Human resources are simply the collection of individuals who make up an organization’s workforce, company sector, economy, or industry. A much narrower focus is human capital, that is, the know-how and skills that the human professionals possess. Similar terms are human capital, human resources, or just: personnel. This article will focus on just these human resource aspects. Specifically, we’ll discuss leadership, motivation, performance, development, and hiring.
The HR department, as we’ve seen above, is at the heart of every organization, whether it’s a small business, medium-sized firm, etc. At the same time, human resources are often thought of as the front-line personnel department. It’s responsible for keeping the employment and training records of its employees, handling claims/disputes, managing the organization’s benefits, and providing benefits to the employees (e.g., workers’ compensation, health insurance, and retirement plans). In addition, it is typically the place where disciplinary action against workers is pursued, as well as where terminations and dismissals are processed. Human resources (HR) is, therefore, simultaneously the single most important person in an organization, and arguably its most important element.
Organizations need to develop their HR policies and practices to effectively deal with employees and manage human resources. However, this does not mean that organizations have to follow in the footsteps of large corporations and get professional-style training programs for HR managers. Rather, an integrated approach with a mix of guided by experts from different disciplines is probably more effective at delivering the kind of training programs that help HR professionals develop and grow as relevant business leaders. The best approach to take would be to integrate leadership and training into a comprehensive, strategic human resources program. For example, a strong business management training program should include leadership and motivational techniques, quality improvement methods, skills-based assessments, career development, and effective problem-solving techniques. Additionally, business administration training could also improve communication and interpersonal skills, performance appraisal, decision-making processes, time management, team building, and leadership development.
As the HR department grows, it becomes increasingly important for organizations to effectively recruit, hire, retain, and promote regularly. This is especially true for the smaller organizations with limited human resources departments that are forced to take their chances with the cheaper, inexperienced labor. The best way to do so is to develop recruitment strategies that complement existing employee retention and promotion plans. A good recruiter will work closely with the executives and the HR managers to design a recruitment strategy that provides both good candidates and employers with qualified, cost-effective labor. Recruitment strategies should be comprehensive and include comprehensive data on the current state of the companies’ labor needs.
The HR department has a critical role to play in developing new employees. By identifying potential talent through comprehensive assessments, helping the hiring process, and offering opportunities to the most promising applicants, the HR department can help shape the very future of the organization. Many companies view a strong HR department as a backbone that can carry the company through any difficulties or obstacles that it may encounter in a time of change. Therefore, the development of a strong HR department is crucial to the success of any business.
Many companies choose to maintain a human resources department as an alternative to hiring outside consultants. These companies find it to be more cost-effective, and there are also many benefits that an HR department can offer. The HR department can provide support to employees that increase employee morale and productivity. Human resources can also guide potential managers and executives.