Assessment Title Assessment 2 - Annotated bibliography (2000 words) Task Description For Assessment 2, you are required to compile an Annotated bibliography of five peer-reviewed journal articles,...

Article Analysis
Rainke, S. (2015). Role of Human Capital Management in Banking Sector. International Journal of Emerging Research in Management &Technology, 4(9)
In this article Rainke (2015) asserts that human capital management (HCM) is accountable for the human aspect within any company. It holds an important part to perform within the present day’s world wherein it not just requires supporting the company at the time when accomplishing its strategic course, but it also requires representing as well as advocating for the staff members. HCM involves staffing, motivation, development and lastly, maintenance practices (Bae et, al., 2003). In simple terms, recruiting capable employees, offering training to them, assisting them towards high performance and offering means for making sure that these staff members uphold their productive association with the company. Rainke (2015) adds to it by stating that human capital implies towards the collective abilities and understanding about the overall workforce of a company, which hold economic worth for the corporation. It improves the profitability and productivity of the company. For ensuring that human capital creates greater wealth and results in value generation, it is quite significant that employees are managed resourcefully. At the time when the employees’ value is improved, it improves the company’s worth.
Among all the resources obtainable for a company, human resources are regarded as being the highly significant for accomplishing the goals of the company. Thus, staff members are at present variously regarded as human capital, human resources or human assets. A company might hold huge capital as well as the highly progressive tools nevertheless in case if it doesn’t has the capable, encouraged and effective staff members, the business isn’t expected to exhibit continued outcome levels (Bae et, al., 2003). For the reason that all capital and physical resources rely upon people for their effective usage, management and maintenance, the type of employees of a company is significant in accomplishing competitive advantage. Likewise, this particular research study by Rainki (2015) has been ca
ied out for examining the HCM approaches followed by the banking industry and the forces impacting HCM within this sector. The researcher has made high efforts for including all possible aspect for examining the HCM performance, however considering the vastness of the subject the continuing program comes up for the upcoming research i.e. training and development strategies adopted within the banking industry; wage compensation, effects upon Human Capital management within banks; research revolving around the influence of information technology upon intellectual creation and lastly, performance management along with its possible effects upon the banking industry.
Ponduri, S. (2016). QUALITY OF HUMAN RESOURCE INFORMATION SYSTEMS AT COMMERCIAL BANK OF ETHIOPIA (A CASE STUDY OF DESSIE DISTRICT AT DESSIE, ETHIOPIA. International Journal of Research, 4(4) 31-41
This research by Ponduri (2016) chiefly focuses upon HRIS (human resource information systems) insight and efficiency. Information systems are considered as being the foundation of all organizations within the present sphere of business management. It’s quite unavoidable for such companies to make use of information system for facing the worldwide competition and continue within the marketplace. No company and nation is an exception to this. Human resources management is one among the most important divisions within each company, which makes use of management information systems. HRIS helps in identifying potential staff members, preserving complete records on present staff members and developing programs for building staff abilities and competencies (Hendrickson and Anthony, 2003). This assists the top managemeone nt in identifying the future manpower needs for meeting the long-term objectives and goals, middle management for monitoring, analyzing the recruitment, allocation, promotion and compensation and lastly, lower management for tracking the placements and recruitment. HRIS could also assist several human resource procedures like workforce planning, salary, staffing, compensation forecasts, industrial relations and budgets.
HRIS is basically described as an “Integrated system adopted for gathering, storing and analyzing human resources information. It involves databases, hardware and software...