HUMAN CAPITAL_6

HUMAN RESOURCE
READINESS: WHAT MATTERS

FOR PERFORMACE
GROP 6
TABLE OF CONTENT
01 04 Human Capital Readiness:
Readiness Strategy
A Derivative Framework
Human Capital Types of

02 05
Readiness: The Basics Internationalization
Human Capital and

03 Method: Focus Groups 06
Internatonalization
READINESS STRATEGY
Strategic preparation is the extent to which
an organization is ready to design, implement
and manage a particular strategy to achieve
its goals. This involves the organization's
ability to understand market needs, allocate
resources, and ensure alignment between
strategy and operations.
READINESS STRATEGY
For this reason, a readiness strategy involves several
elements:
Alignment with the Understanding of the

organization's vision and market or external
mission environment.
Availability of resources
Structured implementation
(including human, technological
and financial capital). process.
KEY COMPONENTS OF
STRATEGIC READINESS
Internal and External Preparation of Strategic Plans
Situation Analysis A ready strategy must be specific,
Organizations need to understand their measurable, achievable, relevant, and
internal strengths and weaknesses, time-based (SMART principles). This
including HR competencies, work plan should also identify clear
culture and organizational structure. implementation steps, including
distribution of responsibilities and
Commitment and Leadership timing.
Organizational leaders must encourage
and motivate the team to be able to
Availability of Resources
carry out the strategy consistently.
Not only does it include funds, but also
Leadership is also needed to manage
skilled human resources and supporting
risk and change as the strategy is
tools (technology, logistics, etc.).
implemented.
HUMAN CAPITAL
AVAILABILITY: THE BASICS
Human capital availability refers to the
extent to which an organization can access
the right talent, with the necessary skills,
knowledge, and capabilities, at the right time.
It is a critical factor in ensuring operational
efficiency and achieving strategic objectives
in an ever-changing business environment.
KEY ELEMENTS OF HUMAN
CAPITAL AVAILABILITY
Skill Availability Workforce Accessibility Pipeline Readiness Retention
The presence of The ease of A well-prepared Maintaining a stable

individuals with attracting and talent pool, both workforce by
relevant expertise onboarding talent, internally (through ensuring employee
and competencies to influenced by factors development satisfaction,
fulfill organizational like labor market programs) and engagement, and
needs. conditions, externally (in the loyalty.
geographic location, market), to meet
and organizational future demands.
reputation.
FACTORS INFLUENCING HUMAN CAPITAL
AVAILABILITY
Labor Market Economic and Political
Dynamics Stability
Supply and demand Stable environments
for specific skill sets in attract and retain Organizational Brand
the region or industry. talent more effectively. Employer reputation
significantly impacts
the ability to attract
Educational Technology and
top talent.
Infrastructure Automation
Availability of training Advances in
institutions and technology may either
programs aligned with create new roles or
market needs. reduce demand for
certain skill sets.
STRATEGIES TO ENHANCE
HUMAN CAPITAL AVAILABILITY
Proactive Recruitment Upskilling and Workforce Planning Employee Value
Reskilling Proposition (EVP)
Building relationships Aligning talent
with educational Investing in acquisition and Maintaining a stable
institutions and employee development workforce by
leveraging development to strategies with long- ensuring employee
technology for bridge skill gaps term business goals. satisfaction,
global talent engagement, and
searches. loyalty.
IMPORTANCE OF HUMAN
CAPITAL AVAILABILITY
Business Continuity: Ensures that critical roles
A
are always filled.
Competitive Advantage: Access to the right

B
talent drives innovation and growth.
Operational Efficiency: Avoids disruptions due to

C
skill shortages.
METHOD: FOCUS GROUP
A focus group is a qualitative research
method used to gather in-depth insights from
a group of participants through guided
discussions. This method is particularly
effective for exploring opinions, attitudes,
perceptions, and experiences related to a
specific topic.
MAIN CHARACTERISTICS
A The discusssion is focused on one issue
B Small groups with dynamic interaction
C Guided by moderator
ADVANTAGES
Interaction between
Produce deep insight participants enriches
the discussion
Effiient to collect a lot

of opinions
SHORTCOMINGS STEPS
The results are not
Determine the topic and
representative (because
choose the participants.
there are few
Implement the discussion
participants)
with guidance.
Vulnerable to moderator
Record and analyze data
bias and participant
to find themes or patterns.
dominance.
HUMAN CAPITAL READINESS:
A DERIVATIVE FRAMEWORK
A Human Capital Readiness (HCR)
Framework provides a structured approach
to evaluating and enhancing the
preparedness of an organization’s workforce.
It integrates key elements of human capital,
aligning them with strategic objectives to
ensure that the workforce is capable of
meeting current and future challenges.
MAIN COMPONENTS:
Skills and Education and
Competencies: Training: Focus on
Developing technical reskilling, upskilling,
capabilities and soft and training based on
Policy: Supporting
skills according to market needs.
human resources
industry needs.
through policies and a
Attitude and conducive work
Welfare: Ensuring Mindset: environment.
work-life balance and Encourage adaptation,
human resources innovation, and
health. continuous learning.
DERIVATIVE FRAMEWORK
Concrete strategies such Utilization of digital
as mentoring, training, technology to support
and evaluation through human resource
KPI. development.
TYPE OF
INTERNATIONALIZATION
Internationalization refers to the process by

which firms expand their operations beyond
their domestic markets. Below is an overview
of the types of internationalization commonly
employed by businesses:
EXPORT
Definition:
The sale of goods and services Characteristics:
produced in one country to Typically involves minimal
customers in another. investment and risk.
Can be direct (dealing with
Examples: customers directly) or
A furniture manufacturer in indirect (via intermediaries).
Indonesia exporting products to Good for businesses testing
Europe. international markets.
Agricultural products being sold
to foreign distributors.
LICENSING AND FRANCHISING
LICENSING FRANCHISING
Definition: A contractual Definition: A form of licensing
arrangement where a where a franchisor allows a
company (licensor) allows franchisee to operate under
another (licensee) to use its its brand and business model
intellectual property (IP) such in exchange for fees and
as patents, trademarks, or royalties.
technology in exchange for Example: Fast food chains
fees or royalties. like McDonald’s or Starbucks
Example: A software franchising their brand to
company licensing its operators in new markets.
technology to a foreign
partner.
CROSS-BORDER MERGERS AND ACQUISITIONS (M&AS)
Definition:
A company from one country
Characteristics:
acquires or merges with a
Involves a high level of risk
company in another.
and investment.
Examples: Offers quick access to new
An American tech firm markets, resources, or
acquiring a European startup technologies.
for its market presence and
innovations.
JOINT VENTURES (JVS)
Definition:
A partnership between two or Characteristics:
more companies to undertake a Allows firms to combine
business project, sharing strengths, such as market
resources, risks, and profits. knowledge or technology.
Typically used when
Examples:
entering markets with high
Toyota partnering with local
barriers or strict regulations.
manufacturers in China to
comply with regulations while
leveraging local knowledge.
WHOLLY-OWNED SUBSIDIARIES (WOS)
Definition:
A company sets up or acquires Characteristics:
a foreign company that is High cost and risk but
entirely owned and controlled allows full control over
by the parent company. operations and profits.
Often used by large firms
Examples: with sufficient resources
Apple setting up its own and long-term strategic
manufacturing plants and retail goals.
stores in different countries.
HUMAN CAPITAL AND
Human capital refers to the skills, knowledge,
experience, and attributes possessed by
individuals that contribute to economic
productivity. It plays a crucial role in the
success of a company's internationalization
efforts. The following outlines how human
capital interacts with and impacts
internationalization:
ROLE OF HUMAN CAPITAL IN
A Knowledge and Skills
B Innovation Capacity
C Cross-Cultural Competence
d Talent Management
HUMAN CAPITAL REQUIREMENTS
FOR INTERNATIONALIZATION
TYPES
A Export
B Licensing and Franchising
C Cross-Border Margers and Acquisitions
D Joint Ventures
D Wholly-Owned Subsidiaries
CHALLENGES IN LEVARAGING
HUMAN CAPITAL
A Talent Shortages
B Cultural Barries
C Retaining Talent
d Compliance with local laws

STRATEGIES TO MAXIMIZE HUMAN
CAPITAL IN
A Training and Development
B Talent mobility
C Collaborative Culture
d Strategic Partnerships
THANK YOU!
Hopefully, this year's report can make our
company even better

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HUMAN RESOURCE

READINESS: WHAT MATTERS

Human Capital Types of

Human Capital and

Alignment with the Understanding of the

The presence of The ease of A well-prepared Maintaining a stable

Competitive Advantage: Access to the right

Operational Efficiency: Avoids disruptions due to

A The discusssion is focused on one issue

B Small groups with dynamic interaction

Effiient to collect a lot

Internationalization refers to the process by

B Licensing and Franchising

C Cross-Border Margers and Acquisitions

d Compliance with local laws

A Training and Development

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