Nowadays, within a company, human capital can be described as a combination of the following factors:
Individual characteristics demonstrated by the person in their work: intelligence, energy, positive attitude, reliability, commitment.
The ability to learn: readiness, imagination, creativity and practicality.
Motivation to share information and knowledge: namely team spirit and orientation towards goals.
People are the only element within a company that has the inherent power to GENERATE VALUE
All other variables (cash and credit, assets, machines and equipment, energy sources) offer only inert potential. By their nature they add nothing, and cannot add anything, unless a human being frees that potential and puts it into action. A company today can be defined as rich, vital, and competitive, not when it has substantial economic and financial resources, but when it has a high human capital. The ability to innovate, the skills and the know-how of the people, the image on the market, the heritage of relationships established with the market and customers: these are the elements of human capital that contribute increasingly to determine the value of a company and its ability to compete in the market.
Measuring Human Capital
There is a single index that allows us to immediately identify potential candidates for different positions. The final score was created by a numerical calculation that balances all relevant characteristics of a person and quickly indicates what is suitable according to a range of scores. The indices measure the ability to perform tasks in the following areas
Measures short-term planning ability and aptitude for organization
Measures the individuals reliability, internal discipline and level of personal responsability
Measures the capacity to engage others in an idea or project and to provide ongoing guidance
The real difficulty in measuring attitudinal capacity is not found in the stark analysis of particular behaviors, but rather in the prediction of an individual’s behavior in the hundreds of different situations life, on a daily basis, presents them. How will an employee behave when the boss penalizes them by mistake? When you ask them to perform urgent tasks in the evening when they had planned to go see the cup final? When the people they manage are unhappy and blame it on their manager?
The I-Profile Analysis measures how the person thinks they should act in order to achieve success in their life. It measures how they act, how they make decisions, how they relate to others. Their “modus operandi” is made up of ways of being, visions of life, perspectives, attitudes. In general, these characteristics are used by the person as a solution to some problem that they find themselves facing. Because of this, in a number of circumstances that were repeated in their life, these characteristics helped the person (to solve a problem, to share a positive situation, to make peace with a less than optimal situation, to reach a goal). Gradually the person has taken these behavior patterns and has embraced this system of certainties as an operating procedure for the future. The combinations that have fostered their life in the past, however, may not be as favorable in a different position in the future or in a different situation.