Navigate to the discussion thread below and respond to the following:
STATEMENT: Reflect on Fitz-enz's (2009) statement: The human resources function is positioned by choice or fate to lever human capital. The simple delivery of a service or processing of a transaction is a nineteenth-century concept. For this new mandate to work, a new vision, attitude, and set of skills are necessary to carry out a comprehensive model...It starts at the top with the goals of the enterprise rather than at the bottom with the question of what human resources should measure. This is the first point of differentiation. We are not here to focus on human resources. Human resources is charged with helping people make a greater contribution to the organization's raison d'être. So, our focus must first be on human capital and secondly on the human resources department. Once that distinction is clear, everything else falls into line.
Then we can work down through operating processes to human resources service offerings.
1. Explain what Fitz-enz (2009) means when he states that HR is positioned to lever human capital.
2. How does this agree or disagree with your professional expertise and past experience?
3. In support of this, great advances have been made to find and measure people's economic value (e.g., ROI-return on investment, EVA-economic value added, balanced scorecard), but the valuing of people by means of spiritual aspects seems to be a bit more elusive (Gibbons & Woock, 2007).
Why do you think this is so? In your research of literature on the topic, did you find the topic of valuing people by means of spiritual aspects to be a bit more elusive?
Explain. What suggestions do you have for advancing the human-capital business intelligence field (Fitz-enz, 2009) in this area?