According to Bolman and Deal, a frame is a balanced set of ideas and expectations that are thought about and assist leaders in negotiating within their organization. A well-defined frame makes it possible to know what challenges lie ahead and how to anticipate the next steps. Bolman & Deal defined four leadership frames: structural, political, symbolic, and human resource (Bolman & Deal, 2017, p. 12). Bolman and Deal, 2017 writes that “progressive organizations give power to employees as well as invest in their development (Bolman & Deal, p. 144, 2017). The Human Resource Frame focuses on the incorporation of human needs and organizational requirements. It requires managers/leaders to understand the strengths and skills of their employees before placing them in positions that could be beneficial to the organization. The human resource frame focuses on the individuals that make up an organization and create meaningful relationships with them. The human resource frame is goals-oriented while intentionally focusing and investing in opportunities that will provide growth and development for the team. The Human Resource Frame adds a level of intentionality that works in conjunction with the overarching guidelines and authority of the structural frame (Bolman & Deal, 2017).
Accordingly, Bolman and Deal, (2017) suggest the following human resource strategies to improve human capital:
——–Build and implement a Human Resource strategy
-Develop and share a clear philosophy for managing, and build systems and practices to implement the philosophy
——Hire the right people
-Know what you want, and be selective
—–Keep them
-Reward well, protect jobs, promote from within, and share the wealth
——-Invest in them
-Invest in learning, and create development opportunities
——-Empower them
-provide information and support, encourage autonomy and participation, redesign work, foster self-managing teams, and promote equality
——-Promote diversity
-Be explicit and consistent about the organization’s diversity philosophy and hold managers accountable.
Overall, Bolman and Deal (2017) suggests that when employees engage in meaningful work, organization profit from their skills, and when employees are dissatisfied, organization as well as the employees suffer. Organization that take the time and invest in their employees can and do show growth. My takeaway from Bolman & Deal is that strategically and intentionally using the human resource frame can be leveraged into creating and promoting human capital in an organization.