Human capital differentiation: toward human resource systems differentiation

Abstract

The existence of different human capital in organisations and the emphasis on its effective management has brought a new approach in the field of human resource management. The best configuration approach seeks to create compatibility between human resource approaches and the characteristics of human capital in the organisation. This study aims to identify human capital uniqueness and strategic value as a two dimensions of human resource architecture and classify this different workforce in the organisation. The 364 jobs have been identified and initially grouped by International Standard Classification of Occupations. The 33 experts of Isfahan Municipality were selected and the data related to job groups through a questionnaire were collected. The results show these jobs can be arranged within three main categories of key, traditional, and contractual employees. This means there is some variety of workforce in organisations that requires planning and designing different human resource systems in the future.