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Human resources is the set of individuals who make up the workforce of an organization, business sector, or economy. "Human capital" is sometimes used synonymously with human resources, although human capital typically refers to a more narrow view (i.e., the knowledge the individuals embody and can contribute to an organization). Likewise, other terms sometimes used include "manpower", "talent", "labor", or simply "people".
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Is a section which is the basic structure for the construction of any institution interested in hiring personnel from the pay roll, and performance monitoring and evaluation, and other problem-solving tasks of different public and private, everything comes to the success of their work
HR is a commonly used acronym for Human Resources, also referred to as Human Resource Management or HRM. HR is fundamentally an expression of an organizations belief in the employee element of that organisations success. HR pure and simple is the implementation of a strategy to drive innovation, productivity and share price through mobilizing the workforce towards excellence. As David Ulrich (recognized thought leader in HR) states “HR must give value or give notice”. The ability of HR to add value lies in its ability to leverage the tools that it has at its disposal, these include:
Recruitment & Selection has the ability to deliver enormous value to organisations through the HR team. It is through the process of recruitment and selection that organisations can identify strong performers, weed out weaker performers, and engage preferred applicants in an employment conversation. For further information on Recruitment and Selection
Workforce Planning is the start point for HR. It’s where discussions about what kind of workforce and what skill-sets are required for the organisation. Like most of us will write down a shopping list prior to getting the groceries, workforce planning is an employee shopping list. For further information on Workforce Planning .
Remuneration can make or break an organisation, essentially its how much to reward employees financially (salary, wages, incentives). Yet its much more than simply a paycheck, paying too much or too little with dramatically increase costs, or place the organisation in the position where it is unable to attract the talent it requires. For further information on Remuneration .
Job Analysis is often referring to as the building blocks of HR, so many HR activities call on the information gained through a Job Analysis. For activities such as writing the job description, selecting the right applicant and career planning the information gained from Job Analysis is critical. For further information on Job Analysis .
There’s a common saying about getting from point ‘A’ to point ‘B’, HR has a variation on that saying, in HR Training and Development is all about getting employees from being ‘B Players’ to becoming ‘A Players’. Training and Development can turn poor performers into solid performers, and good employees into great ones. For further information on Training and Development click here.
Industrial Relations / Employee Relations / Employment Relations
Regardless of the currently in vogue title IR/ER is the legislative center of HR, providing advice on employee legislation, drafting or consulting on policies, and managing risk for the organisation. For further information on Industrial Relations / Employee Relations / Employee Relations .
Organisational Development / Change Management
We all appreciate that change is the only constant, unfortunately change and progress are worlds apart – one happens regardless of our actions, while the other happens because of our actions. Organisational Development and Change Management are about planned progress, be it staying the course through rough seas or changing course completely to overcome new challenges and adopt to new opportunities. For further formation on Organisational Development / Change Management .
We hear alot about data don’t we, we hear how Facebook or Google is mining our online time to create more targeted advertising, refining our search results to provide more individual and relevant results. The practice is no less common in HR, while not at the individual level HR is constantly working with data to identify organizational wide indicators such as tenure, sick leave taken, annual leave taken, turn over rates and a variety of other factors that are typically recorded into an organisations human resource management system (HRMIS). However its actually much more exciting and interesting that I make it out to be. For further information on HR Metrics click here.
So that’s essentially what HR is, its a planned effort to increase organizational productivity / innovation / profitability through focusing on employees. Often however we forget this, I know I’ve worked in teams where the mass of the effort is spent on poor performers, and certainly by removing poor performers statistically the organisations performance increases – however what interests me more is what if that effort was spent on high performers? What if we could increase our top20% of sales peoples output by10%, or our best20% of IT people by the same?
So there’s the challenge, next time you’re talking with an HR person ask them how they’re increasing individual performance of employees? And if you’re in HR, well make sure you not only have an answer to that question but back it up with some action starting today.
