Abstract
This paper discusses common approaches and understanding of human resources management and development (HRM/HRD), especially pointing out the need for connecting HRM/HRD with strategic logic and objectives. A strategic capability based HRM model is presented. Strategic capability, directly and indirectly value adding professional competence, social capital, and their systemic relationships are discussed in more detail. Empirical studies dealing with relationships of the model are introduced in brief. Discussion is illustrated by examples from various industries.
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