Even Human Resource Adapting Itself To The New Trend
Human Resource Management has come to be recognized as an inherent part of management, which is concerned with the human resources of an organization.
Organizations today are striving to increase productivity, improve service, and ensure that the company can adapt to ever-changing business conditions. And success on all this front depends on the organization’s peoples—an asset that executives regularly cite as a primary differentiator in a fast-moving, Knowledge-driven world. When more women are educated in underdeveloped countries; leading to more being gainfully employed; then we can reduce the world's population. Global firms can have programs to help, by bringing education and employment opportunities to different countries.
Its objective is the maintenance of better human relations in the organization by the development, application and evaluation of policies, procedures and programmes relating to human resources to optimize their contribution towards the realization of organizational objectives.
These newly educated people will become worthwhile employees. Human resource management plays a significant role in trying to achieve this by being involved at the strategy, policy and decision making process. The human resource management team ensures this is delivered by recruiting and selecting the right and qualified staff to ensure the goals and objectives of the organization are achieved.
That is human resource managers establish a clear understanding of the talent base they have at their disposal or whether they need to recruit from outside. When more citizens of underdeveloped and wealthy countries are able to work then poverty can be reduced. Organizations can look locally and global to see if they can have an impact on increasing employment.
Human Resource Management has evolved considerably over the past century, and experienced a major transformation in form and function primarily within the past two decades. Driven by a number of significant internal and external environmental forces, HRM has progressed from a largely maintenance function, with little if any bottom line impact, to what many scholars and practitioners today regard as the source of sustained competitive advantage for organizations operating in a global economy.
Nike can also look to other underdeveloped nations to assess putting a factory in these nations to also help planet Earth. If a company cannot help globally thru Human Resource efforts to educate, train, and hire unemployed; then they can try to purchase from companies who do.
Communities can have competition to see which local business is the most eco friendly and have ways for others to achieve this. Some ways would be for reduced paper use and reduced electricity. The Human Resource department can train their employees on frugality; saving trees, saving utilities, reduce waste; etc.
Understanding the nature of human resource
It is pervasive in nature as it is present in all enterprises.
Its focus is on results rather than on rules.
It tries to help employees develop their potential fully.
It encourages employees to give their best to the organization.
It is all about people at work, both as individuals and groups.
It tries to put people on assigned jobs in order to produce good results.
It helps an organization meet its goals in the future by providing for competent and well-motivated employees.
It tries to build and maintain cordial relations between people working at various levels in the organization.
It is a multidisciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc.
Human Resources is a term used to describe the human capital in organizations as well as describing the department charged with developing programs and strategies to manage that capital. Today’s human resource department has evolved over the past century from the administrative role of early nineteenth century welfare managers and mid-century personnel managers into the role of a strategic business partner.
Whereas HR departments have traditionally screened and qualified applicants by manually reviewing applications and resumes, available software solutions, when deployed through the web, can differentiate qualified applicants by using an automated process to qualify applicants from job seekers through the use of pre-screening questions.
Advanced companies try to develop human capital to increase the human effort to develop their business. Then too they are at a disadvantage because the business is not organized to define specific business needs, to point it out where special capabilities are required in the business, to record the value created in the business through application of human capabilities.
Also there lies a need to assess the worth added to human capital through greater result value creation that human capital be identified as specific capital solutions utilized to produce business results, investments be made to develop human capital to increase the value of assigned results, human capital performance be managed against the results produced to increase human worth, and that human reward be a commensurate part of proven human worth to the business.
The talent inherent in each person, one individual at a time. Imagine the power in helping to maximize the individual's contribution to the organization's goals and to the individual's own personal mission in life.
Competencies required by HR in the Latest Century
1) Attention to details is a must have quality
2) Self-Motivated
3) Should have updated and accurate database…on any hour of the day
4) Should be good in coordination
5) Should be prompt…and fast enough in his actions
Well according to the role and responsibility played by the HR in the organization, the skills and qualities that he/she should possess vary. Hence, as with the coming of the new year we set up our new year resolutions even the HR has to do the same and come up with new things to be achieved in the new era.
Human Resource Management has come to be recognized as an inherent part of management, which is concerned with the human resources of an organization.
Organizations today are striving to increase productivity, improve service, and ensure that the company can adapt to ever-changing business conditions. And success on all this front depends on the organization’s peoples—an asset that executives regularly cite as a primary differentiator in a fast-moving, Knowledge-driven world. When more women are educated in underdeveloped countries; leading to more being gainfully employed; then we can reduce the world's population. Global firms can have programs to help, by bringing education and employment opportunities to different countries.
Its objective is the maintenance of better human relations in the organization by the development, application and evaluation of policies, procedures and programmes relating to human resources to optimize their contribution towards the realization of organizational objectives.
These newly educated people will become worthwhile employees. Human resource management plays a significant role in trying to achieve this by being involved at the strategy, policy and decision making process. The human resource management team ensures this is delivered by recruiting and selecting the right and qualified staff to ensure the goals and objectives of the organization are achieved.
That is human resource managers establish a clear understanding of the talent base they have at their disposal or whether they need to recruit from outside. When more citizens of underdeveloped and wealthy countries are able to work then poverty can be reduced. Organizations can look locally and global to see if they can have an impact on increasing employment.
Human Resource Management has evolved considerably over the past century, and experienced a major transformation in form and function primarily within the past two decades. Driven by a number of significant internal and external environmental forces, HRM has progressed from a largely maintenance function, with little if any bottom line impact, to what many scholars and practitioners today regard as the source of sustained competitive advantage for organizations operating in a global economy.
Nike can also look to other underdeveloped nations to assess putting a factory in these nations to also help planet Earth. If a company cannot help globally thru Human Resource efforts to educate, train, and hire unemployed; then they can try to purchase from companies who do.
Communities can have competition to see which local business is the most eco friendly and have ways for others to achieve this. Some ways would be for reduced paper use and reduced electricity. The Human Resource department can train their employees on frugality; saving trees, saving utilities, reduce waste; etc.
Understanding the nature of human resource
It is pervasive in nature as it is present in all enterprises.
Its focus is on results rather than on rules.
It tries to help employees develop their potential fully.
It encourages employees to give their best to the organization.
It is all about people at work, both as individuals and groups.
It tries to put people on assigned jobs in order to produce good results.
It helps an organization meet its goals in the future by providing for competent and well-motivated employees.
It tries to build and maintain cordial relations between people working at various levels in the organization.
It is a multidisciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc.
Human Resources is a term used to describe the human capital in organizations as well as describing the department charged with developing programs and strategies to manage that capital. Today’s human resource department has evolved over the past century from the administrative role of early nineteenth century welfare managers and mid-century personnel managers into the role of a strategic business partner.
Whereas HR departments have traditionally screened and qualified applicants by manually reviewing applications and resumes, available software solutions, when deployed through the web, can differentiate qualified applicants by using an automated process to qualify applicants from job seekers through the use of pre-screening questions.
Advanced companies try to develop human capital to increase the human effort to develop their business. Then too they are at a disadvantage because the business is not organized to define specific business needs, to point it out where special capabilities are required in the business, to record the value created in the business through application of human capabilities.
Also there lies a need to assess the worth added to human capital through greater result value creation that human capital be identified as specific capital solutions utilized to produce business results, investments be made to develop human capital to increase the value of assigned results, human capital performance be managed against the results produced to increase human worth, and that human reward be a commensurate part of proven human worth to the business.
The talent inherent in each person, one individual at a time. Imagine the power in helping to maximize the individual's contribution to the organization's goals and to the individual's own personal mission in life.
Competencies required by HR in the Latest Century
1) Attention to details is a must have quality
2) Self-Motivated
3) Should have updated and accurate database…on any hour of the day
4) Should be good in coordination
5) Should be prompt…and fast enough in his actions
Well according to the role and responsibility played by the HR in the organization, the skills and qualities that he/she should possess vary. Hence, as with the coming of the new year we set up our new year resolutions even the HR has to do the same and come up with new things to be achieved in the new era.