Abstract
Human resource refers to 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. The goal of human resource management is to help an organization to meet strategic goals by attracting, and maintaining employees and also to manage them effectively. The key word here perhaps is "fit", i.e. a HRM approach seeks to ensure a fit between the management of an organization’s employees, and the overall strategic direction of the company. Human capital, instead, refers to the intangible aspect of human resources. It enhances the value of employees by striking a win-win goal for employers and employees. It focuses on the intrinsic value of each employee, where any expenditure on employees is regarded as an investment rather than an expense. The varying talents and motivations of employees are given cognizance so that incentives and working arrangements can be created to enhance each employee's contributions to organizational performance. The main objective of this study is to assess and evaluate how organizations treat and understand the role and contributions of their human resources in this era of digital economy

Keywords
Organization, Production, Human Resource, Organizational behavior

Cite this paper
Sabarudin Zakaria, Wan Fadzilah Wan Yusoff, Human Capital as a Strategic Imperative for Organizational Performance: How Relevant is Human Resource Contribution in Today’s Digital Economy , SCIREA Journal of Management. Volume 1, Issue 1, October 2016 | PP. 31-42.

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