Human resources is also referred to HR or HRM which is an expression used for the use of human capital to get the work done within the organization. It can be purely and simply defined to be an implementation of strategy for driving innovation, productivity and sharing prices by mobilization of workforce for achieving excellence. It is believed that the ability of the HR for adding value is completely proportional to the ability of leveraging on the tools which they have at their disposal. Going by the definition Human Resource can be defined as a set of individuals that make up the entire workforce of any organization, economy or a business sector (CSB 1995). For governing Human Resources, the three terms which are typically considered are:
1. Demographics: Includes characteristics, population, age, gender and social class of the individuals available for work.
2. Diversity: This is a variation and kind of people from different cultures, race, gender, or country work together.
3. Skills & qualifications: Industry has moved beyond the manual forms of operations to a much complex managerial professionalism. It means that there is a need for highly skilled graduates. Organizations need to offer financial rewards, community investments and other facilities for the human resources.
Human Resources is primarily concerned with issues for managing different people in an organization. The role of HR is as follows:1. Conduct interviews and carry out suitable candidates for the company
Business Management in public sector since the early 1980s has encouraged for abandoning the bureaucratic traditions and becoming a much more enterprising and entrepreneurial organization. The area of HR, organizational policies as well as practices at both public and the private sectors remains different from various aspects. For instance traditional style of the paternal, standardized as well as collectivized HRM is much prevalent in the public sector when compared to the private sector. Further, the different activities which are related to the conventional state role for a model employer like staff training as well as promotion to equal opportunities is most likely to be found at public organizations. Principles and the approaches which are refined originally inside the large and exceptional private organizations need to be expected for translating into different settings. Studies and observations over the years have shown that HRM varies drastically in between the public & private sectors. However, it is evident that distinctions have become pretty low pronounced over a period of time. In other words it means that absence of some homogeneity doesn’t rule out the processes of convergence which is not complete. Recent studies in analyzing managerial reforms in local government has shown that embedding the new approaches along with dislodging the old ways is clearly a long term process coupled with the movements which is both forward and backward and comes with changes at different levels.
Further HRM policies & practices might reveal that the 2 sectors are moving much closer to each other. The differences as identified above simply reflect the lag in adopting new management practices by the public agencies. The only reason for this is the fact that private companies are usually easily influenced by the management fads. One should also note that the extent of convergence among the public as well as the private business management also varies from different public agencies. Organizations which have been commercialized might be driven by the aspect of emulating the private competitors. Public organizations having a large number of new staff might also follow the private practices in a closer manner.
There are several critical factors which shape up the manner in which the decision and activities are performed by HR. Depending on these situations and the ground realities; the HR needs to take the best possible measures in favor of the organization.
Human Resources have always been and will be one of the major elements which could get the work implemented and operationalized at organizations irrespective of the size of operations. However, in the coming years it is expected that Human Resources would be aided by a range of tools and technological advances to facilitate in easier operations. Organizations would need to take care of different aspects which include training and development, career growth opportunities, employee satisfaction and fair rewards and remunerations in the coming future.
CSB (1995), Human Resource Management, accessed on 18th March 2015, www.csb.gov.hk/english/publication/files/e-hrmguide.pdf
Corostrand Berg (2009), The Role of Human Resource Management in Corporate Social Responsibility, accessed on 18th March 2015, https://corostrandberg.com/wp-content/uploads/files/CSR_and_HR_Management1.pdf
MU, Importance of Human Resource Management and Environment, accessed on 18th March 2015, https://www.mu.ac.in/myweb_test/M.Com.%20Study%20Material/Human%20Res.%20Management%20-%20M.%20Com%20-%20I.pdf
HRPA (2011), The Role and Future of HR: The CEO’s Perspective, accessed on 18th March 2015, https://www.hrpa.ca/Documents/HRPA_KB_CEO_Perspective_Research_Highlight.pdf
UMN (2004), Human Resources Roles and Responsibilities, accessed on 18th March 2015, https://www1.umn.edu/ohr/prod/groups/ohr/@pub/@ohr/documents/asset/ohr_47458.pdf
Genç KurtuluÅŸ YÄ±lmaz (2014), Environmental Factors Affecting Human Resources Management Activities of Turkish Large Firms, International Journal of Business and Management; Vol. 9, No. 11; 2014, [accessed on 18th March 2015]
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