounting reports are better than external.

Point 2

Structure

The research is a secondary source, specifically a literature review or review article. It synthesizes existing research and provides an overview of the definitions, measurement approaches, issues, and future directions in human capital research within the field of strategic human resource management.

methodology

Regarding the methodology, the passage does not describe a specific research methodology or study design. It is more of a literature review that synthesizes existing conceptual perspectives on human capital. As such, it does not have a formal methodology with potential weaknesses.

Reasons/Evidence

The reasoning employed in the passage is primarily deductive. It begins with the definitions of human capital provided by economists and psychologists and then discusses the implications and perspectives derived from those definitions. The passage uses logical reasoning to explore the conceptual foundations and implications of human capital.

The evidence provided in the passage is primarily logical and theoretical. It references the works of prominent scholars in the fields of economics, psychology, and organizational behavior to support the definitions and perspectives presented. The evidence is conceptual rather than empirical or statistical.

Conclusions

The passage discusses future directions in human capital research, focusing on three areas: emergence, measurement, and context. The conclusions drawn by the author are based on logical reasoning and theoretical considerations rather than specific data.

logic

The author makes assumptions about the need to consider the concept of emergence in human capital research and the challenges associated with measuring human capital at different levels (individual and organizational). The passage does not present specific data, but rather discusses methodological considerations and theoretical frameworks.

Point 3

Structure

The essay tells the author's thoughts about how company culture and people's skills affect investment decisions. It starts with old ideas, moves to new research, and ends with a message for HR bosses.

Methodology

The author uses other people's research and stories from HR and investment people to make their points. The author talks about feelings and trends but doesn't provide numbers to back up their arguments.

Reasons/Evidence

The author uses studies, law changes, and expert opinions to say that investors are starting to value company culture and people's skills more. But the author could have used more numbers to strengthen their argument.

Conclusions

The author believes that investors are slowly starting to understand the importance of company culture and people's skills. But the lack of understanding and rules is slowing down this progress.

Logic

The author thinks that not all HR bosses are ready or willing to make this change and that all investors want to consider people's skills in their investment decisions. The author could have given more reasons why some investors don't want to make these changes. But overall, the argument makes sense.

Point 4

In this article Marina discusses the Importance of Human capital management( HCM) to Companies in general and investors in specific , we also see how the industry has escalated in how they evaluate HCM by Human Capital Return on investment and there are also many other measures to quantify or measure Human Capital management , it appears that companies that give importance to their HRM activities shall have better return on investments which gave this matter great importance to all investors . The article has an analysis review theory followed and is also approaching mostly the qualitative approach since this topic is mostly qualitative , yet as we mentioned that investors started to look at Human Capital Return on investment we see the quantitative approach present as well in this article where the writer presents numbers that show how HCM effect the ROI , And the writer also showed a study that shows actual statistics to prove her argument that Human Capital management does actually affect Return on investment and gave example of a study done on 2 companies with different Focus on HCM , and all the source of text were primary even the study was done internally in the writers corporation which is Schroders and all the data supported the argument of the author and gave a positive conclusion . Most of the evidence was logical and the author always mentioned her point with logical perspective but she also had statistical and quantitative evidence mentioned to better support her point of view to the topic , I see the author did a good job in arguing her point in the topic and showed cleared justification on how HCM is strongly affecting Return on investments which led to investors focusing on this area . one point that could have been good to include in this article are experience of Investors that do analyse Human Capital management before investing, and showing more perspectives of actual investors would have proven the articles topic stronger. write a small conclusion for this report . use high-quality supporting sources and add their Harvard referencing. Write it as if it was written by a human. and Check it out by visiting gpt zero.