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If you have any questions, you are always welcome to contact us. We'll get back to you as soon as possible, withing 24 hours on weekdays.
Customer service
All questions about your order, return and delivery must be sent to our customer service team by e-mail at yourstore@yourdomain.com
Sale & Press
If you are interested in selling our products, need more information about our brand or wish to make a collaboration, please contact us at press@yourdomain.com
The aim of this study was to explore and describe foundational assumptions in the selection of human capital metrics, unpacked within three broad categories of meaning, namely: why?, what?, and how? A modernist qualitative paradigm, with data provided by South African practitioner experts, was employed. Thematic analysis was inductively applied to data generated during unstructured, indepth interviews. Twentyfour assumptions found within the three broad categories of meaning provide an understanding of selection in human capital metrics. Clusters of findings are: the supply of decision levelspecific human capital information, the limited value attached by senior managers to transactional and compliance information, the systemic integration of the business strategy into the business value chain, and an emerging measurement framework within HR. The clusters are representative of two emerging and overarching paradigms: the current Performance Measurement Paradigm (transactional) and achieving a Human Capital Contribution Paradigm.
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