Human Capital Management

Organizations are realizing that human capital may be the last source of sustainable competitive advantage in the marketplace.  Many organizations continue to struggle to build and sustain a workforce that can help achieve true business results. In light of this, greater demands are being placed on the Human Resources function to support the business units.

Many obstacles must be overcome before the human resource function can fully transition into this new strategic role.  Some of the key challenges faced by human resource management are:

  • Enhancing the ability to attract and retain a talented workforce by implementing policies, programs and practices that will distinguish the enterprise as an “employer of choice”.
  • Building a high-performing workforce that is prepared, ready and able to contribute as needed.
  • Gaining credibility with internal customers and executive management by aligning the HR function with overall business goals and priorities and organizing for effective service delivery.
  • Increasing accountability by demonstrating that HR services provide value-for-cost.
  • Leveraging emerging technologies to reduce the burden of administrative work and enable more collaborative business processes.
  • Making the network of internal and external HR service providers seamless to the organization.
  • Attracting, retaining and developing human resource professionals that possess a solid mix of business and HR expertise and have excellent analytical and consulting skills.

As human resource leaders respond to this challenge, they face a rapidly changing business environment which is rendering many of today’s business assumptions, strategies and tactics obsolete.


Delivering superior HCM services requires integrating people, processes and technologies and aligning them with key business outcomes.  EA’s HCM Assessment addresses this problem from four dimensions:People Process Technology 2

  • Business Alignment. Identify strategic requirements and key business issues that impact HCM.
  • Process Improvement. Redesign existing HCM processes and document new procedures and data requirements to meet future business needs and demands.
  • Organizational Restructuring. Adapt your current HCM service delivery model to optimize delivery.
  • Technology Utilization. Assess how HCM technology is utilized and how to maximize existing technology to streamline processes and maximize the return on technology investments.


Executive Alliance’s HCM Assessment will produce a plan that will drive both short and long term decision making. This road map will position the HCM function to add greater business value and enable the business to achieve outcomes such as:

  • Increasing focus on attracting, developing, retaining, and deploying top talent throughout the enterprise.
  • Eliminating non-value-added administrative work.
  • Providing business leaders with actionable HCM information on a regular basis.
  • Reducing risk and improving compliance.