Human Resource | Definition, Nature, Scope, Objectives, and Function of HR?

HR

Contents:

1. The History of Human Resources
2. What is HR?
3. What is HR in simple words?
4. What is the Full-Form of HR?
5. What does the Human Resources department do?
6. What are the roles and functions of  Human Resources?
7. What is the Scope of Human Resources?
8. What is the Nature of Human Resources?
9. What are the Pros and Cons of Human Resources?

The History of Human Resources

The emergence of Human Resources as a term can be traced back as far as the late 19th century. However, it was not built upon and developed as a science until the following century. The industrial revolution put much emphasis on the manager/foreman but not so much on the labor force.
That fact sparked discussion later on the worth of the human capital in society and the world of business.
After the industrial revolution, companies and business owners slowly started to realize the importance and worth of human capital and its positive effect on profits. Consequently, the world of business started to see a trend in the inclusion of HR departments until it reached a point where the word business and HR became inseparable in today’s world.

What is HR?

Human Resource (HR) refers to the personnel or staff or workforce of the organization responsible for carrying out the tasks assigned to achieve the goals and objectives of the organization, which can only be achieved through the hiring and selection of the right resources, proper orientation, and motivation, training, skill development, proper employee evaluation (performance evaluation), appropriate compensation.

And all of the benefits Managing and ensuring proper labor relations, safety and welfare, and health concerns of employees is a human resource management process.

Key Points:

• The Department of Human Resources is accused of finding, testing, hiring, and training job applicants and conducting employee benefit programs.

• HR responsibilities include compensation and benefits, hiring, firing, and keeping up to date with any laws affecting the company and its employees.

• Many companies shy away from traditional internal HR administrative functions and outsourced functions such as payroll and benefits to external vendors.

• The HR department helps maintain the core values ​​and culture of the company.

What is HR in simple words?

Based on the definition of HR, the HR department looks after the company's most valuable assets; Its employees. HR professionals are also responsible for creating a healthy work environment where employees have what they need to complete their day-to-day tasks and attract and retain qualified people.

What is the Full-Form of HR?

HR stands for Human Resources

What does the Human Resources department do?

HR professionals perform several tasks, including hiring, managing employee relationships, and formulating company policies. In small companies, HR generalists perform all related tasks, whereas, in large companies, HR professionals may be experts in certain fields, e.g. hiring and Sourcing, benefits and compensation, HR operations.

What are the roles and functions of  Human Resources?

Human Resource Management works extensively in planning, directing, controlling, and managing the entire human resource management within an organization. Human resource departments are an integral part of any organization and are responsible for the rigor around each HR function. Human resources functions can be broadly and minimally categorized under different resource functions: planning, executing and monitoring.

We will look at how the functions of the HR department bring a systematic approach to different aspects of HR.

• Planning: Evaluates the organization's environment, goals and objectives, strategies, and future human resource needs, including its structure, culture, technology, and leadership in light of internal and weaknesses.
• Staff: To acquire people with the skills, competencies, knowledge, and experience to fill jobs in the work organization. Human resources planning, job analysis, recruitment, and selection are the main methods.
• Improvement: Analyzing learning needs to ensure that employees demonstrate the knowledge and skills they need to advance in their work or organization. Performance assessment can identify the key skills and ‘competencies’ of employees.
• Supervision: Design and administration of reward systems. HR practices include job evaluation, performance evaluation, salary, and benefits.
• Management: Maintains and oversees workplace safety, health, and welfare policies to maintain an efficient workforce and adhere to legal standards and regulations.
• Maintaining relationships: Contains employee participation schemes in non-union or union offices. In a union environment, this means negotiating contracts and managing collective agreements.
• Managing change: Helping others to visualize the future, communicating this vision, setting clear expectations for performance, and developing the ability to reorganize people and reorganize other resources.
• Evaluation: Designing processes and procedures for measuring, evaluating, and communicating HR practices, and being a value-added part of the entire HR system for the organization.

What is the Scope of Human Resources?

• Human Resources Planning: Human Resource Planning refers to a process of identifying the number of vacant jobs a company has, whether it has a large number of employees or a shortage of employees, or to address this excess or deficiency.
• Job Analysis Design: Another important area of ​​human resource management is job analysis. Job analysis gives a detailed description of every job in the company.
• Hiring and selection: Based on information gathered from job analysis, the company prepares advertisements and publishes them in newspapers. This is the appointment. Most of the applications are received once the announcements are published, the interviews are conducted and the right employee is selected, and therefore hiring and selection is another important area of ​​human resource management.

• Orientation and Motivation: Induction or orientation program runs after selecting employees. It is Another important area of ​​human resource management. Employees are told about the background of the company, explain the organizational culture and values, and introduce ethics and other employees.
• Training and Development: Every employee participates in a training program that helps them to excel at work. They also conduct training programs for current employees who are very experienced. This is called refresher training. Training and development is an area where a company spends large sums of money.
• Performance appraisal: After the employee has served for 1 year, a performance appraisal is conducted in which the Human Resources Department checks employee performance. Based on these evaluations, future promotions, incentives, and salary increases will be determined.
• Compensation Scheme and Remuneration: There are various rules relating to compensation and other benefits. It is the job of the Human Resources Department to look at compensation and compensation plans.
• Motivation, Welfare, Health & Safety: Motivation is important to maintain the number of employees in the organization. It is the job of the Human Resources Department to focus on different methods of motivation. Also, certain health and safety regulations must be followed for the benefit of employees. It is also regulated by the Department of Human Resources.
• Industrial Relations: Another important area of ​​human resource management is maintaining cooperative relationships with association members. This helps the company to prevent strike lockout and keep the organization running smoothly.

What is the Nature of Human Resources?

The main points are as follows:

• Integrated energy: HRM allows for all levels of management, from shop floor management to top management.
• Action-based: HRM is not just associated with record-keeping or related rules, regulations, or policies. It is more focused on completing tasks. It relies heavily on rational approaches.
• People-Based: As the term HRM implies, it is meant for people at the individual, group, and institutional level.
• Future-oriented: HRM is about the future. What happens to the organization and its people when there is no proper HRM? It should answer such questions. How to modify HRM to survive in a competitive world?
• Development-based: Since the existence of a company depends on human resource development, HRM focuses more on developing people.
• Integrating the System: Although HRM is a supportive task, its role is broad and comprehensive as the entire organization is managed by the public.
• Interdisciplinary: HRM draws heavily from disciplines such as Human Psychology, Sociology, Anthropology, Economics, Law, and Politics.
• Continuous work: HRM is an important task as long as the organization exists.

What are the Pros and Cons of Human Resources?

Pros of HR

1. Communicate with people: This is the biggest and best job for a person who loves to work and deal with people. In Human Resources, you have the opportunity to manage people who work in the organization. This function may be in the context of social work or it may be of a more clinical nature. Depending on your degree and experience, working in social welfare or solving psychological problems can be helpful.
2. Diversity in the workforce: No other job in an organization will allow you to interact with so many different people, and you will find a place in the human resources department. Since your job is primarily concerned with social welfare and human emotions, it gives you ample opportunity to explore differences in the workforce to learn about different cultures and religions in one place. This is an excellent offering for those who are in some anthropology.
3. Helping people find their purpose: As part of a job in human resources, you interact with someone who is frustrated with their repetitive work and distracted from their career path. So as part of this team, you have the opportunity to guide the lost organizations and give them a sense of duty and responsibility. Furthermore, you can help these people achieve and set lofty goals that will help them develop their personality and work skills.
4. Helping people stay productive: For the proper functioning of the company, employees must work with their productivity. But not every day is the same and not every employee needs the same productivity level every workday. Therefore, human resources need to motivate them to achieve greatness and better the productivity of workers.
5. Direct impact on company production: The best thing about being a human resources worker is that you may not have the technology on which the company is based, but you can still manage the most important resource of the company - human. Getting to know the talented staff and ensuring their well-being within the organization helps to further the company's motto and vision. You not only make a company good but also achieve a higher level.
6. Impact of various policies of the company: You are not only in the account of managing human beings but also in the task of ensuring the smooth functioning of the company. It is therefore clear that you need to influence the company in many decision-making processes. You need to help your company in the right way so that the company can make decisions in the interest of profit and profitability.
7. Ensuring the best performance of the company: As an HR employee, you can see a lot of issues that have a direct impact on the company’s product. Therefore, you must manage a variety of variables that enable a company to function and perform at its best, including ensuring employee productivity, ensuring that the company uses the best approach to motivate and attract people. Maintaining a pool of talented people and doing their job with complete devotion.
8. Job availability: The above points clearly outline the importance of your job in the human resources department of the company and thus create a large number of job offers. Every organization, big or small, technical or non-technical, needs a human resources department to handle employees and other activities. Therefore, the demand for the job is huge and it is an attractive profession to pursue those who seek flexibility and stability in their career in terms of position and company choice.

Cons of HR

1. The workload is too large: Job demand is huge. Working with equipment or machinery is completely different from working with people. There are no simple equations or instructions that can help you solve problems related to humans. That is why HR managers and workers need to learn their own way to manage and adjust to the complexity of this career.
2. Dealing with different people's issues: For this job, you have to listen to the problems of different people. Everyone has their own unique set of problems, such as administrative problems, depression, or stress, from not getting timely pay. This makes it very difficult for an HR worker to adjust to a rapidly changing scenario. Therefore, it can bring you into a state of depression and low productivity.
3. Intermediary: Maintaining factory matters is a bit risky because you need to meet the needs of a lesser employee, but bosses and management need to take care of any problems. Therefore, it can make it a very difficult profession to pursue, because you may insist on getting out in the middle, meeting the needs of both parties, as well as dealing with consumer welfare. Act as a medium.
4. Stressful job: This sometimes demanding job can be very stressful for many people in the human resources department to meet the post requirements every day. In some places where employees are subject to turnover or constant conflict, the work becomes more stressful and at the same time requires excellent input, as you will be responsible for finding solutions to problems.
5. Learning about the organization and its various components: Even if you are dealing with people, you need to be aware of the company and its departments to ensure that you can comfort people. This ensures that you can understand the real problem and offer solutions accordingly. But sometimes you become aware of the different disciplines and as a result, it can be a difficult task to learn about other issues.
6. Boring cubicle works for new candidates: For an entry-level job in the human resources department, most work involves managing the paperwork, which includes sorting the resumes of most candidates, ensuring that most managers have timely schedules, regular paperwork, and various daily tasks. Added. In an entry-level job, a person rarely gets the opportunity to work with people or has a direct impact on the company's product, which frustrates the candidate.
7. Politics: Politics is everywhere and the human resources sector is no exception. The path to staying in a high-demand, efficient human resources position is not easy, as it is covered with so much workplace politics and dubious rumors. This makes it difficult for new employees to enter top positions only through perfect jobs and performance. There is no doubt that the quality of one's working capital is important, but these things make it difficult for people to succeed in future life.
8. Experience Required: While this field is very profitable, in the real market, most companies only seek professionals who have some experience in this field. Therefore, it makes a person very competitive to get a good career in the HR department at large companies.

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