he research problem addresses the issue of learning taking place on broad walks of life. Such learning attracts limited recognition. The objective is to develop a system where structure could be given to such learning, for inclusion in formal systems. The researcher considers amongst other the role of organizational objectives, in determining required skills. Required human capital could be benchmarked against “formal learning programs”, with a view to create a formal credit transfer system. The research also probes the possibility of using such a system to determine specific skills gaps. Collectively, the research is contextualized within a Corporate Qualifications Framework (CQF), that measuring human capital in terms of a strategic plan. A Corporate Qualifications Framework operates on three principles – the required human capital (demand side), the actual human capital (supply side) and the gap. The demand side consists of job descriptions, qualifications and occupational profiles. Supply side standards are used to measure actual human capital by means of performance management, performance assessment and the recognition of prior learning (RPL).
The development of a Meta Business Framework suggests a business consciousness that recognizes the role of thinking and the development of alternative realities that recognizes the evolution of humanity. Meta Business suggests that business honours the relationship between mind and matter as well as the interconnectedness of all things. Thus, the evolution of educational thought, being integral to Meta Business, suggests the development of learning to serve business requirements, whilst business is designed for the benefit of humanity.
The discussion is centered on the possibility of using non-formal learning as formal credit in a process termed “work based learning”. The process entails creating a system whereby the training conducted at the workplace translates into credits in formal education. The roles of academic institutions are important to enhance legitimacy & credibility. The result is the creation of a framework that is industry based. The implications are that a CQF can be used to develop an integrated system of human capital management.
The integrated conclusion suggests a redesign of the current educational system in South Africa, to become adaptable and effective, serving the needs of industry and society at large.
Table of Contents
- Chapter one: Building articulation and integration
- 1.1 Introduction
- 1.2 Literature survey
- 1.3 The case for articulation
- 1.4 Corporate qualifications frameworks
- 1.5 Credit Accumulation
- 1.6 The Research Question
- 1.7 Research Objectives
- 1.8 The research question
- 1.9 Research design
- 1.10 The research assumptions
- 1.11 Research methodology
- 1.12 Data collection
- 1.13 Data analysis
- 1.14 The research stages
- 1.15 Research findings
- 1.16 Discussion
- 1.17 Themes that emerged from the study:
- 1.18 Summary of findings
- 1.19 Proposed further research
- 1.20 Conclusion
- Chapter two: Quantifying human capital
- 2.1 From National Qualifications Framework to Corporate Qualifications Framework
- 2.2 The Private Provider example
- 2.3 Basic requirements of learning to ensure realistic quantification
- 2.4 How the CQF quantifies learning in industry
- 2.5 How to determination credit value:
- 2.6 The CQF and employer benefits:
- 2.7 Conclusion
- Chapter 3: The role of Systems Thinking in Education
- 3.1 Existing creativity and innovation frameworks
- 3.2 The Innovation S-Curve
- 3.3 The innovation framework
- 3.4 Ambidextrous Organizations
- 3.5 Case Study: Innovation frameworks in the Infomage Rims Group
- 3.6 Human Capital
- 3.7 Technical Knowledge
- 3.8 Recommendations and Future Work
- 3.9 Compliance and the effect on creativity
- 3.10 The source of all creativity
- 3.11 Creativity Myths: the Rims Infomage RIMS Group
- 3.12 Conclusion
- 3.13 Summary
- Chapter 4: The innovation funneling process
- 4.1 The Group Process of searching for ideas
- 4.2 Two Dominant Models of the Development Funnel
- 4.3 The environment and its current shortcomings
- 4.4 Identify the area in which you could gain maximum benefit from the implementation of the new technology or process
- 4.5 Improving process maturity & capturing all elements of the process and the environment
- 4.6 Drawing a Process Based Transformation Plan
- 4.7 Strategies that could be used
- 4.8 Goals & Objectives for Rims
- 4.9 The way forward
- 4.10 Justify the capital expenditure versus the benefits
- 4.11 Demonstrate how you would generate a sustainable innovation competency within your organisation
- 4.12 How will compliance with the BPMM be appraised in Rims?
- 4.13 How will the BPMM and its appraisal methods be used?
- 4.14 Project 2
- 4.15 Structures of engagement
- 4.16 South African Alliances
- 4.17 Conclusion
- Chapter 5: Quality management system to support skills programmes & learnerships
- 5.1 Project implementation and quality assurance (PIMQA)
- 5.2 From start to finish - twelve steps
- 5.3 Looking at the current QMS
- 5.4 The marriage of QMS & Project Management (PM)
- 5.4.5 Close out reporting
- 5.5 Conclusion
- Chapter 6: Increasing your managerial awareness level
- 6.1 Functioning on the Meta Level
- 6.2 The levels of awareness
- 6.3 The Business Application
- 6.4 The Way forward
Objectives and Key Themes
This work aims to explore various aspects of human capital development and management within a corporate context. It investigates the integration of learning and development initiatives with business needs, the quantification of human capital, and the role of systems thinking in fostering innovation.
- Articulation and Integration of Learning and Development
- Quantifying Human Capital and its Value
- Systems Thinking in Education and Innovation
- Innovation Processes and Management
- Quality Management Systems in Skills Development
Chapter Summaries
Chapter one: Building articulation and integration: This chapter lays the groundwork for the research by exploring the crucial need for articulation and integration within learning and development programs. It examines existing literature on accreditation and its relevance to business needs, arguing for a more cohesive approach to recognizing and valuing learning achievements. The chapter establishes the research question, objectives, methodology, and design for the study, focusing on how to effectively bridge the gap between individual learning and organizational goals through a robust framework for credit accumulation and corporate qualifications. The research design and methodology are clearly outlined, setting the stage for the subsequent chapters' analysis and findings. The significance of this chapter lies in its comprehensive justification of the research goals and its clear articulation of the research process.
Chapter two: Quantifying human capital: This chapter delves into the practical challenges and strategies involved in quantifying human capital. It examines the transition from national qualifications frameworks to corporate qualifications frameworks (CQFs), using a private provider as a case study to illustrate the complexities and benefits of such a transition. The chapter meticulously details the key requirements for accurate quantification of learning in an industrial context, outlining the processes through which the CQF assigns credit values to different learning experiences. The chapter also highlights the advantages that CQFs offer employers in terms of improved human capital management and strategic workforce planning. This chapter's significance lies in its pragmatic approach to a complex issue, offering concrete examples and clear explanations of the methods and benefits of quantifying human capital within the corporate environment.
Chapter 3: The role of Systems Thinking in Education: This chapter explores the application of systems thinking to enhance creativity and innovation within educational and organizational settings. It examines existing creativity and innovation frameworks, introducing concepts like the innovation S-curve and ambidextrous organizations. A case study focusing on the Infomage Rims Group illustrates the practical application of these frameworks. The chapter then delves into the role of human capital and technical knowledge in driving innovation. The chapter concludes by discussing compliance, creativity myths, and offers recommendations for future work. The chapter's significance lies in its holistic approach to fostering innovation, integrating various theoretical concepts with practical case study examples.
Chapter 4: The innovation funneling process: This chapter focuses on the process of managing innovation within organizations. It analyzes various models for innovation development, highlighting their strengths and weaknesses. The chapter details a practical framework for improving process maturity and capturing all environmental factors affecting innovation. It then outlines strategies for implementing the framework, setting goals and objectives, and justifying capital expenditures. The chapter also discusses the role of compliance, and explores different models of organizational engagement in innovation activities. This chapter's importance lies in providing a systematic and practical guide for organizations seeking to effectively manage and enhance their innovation capabilities.
Chapter 5: Quality management system to support skills programmes & learnerships: This chapter examines the vital role of quality management systems (QMS) in supporting skills programs and learnerships. It introduces a project implementation and quality assurance (PIMQA) toolkit, outlining a twelve-step process for effective implementation and quality assurance. The chapter analyzes the current QMS and advocates for a stronger integration between QMS and project management methodologies. The emphasis is on comprehensive process management to ensure the efficacy and effectiveness of skills development initiatives. The significance of this chapter lies in its practical framework for ensuring the quality and impact of skills development programs.
Keywords
Human capital, learning and development, accreditation, corporate qualifications frameworks, credit accumulation, quantification of learning, systems thinking, innovation, creativity, quality management systems, skills programmes, learnerships, managerial awareness.
Frequently Asked Questions: A Comprehensive Language Preview
What is the overall focus of this research?
This research explores various aspects of human capital development and management within a corporate context. It investigates the integration of learning and development initiatives with business needs, the quantification of human capital, and the role of systems thinking in fostering innovation.
What are the key themes explored in this work?
The key themes include: Articulation and Integration of Learning and Development; Quantifying Human Capital and its Value; Systems Thinking in Education and Innovation; Innovation Processes and Management; and Quality Management Systems in Skills Development.
How is the research structured?
The research is structured into six chapters. Chapter one lays the groundwork, establishing the research question, objectives, and methodology. Chapters two through five delve into specific themes related to human capital, innovation, and quality management. Chapter six focuses on increasing managerial awareness.
What does Chapter 1 cover?
Chapter one explores the crucial need for articulation and integration within learning and development programs. It examines existing literature on accreditation and its relevance to business needs, arguing for a more cohesive approach to recognizing and valuing learning achievements. It establishes the research question, objectives, methodology, and design for the study, focusing on bridging the gap between individual learning and organizational goals.
What is discussed in Chapter 2?
Chapter two delves into the practical challenges and strategies involved in quantifying human capital. It examines the transition from national qualifications frameworks to corporate qualifications frameworks (CQFs), using a private provider as a case study. It details the key requirements for accurate quantification of learning in an industrial context and highlights the advantages CQFs offer employers.
What is the focus of Chapter 3?
Chapter three explores the application of systems thinking to enhance creativity and innovation within educational and organizational settings. It examines existing creativity and innovation frameworks, including a case study of the Infomage Rims Group. It delves into the role of human capital and technical knowledge in driving innovation and discusses compliance and creativity myths.
What does Chapter 4 address?
Chapter four focuses on the process of managing innovation within organizations. It analyzes various models for innovation development, highlighting a practical framework for improving process maturity. It outlines strategies for implementing the framework, setting goals and objectives, and justifying capital expenditures. It also discusses compliance and different models of organizational engagement in innovation.
What is the main topic of Chapter 5?
Chapter five examines the vital role of quality management systems (QMS) in supporting skills programs and learnerships. It introduces a project implementation and quality assurance (PIMQA) toolkit, outlining a twelve-step process. It analyzes the current QMS and advocates for stronger integration between QMS and project management methodologies.
What is covered in Chapter 6?
Chapter six focuses on increasing managerial awareness levels, discussing functioning on the meta level, different levels of awareness, and the business application of these concepts. It outlines a path forward for enhancing managerial effectiveness.
What are the key words associated with this research?
Key words include: Human capital, learning and development, accreditation, corporate qualifications frameworks, credit accumulation, quantification of learning, systems thinking, innovation, creativity, quality management systems, skills programmes, learnerships, managerial awareness.
What is the intended audience for this research?
The intended audience is primarily academic, focusing on the analysis of themes related to human capital development and management within a corporate context.
Where can I find more details on the research methodology?
The research methodology is detailed in Chapter 1, including the research question, objectives, design, and data collection and analysis techniques.
Are there any case studies included in the research?
Yes, a case study focusing on the Infomage Rims Group is included in Chapter 3, illustrating the application of innovation frameworks. A private provider example is used in Chapter 2 to illustrate the complexities and benefits of corporate qualifications frameworks (CQFs).
What are the overall conclusions of the research?
The overall conclusions are summarized at the end of each chapter and provide insights into the articulation and integration of learning and development, the quantification of human capital, the role of systems thinking in innovation, and the importance of quality management systems in skills development. Specific conclusions are outlined within each chapter summary.
- Citar trabajo
- Wynand Goosen (Autor), 2012, Human Capital - A South African Perspective, Múnich, GRIN Verlag, https://www.grin.com/document/202997
