Discussion 1: Employee Engagement
One popular measure of human capital today is employee engagement, which is defined as the degree to which employees focus, produce, innovate, contribute, and actively engage organizational goals. How do you see engagement? What are some of the examples of engagement metrics that an organization may collect and assess? In what ways do organizational actions across the "capital management star" impact employee engagement?
Discussion 2: Cultural Assumptions
To fully engage the realities around human capital and return on investment, some cultural assumptions must be made that ensures the prohibition of silo development in an organization. Please define and give an example of a cultural assumption. What cultural assumptions can be developed that mitigate and prohibit silo development within organizations?