In the past few weeks, we have discussed how companies can develop their human potential (not merely their human resources - given the view the word resources equates people with other capital goods), throughout the human potential value chain (selection, recruitment, training, development, assessment, pay, benefits and retirement) and explored how we can build an organisation consisting of "knowledge workers." We also discussed how organisations measure themselves against others and in terms of internal benchmarks, not simply in terms of money and profits, but also taking into consideration societal impacts, through mechanisms such as the balance scorecard and the triple bottom-line.
We also explored how HRD or HPD (Human potential development) can be leveraged within the knowledge economy to create an efficient corporation and the function of teams, their formation, and the unitary components that make up high performance teams.
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