Human Resource: Past and Present

Human Resource: Past and Present

Introduction

Science devoted to the management of companies includes all employees and collaborators of an organization under the concept of human resources. The same designation is assigned to the department or the person to whom it is to select, hire, train and retain workers in a company. Human resources aim to align the efforts of employees and the strategy of the company. Function is often contemplated in areas such as: Recruitment and Selection, Compensation and Benefits, Training and Development, etc. One of the main tasks of human resources within an organization is the implementation of staffing tables and schedules HR, aiming to build the skills of staff depending on the available budget, to create a pleasant working environment (camaraderie) and to develop the human potential of each employee. The goal is to ensure that the worker feels satisfied with his work while highlighting the objectives to reach the company's mission. Dashboards are also used to for the purpose of following advancements and personnel training activities, and adapt if necessary. Another important aspect in the management of human resources is the wage policy, that the budget is intended to be distributed equitably to workers / employees over a period of time determined in advance according to criteria relating to the merits and the performance of each of them.

Discussion

It has been reported that many companies and manage are still lingering and clinging to the old style and methods of HR practices in terms of their HR administration while the early adopter and leaders in the market are the ones who connect the success and results of the company with employee talent by integrating the business strategy with that of HR function. The early adopters are currently facing some major challenges and risks in their way of implementing the proactive HR practices. The major challenges are lack of power, walking a tight ropeo, dealing with dubious and doubts of the customers, sensitivity (Kahnweiler, 2006). A survey conducted by the Society of SHRM suggests that around 54.8 percent of HR people are facing hindrances in their career advancement as the HR department is not valued and respected by many organizations (SHRM, 2004). Despite all the negative views and opinions of the people about HR functions and department, it has been suggested that the profession will evolve either by reacting to the external changes and factors or in a proactive manner by defining its own future naturally. According to a report around 38 percent of HR professionals had new duties and responsibilities added to their job description in the previous year (The Bureau of National Affairs, 2004). These activities were monitoring of corporate ethics, maintain external partnerships etc. the same report suggest that the number of employees per 100 staff has remaineda t 1 percent average which is the same for the last ten years despite the fact that there has been immense automation, outsourcing and efficiency in the field. This shows that though there was increase in ...