Well, there is the difference between Human Resources and Human Capital by definition. understanding the conceptual differences of these two concepts will probably help you in knowing what to look for.

Thanks for your answer. I am aware of the differences, though. My problem lies in finding related literature. I should have explained this better! 

I am writing about how the term of human resource is more broad then human capital, and am trying to say that the first one is intuitivly more used then the later one, since the term "human capital management" is somehow degrading people to what is in their brains. 

Human  Resource Management and Human Capital Management having a clear distinctions. Human Capital is used from profit center point of view. Human resources are used from development and cost center point of view. Human resource means those employee or would be employee who is having four characteristics-  Physics (head leg, hand); Mind and Intellect; Relationships; and Spirits. These are resource and those can be development (from source - regenerate, repaired). 

But human Capital treats those people who already have developed all the resource and these resources can be used for maximising profits. 

Human capital management (HCM) is an approach to employee staffing that perceives people as assets (human capital) whose current value can be measured and whose future value can be enhanced through investment. Human resources is a general term used to represent the people element within organizations. The question is how to translate human resources into human capital and ultimately into human investment. We can say that Human Capital is a well employed human resource that is actively engaged in meaningful, worthwhile work and delivering some level of desired productivity. 

Some references:

Andrew Mayo (2012). Human Resources or Human Capital?

Managing People as Assets. ISBN: 978-1-4094-2285-3

Lepak, D. P., & Snell, S. A. (1999). The human resource architecture: Toward a theory of human capital allocation and development. Academy of management review, 24(1), 31-48.

Snell, S. A., & Dean, J. W. (1992). Integrated manufacturing and human resource management: A human capital perspective. Academy of Management journal, 35(3), 467-504.

Lepak, D. P., & Snell, S. A. (2002). Examining the human resource architecture: The relationships among human capital, employment, and human resource configurations. Journal of Management, 28(4), 517-543.

Rauch, A., Frese, M., & Utsch, A. (2005). Effects of Human Capital and Long‐Term Human Resources Development and Utilization on Employment Growth of Small‐Scale Businesses: A Causal Analysis1. Entrepreneurship Theory and Practice, 29(6), 681-698.

Dear Paul, RBV theory supports that Human resources are rare, valuable, unique, and non-substitutable (Barney, 1991). Human resources fulfill these four point criteria (Snell et al., 1996) to become human capital. Economies need human capital and infrastructure to develop them (Beugre C, 2004). Later experience and performance makes human resources social capital.

The following references can help you to advance your thought:

Wright P, McMahan G, McWilliams A (1994). “Human resources and sustained competitive advantage: a resource-based perspective”. Int. J. Hum. Resour. Manag., 5(2): 301 - 326.

Budhwar P, Debrah Y (2001). (eds) Human Resource Management in Developing Countries. London: Routledge.

Beugre C (2004). “HRM in Ivory Coast”, in K Kamoche, Y Debrah, F Horwitz, G Muuka (eds) Managing Human Resources in Africa. London: Routledge. pp. 135 - 150.

Abbas Q, Foreman J (2008). Human Capital and Economic Growth: Pakistan. 1960-2003. Lahore J. Econ., 13(1): 1-27. Barro RJ (1991). Human Capital and Growth. Am. Econ. Rev. Papers Proc., 91(2): 12-17.

Thanks a lot ! 

I take resources as people per se - with both potential and realised; capital can then be taken as being the level of development they have achieved  and therefore the potential they provide. A new employee in financial advising is a resource, a fully trained and experienced one is also capital.

One then also needs to consider the morality behind having such definitions (or how they are applied in practice). Are people there to be used under Adam Smith's good emerges from pursuing individual interest (maximising personal utility) or Servant Leadership's co-operation to mutual benefit?

Immanuel Kant can be summarised as arguing never treat people as a thing. That is the more useful debate.

Hi Paul,

Its a very interesting question. 

Human Capital Management (HCM) is more than HR with a new name. HCM is a transformation from human resources to human capital. HCM does not happen by chance but rigorous research and minds of expertise has given rise to this new discipline. Earlier Human were regarded as "human resource" or "asset" of an organization but now in this 21st century (knowledge era) those human resources have taken the position of "value adders" or "capital".

Human Resource Management (HRM) finds the cost invested in human resource while HCM searches for the value to the organization by the people.

 HRM calculates the input by the people whereas HCM look forward output of the people.

HCM is an investment while HRM is the expenditure done on human resource.

I must suggest you to follow books which will definitely have a deeper insight on your topic.

1. The New HR Analytics (e-book) Predicting the Economic Value of your Company's Human Capital Investments by Jac Fitz-Enz who is the Father of Human Capital Strategic analysis and human performance benchmarking. Dr. Jac extends his decades of leadership in human capital measurement. Dr. Jac is the pinnacle of vision and leadership in human capital analytics.

2. The ROI of Human Capital by Jac Fitz-Enz (e-book) Measuring the Economic Value of Employee Performance.

3. Armstrong's Essential Human Resource Practices by Michael Armstrong, Kogan Page Publishers.

Apart from this, PriceWaterHouseCoopers, Saratoga Institute, Accenture, Delloite, Aberdeen Group, Human Capital Institute were doing survey on the performance measurement of human capital .

Thanks.

HCM is the evolution of HRM. The basic difference is " Resource" Vs " Capital".Till recently, HRM was the used terminology. Employees were considered " cost" to the company. 

HCM, has converted the cost perception towards the employee to Investment perspective. This has brought " Competence" as a tool in the labor market

Human management ressources, for me, it's a field, like industrial relations for instance. But human capital management is a theory or a concept.

It is increasingly recognized in organizations that intangible assets play an important role in the creation of value. The theory of human capital is part of this current since added alongside physical capital the concept of human capital.

The concept of human capital is born with the work of the American economist Theodore Schultz: "It Is Obvious That ALTHOUGH people ACQUIRE Useful skills and knowledge, is not it Obvious That thesis skills and knowledge are a form of capital, That this capital is in substantial businesses from a product of deliberate investment"(Schultz, 1961, p. 1). Subsequently, this work was developed by another economist, Gary Becker (1964). This line of research has "While it is clear that individuals acquire useful skills and knowledge, it is not going to reason that these skills and knowledge is a form of capital, this capital are to a significant part, the product of a deliberate investment "(Schultz, 1961, p. 1).

Initially questioned the performance of an investment in education of a given individual (Guillard & Roussel, 2010). The aim was to base the analysis of human capital on that of physical capital. In this perspective, the investment in human capital is both a cost (direct cost of training and opportunity cost to the fact that the individual training does not work) and a performance / benefit related additional compensation that the learner can get throughout his career (Ibid.). Despite the difficulties of its implementation, the concept has been very successful and gradually irrigated management science from the late 1990s (Guillard & Roussel, 2010). 

Schultz, T. W. (1961). Investment in human capital. The American Economic Review, 51(1), 1-17.

Becker, G. (1964). Human capital. A Theoretical and Empirical Analysis, with Special Reference to Education. Chicago: University of Chicago Press.

Guillard, A., & Roussel, J. (2010). Le capital humain en gestion des ressources humaines: Eclairages sur le succès d’un concept. Management & Avenir, 1(31), 160-181.

Human resource is an organizational resource which is required to be deployed with other resources like capital and technology, to achieve organizational objective. Human resource is required to be converted into human capital through a continuous process of development through training, engagement, empowerment, encouragement and motivation so as to enable organization to explore the creative potential for innovation in product, process and technology and for strategic use of the same. While financial capital can be arranged, human resource must be converted into human capital for longtime organizational value creation.

Human resource management starts with the humanity within us .This has a ref to our energy force of our mind -heart & divinity within us.This action core relates with our conscious & subconscious even unconscious mind where the natural force of intuition play a very important part .

Human capital management generally rest & end with the money & to me the criteria of money is .......Money is what money does .What Money does is important & not money itself .

Human Capital is skill based and human resource is resource based. The Physique, Psychology, Social Abilities, Intellectual, Spiritual abilities are known as HR and Skills that can be used production of profit can be considered as human capital.

Great but is it applicable for all type of organizations and countries to transfer to human capital

and is this applicable for all employees level and categories

Interesting question... HRM looks at the employees as resources with whom you have entered into a contract of employment and believes that humans at work can be used just as your any other resources say raw material or machinery.. However HCM looks at the employees as assets comprising of intellectual, social and emotional capital.. So employees can be used to earn smthg beyond..

Thanks for an interesting question. "Resource" perspective talks about how to "use" the people, whereas, "Capital" perspective looks into possibility of generating revenue which goes beyond the concept of "usefulness" or "contribution". "Asset" on the other hand is still a higher form of "Human Resource".