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(April 22, 2004) - There are a number of other dimensions to Human Capital Quality.

• Adaptiveness at the atomic, molecular and workforce levels.
• Knowledge absorption at all three levels
• Knowledge Retention
• Ability to Innovate
• Problem Solving

In fact, it's reasonable to argue that only the "system" matters. Harnessing and deploying human capital in order to maximize returns may not be mechanical at all. Leadership, expectation, cultural phenomenon, geography and financial capitalization play profound roles in the degree to which Human Capital is made effective. Network science, which we've covered heavily over the years, would suggest still other aspects of the problem.

Karen Stephenson is an organizational scientist whose work on the power of the internal network has helped create the possibility of "managing the grapevine".  The following articles are worth browsing.

• Mapping The Invisible Workplace
• Q&A
• Karen Stephenson's Quantum Theory of Trust

To round out this segment of notions about Human Capital Quality, we'll suggest that you take a quick glance at Art Kleiner's article, What Are The Measures That Matter?.

John Sumser

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