Any company would not progress without its people. This is the reason why the Human Resource Management or Department is one of the most important parts of the organization. As noted, the HR department is responsible for managing the people in the organization or simply handling the human resources in order for them to be productive. By definition, human resources refer to the employees, the “stock of productive skills and technical knowledge embodied in labor. It is tangible in nature. Many early economic theories refer to it simply as labor, one of the three factors of production, and consider it to be a fungible resource — homogeneous and easily interchangeable (Zakaria, 2011).” However, the most important aspect of the human resource is intangible, and these are the known human capital.As noted earlier, human capital is something intangible that comes from the human resources or human assets. Moreover, as the people are the most important aspect for an organization to develop and continue its operations, human capital is really what’s more important for an organization to keep on operating. As noted, “Human capital refers to the intangible aspect of human assets.  A firm’s physical aspect of the human capital is only relevant at the hiring and selecting phase of the human resource practices. Thereafter, the firm is more concerned with the flexible components of human assets found in the skills, knowledge, and capabilities of the employees to accomplish any given tasks in pursuit of the organizational goals (Zakaria, 2011).”Human resources become human capital when the employees or labor are doing their best to be effective for the company. When the human resources are not contributing enough for the operations of the company, they lose their ability to become an asset or a capital for the company in the first place.In the changing corporate and even in non-corporate world, the trends, issues, and challenges on human resources and human capital changes as well. The University Press of Deloitte even dedicated an annual report on the Global Human Capital trends and has found significant changes every year, even from the year 2016 to 2017, and it would be no surprise to see changes for the next years to come or this year 2018 for that matter. In fact, as noted, “HR is redesigning almost everything it does—from recruiting to performance management to on boarding to rewards systems. To do this, our research suggests that HR must upgrade its skills to include the areas of design thinking, people analytics, and behavioral economics (Schwartz, 2016).”