Holistic Strategic Management of the Human Capital @ The Ɵ Foundation

THE QUANTIFICATION OF HUMAN CAPITAL VALUE

How do we quantify the holistic value of human capital ?

Why a rank system, chain of command would be necessary in our modern global culture?

Consider that an individual has capacity in 7 of 9 fields of skills, defined by an holistic assessment system. Another individual in 4/9. Others 1/9, 8/9, 4/9. But which are those fields and which is their level of expertise, and how much would that cost, would be a profitable return, can be monetized, quantified, predicted a point of return or profit, can be considered as an asset or as a potential resource, or how much would be the investment necessary in order to transform the holistic human potential into an asset of the organization?

When and how human capital makes out of its potential a foundation for advanced effectiveness, capacity of responsible application of skills, knowledge, experience, information ? When the holistic potential of an individual or collective of individuals, becomes a value, reference for decision making, for example regarding HHRR, for example, for the purpose of assigning to a candidate a role, job position, at decision making level (CXO)?

Why to invest in holistic strategic management of the HHRR (Human Factor, Human Potential) ? How to unlock, unleash the human potential ? 

INTRODUCTION

The following is a brief description of the structure and methods utilized for holistic strategic management of the human capital at the Ɵ Foundation.

The CXO Program offers training on holistic strategic management to 9+ levels of decision making and management. Attendees of training programs develop skills for decision making role positions (CXOs), through a gamified experiential learning program.

The CXO Program attendees, according to their achievements and contributions may receive points and rank, and qualify for a CXO position, certificate or license. http://cxo.luisdanielmaldonadofonken.info 

HOLISTIC STRATEGIC MANAGEMENT OF THE HUMAN CAPITAL

Nor horizontal, nor vertical, but matrixial 9+ (quantum, multidimensional, fractal).

Holistic strategic management know how developed by the Ɵ Foundation provides synergetic, holistic, systemic, nature inspired, tools for strategic management; as well for management of the human capital.

By perceiving the human capital through 9 sets of skills or abilities and by utilizing an holistic score card, at the  Ɵ Foundation we encourage holistic natural development of individuals and teams. A similar related 9 sets of operational guidelines, will help projects and organization advance its performance.  (  Quick Sylver Collections on the Primordial Economy and 9 Fields of systemic perception, organization and management of human and organizational phenomena https://gum.co/YmlTz   https://gum.co/YmlTz )

For the application of the matrixial 9+ management of the human capital is necessary to apply matrix-Q intelligence, the ability to solve challenges by approaching them from several perspectives simultaneously. (Matrix Q test  http://services.luisdanielmaldonadofonken.info/matrix-q-test/  Matrix Q Coaching http://coaching.luisdanielmaldonadofonken.info Matrix-Q Self-Management  https://9-steps-programs.luisdanielmaldonadofonken.info/training-programs/  Matrix-Q Holistic Strategic Management )

www.holistic-strategic-management.com  

Along this brief presentation, we will describe the Ɵ Foundation : ORGANIZATION MODEL, THE RANK, BELTS, CERTIFICATES, LICENSES, MEMBERSHIPS, POINTS, MENTORSHIP & LEADERSHIP points of view of the Ɵ Foundation.

THE  Ɵ FOUNDATION – ORGANIZATION MODEL

The Ɵ Foundation apply PTƟ Know How for holistic strategic management of the human capital.

Our organization model provides a structure with three main pillars:

  • Team Members
  • Beneficiaries
  • Customers

CXO Program attendees may belong to any of these three study circles.

More details… (https://by-law.luisdanielmaldonadofonken.info/organization/)

Organization

 

POINTS AND PRIZES

Along the experiential gamified training program, attendees may receive points for their contributions, completion of tasks, self-study achievements, innovation or engagement, certificates, licenses, memberships and belts.

Prizes are the first benefit of receiving more points, but in principle, attendees with higher points become eligible for participation in exclusive study circles.

CERTIFICATES AND LICENSES

Certificates are given to eligible attendees that have completed a number of units of training, with focus on specific tools or applications of the know how.

Licenses are given to certified students that are eligible for a license, which will gives them the right to provide services by utilizing our know how.

(More details:… http://holistic-strategic-management.com/Licenses.html )

MEMBERSHIPS

Are voluntary. The Ɵ Foundation offer to its collaborators the possibility to join one of the assemblies, instruments created for purpose of communication, collaboration and information. Assembly members may participate and engage into collaboration through a democratic process.

Participation in any of the assemblies is encouraged but not mandatory. Participation means an investment of at least 9×53 min every 81 days or every season (around solstice and equinox assembly review issues of the season and close forum threads)

(More details:… https://by-law.luisdanielmaldonadofonken.info/organization/)

Organization

QUANTIFICATION OF HUMAN CAPITAL VALUE

The PTƟ Score Card, a vectorial mathematics quantification method, which utilizes several score lines and a matrix system of assessment, generates an identification, associated to a value, which vary along time and process (experience of collaboration and communication, achievement) and is utilized for prediction and decision making. Thanks to the PTƟ Score Card – Quantification of human capital value tools is possible to generate a graph based identity of the status of development of the individual, and register its development, evolution, along the training program.

BELTS, INSTRUCTION, COACHING & MENTORSHIP

The Belts system offers 9+ levels of self-mastery for the application of PTƟ Tools in two categories:

  • Inner Belt System: Only visible for trainers and belts holders.
  • Public Belt System: Visible in our directory of certified members.

For example a black belt in PTƟ Quantification of value, may be green belt in PTƟ 9EH Assessment and blue belt in PTƟ Self-management. The level of expertise for a particular tool is associated to a belt, and value generated by the score card.

According to the experience of application in real projects, reports, coaching and supervision, after evaluation, a belt will be given to the PTƟ user which represents a general overall expertise and capacity, associated to a portfolio of real experiences, references, courses, trainings and mentorship.

The following are the 9+ Belts (Sign of Capacity of Responsible Application)

  • Candidate to White belt (Intentional agreement, Self-assessment)
  • 0.White belt (Self-awareness, Self-Knowledge, Self-expression)
  • 1.Yellow belt (Self-Care, Self-Management belt)
  • 2.Blue belt (Performance & Skills belt)
  • 3.Black belt DAN I (The Primordial Art belt)
  • 4.Black belt DAN II (Matrix 9+ Holistic Strategic Management Belt)
  • 5.Black belt DAN III (The 9 Primordial Principles of Health, Happiness and Joy, belt)
  • 6.Black belt DAN IV (Traveler Belt)
  • 7.Green Belt (Matrix-Q Belt)
  • 8.Black belt DAN IV (Master)
  • 9. Golden Belt (Grand-Master, master of masters)
  • 9+ Primordial Belt (Prime Master, master of grand-masters)

RANK, DECISION MAKING, LEADERSHIP & CXO

The Rank system is the result of the combination of the above described indicators.

A rank is given only after an evaluation process which includes application tasks or projects (according to rank level).

Rank is utilized within the organization with the purpose of definition of a chain of command which is the line of authority and responsibility along which decision making is taking place within the organization, for which CXOs roles must take responsibility of.

Regarding decision making, there is a process defined by the organization structure of the The Ɵ Foundation, which CXO candidates must complete in order to receive temporary, project or long term assignments at CXO role positions.

The chain of command at the Ɵ Foundation is based on experience, knowledge, tangible skills of responsible application and effectiveness. With focus on peace (non violence), sustainable development, quality of living, wealth generation and holistic strategic management, and the ability to practice and engage into the core operational guidelines, values and aims of the Ɵ Foundation.

(More details:… https://by-law.luisdanielmaldonadofonken.info/organization/)

Organization

RECRUITING SYSTEM

Candidates to CXO Certificates and CXO job positions for the Foundation should complete a training program designed for them. More details: https://cxo.luisdanielmaldonadofonken.info/cxo-recruiting/