Emerging Leaders Program

Emerging Leaders

ICLD 2.13 Human Capital: Discussion Board

Instructor: Dr. Mitch
  1. Post a new discussion related to the topics covered in this module.  Your post needs to provide specific lessons learned with examples from this module helping you enhance your leadership capacity at work.
  2. After posting your discussion, review posts provided by other students in the class and reply to at least one of them. 


  • I think Human Capital Management (HCM) is the largest role we play as leaders. It’s our job to attract, hire, manage, develop, discipline, and retain employees. It’s our job to clearly define expectations and communicate that effectively. It’s our job to understand our people’s needs and how they can better help us attain the agency’s goals. It’s our job maintain our employees sense of trust, security, job satisfaction, and just plain value at our agencies. If we cannot motivate, we will lose good people to better agencies or good people will not continue to develop we wont be able to use them to their full potential. All of these things are crucial to the success of an agency.

  • In our agency we are rewarded with positive personal reviews. They are great to receive but only stay on file for 6 months then are removed. Enough of them aren’t given out either. When they are given out other people get upset they didn’t get one for doing the same thing the other person did. Our reward and satisfaction system is hard to achieve but is manageable.

    • I think a lot of agencies fail to create a positive reward/acknowledgement system. Fairness is huge factor. Some leaders dish out positive rewards regularly, while other leaders in the same organization save those rewards for truly big/remarkable/rare things. The leadership team needs to be on the same page about what things will be acknowledge and management needs to make sure it’s happening equitably. It’s a great way to motivate people until its not executed well and it turns into loss of trust and a de-motivator for potentially great staff.

  • For Human Capital Management to work in any career setting the leadership has to focus on employee satisfaction and retention. There are many different ways to accomplish this goal but it must be a priority. The agency has to ensure that they are providing competitive salaries and benefits to their members. Working for an agency who values their members and understands the importance of training and growing their members will have a very strong workforce and higher retention. If there is a reason why these things cannot be accomplished during a budget year then the leadership needs to effectively communicate what the barriers are so the members understand that they are valued and that there is a reason why some things are being delayed (Adams & Bailey, 2017).
    Adams, M. and Bailey, B. (2017). Human capital management. 2.13, Week # 8. National Command and Staff College. Retrieved from

    • i agree with this on many levels. Our agency continues to lose many deputies to other agencies or better opportunities for the road. We sometimes don’t hear it enough that we are appreciated for what we do and the moral of the staff tends to be low already. The boost of appreciation would be beneficial.

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