What is alarming is many companies either failed or could not progress as they viewed or relegated human capital management as a supporting function, not a critical strategic business pillar.

This is one of the key strategic differentiator that the Singapore Government has recognized when it went independence. With foresight, they emphasized at the offset the importance of human capital / talent process:

-	Search & identify
-	Thorough selection & observation
-	Development and motivation
-	Retention and growth

Needless to say, the value placed on human capital management as a strategic accelerator became the envy of the world, particularly regional countries in competition with this city state.

Similarly, company should be quick to recognise such values and position human capital as a core strategic pillar. In this regards, it must be emphasized that key manager assuming the role of human capital management role would be in a much better position when their working experience also encompass some practical business experience.

Human Capital function is an enabler, not a pure control function.