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The transition from Personnel Management to Human Resources Management was marked by automation that led to technology enabled Human Resources Management/Information Systems (HRMS /HRIS). We then moved to Human Capital Management wherein the focus was on metrics, analytics and dashboards. In this transition, the management and the CEO's expectation of the people management function was to move from administrative to strategic people management. In other words from administrative to contributing to the bottom line, which is to improve profits. The missing link in this transition from manual process driven work environment to the highly technology driven human capital management systems, is "Motivation". The need for integrating a motivational framework to the people management technology infrastructure marks the next phase in people management which aims at "Actualizing Human Potential" by incorporating the "Aspiration Management Holistic Motivation Framework" to the people management technology infrastructure to enable "Productivity optimization and Actualizing human potential" by helping individuals actualize their aspiration which is called Aspiration Management.

So, if we are motivated to work towards actualizing our aspirations, and if this is what makes us act the way we do, then, aligning employees to the vision which is an aspiration, can help actualize it through the integration of aspiration management holistic motivation.

Aspiration's management is a people management methodology and is built on a framework that focuses on the need and urge of individual's to actualize their aspirations and considers an employee as a whole (part of society with multiple roles) and not just as a resource or capital which is part of an organization or corporate who will perform, if remunerated. It tries to built in the theories of motivation and provides a system which enriches the core people management systems of an organization by linking to many peripheral interfaces that fosters aspirations actualization.

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