Arnold
CibbuanoHuman Resources Careers
November 22nd 2006 01:35
In the past, the generic term for ‘staffing’ functions within organisations was Personnel. However, Personnel had become only one – usually administrative – function alongside Industrial Relations, Training, Health and Safety and so on. The increasingly urgent demands for strategic planning for and development of organisations’ Human Resources resulted in widespread adoption of the term Human Resource Management (HRM). At a time of growing international globalisation, there is an increased level of recognition that better management and utilisation of Human Resources are the keys to maximising business success. The new millennium is an exciting era for managing people, and the advent of new technologies has increased the need for innovative approaches to the management of those who work both inside and outside their businesses.
An organisation’s Human Resources, or human capital, consist of all people employed by an organisation; they are what every organisation depends upon to make it operate. HRM refers to those activities and employees that assist the organisation to meet its stated operational objectives by providing a motivated, well trained workforce which understands what the business is about, knows where it fits in within the organisation and how it can contribute to the organisation.
HRM is concerned with employee development, motivation and training in order to minimise turnover and increase performance. Increasingly, HRM is also concerned with the strategic issues associated with people management, with those involved in HRM focussing on organisational change, statutory compliance and industrial matters and performance optimisation. Today HRM professionals work jointly with the Board and senior management team on critical people issues.
Some of the work that falls to HR professionals includes hiring and firing employees, creating organizational charts and shaping corporate culture after a merger or acquisition, managing employee communications, settling employee disputes, creating benefits programs, navigating government regulations, dealing with legal issues such as sexual harassment and occupational safety, and setting up policy and programs for measuring performance, compensating, recognizing, and training employees. In other words, HR doesn’t consist of a single activity or function but a huge network of them. Essentially, the role of the HR department is to manage the employee/employer relationship.
Human resources is a broad field. There are a number of different specialists and generalists type roles available in the human resources sector. Over the next few weeks I’ll be taking a look at some of the more specific human resources roles.
An organisation’s Human Resources, or human capital, consist of all people employed by an organisation; they are what every organisation depends upon to make it operate. HRM refers to those activities and employees that assist the organisation to meet its stated operational objectives by providing a motivated, well trained workforce which understands what the business is about, knows where it fits in within the organisation and how it can contribute to the organisation.
HRM is concerned with employee development, motivation and training in order to minimise turnover and increase performance. Increasingly, HRM is also concerned with the strategic issues associated with people management, with those involved in HRM focussing on organisational change, statutory compliance and industrial matters and performance optimisation. Today HRM professionals work jointly with the Board and senior management team on critical people issues.
Some of the work that falls to HR professionals includes hiring and firing employees, creating organizational charts and shaping corporate culture after a merger or acquisition, managing employee communications, settling employee disputes, creating benefits programs, navigating government regulations, dealing with legal issues such as sexual harassment and occupational safety, and setting up policy and programs for measuring performance, compensating, recognizing, and training employees. In other words, HR doesn’t consist of a single activity or function but a huge network of them. Essentially, the role of the HR department is to manage the employee/employer relationship.
Human resources is a broad field. There are a number of different specialists and generalists type roles available in the human resources sector. Over the next few weeks I’ll be taking a look at some of the more specific human resources roles.
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