Management Human Resources and Human Capital Investment

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Introduction:

Management Human Resource is the management of human resources or human capital. It is well designed to maximize employee performance. Human Resources are concerned with the management of people within organizations and companies, focusing on policies and on systems and much more.

Defining:

Management Human Resource is a term to describe a formal system for the management of people within an organization.

Human Capital:

If we talk about the human capital-this is the most vital resource which binds all the other resources. So let us discuss it. The Human Resources in Management Human Resources.

The Dept.of Human Resources:

The Human Resources department holds hands for all people related issues in any organization however small or big.

It is the showcase for front end in an organization and the backbone for the database of an organization at the backend. It acts as the smooth butter between the levels of management through its well-coordinated activities. The definition for management human resources is undefined.

Roles and Responsibilities: 10

  • Management Human Resource:

Management Human Resource is all about recruitment & selection, providing orientation and induction, training & development, appraising performance. It deals with compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. It is a strategic and comprehensive approach to managing people and the workplace culture and environment.

The managers of human resources plan, direct and coordinate the administrative functions of an organization.

  • Human Resource or Human Capital:

HR is an umbrella of responsibilities.HR Functions include Hiring; Promotions; Reassignments; Position classification; Grading; Salary determination; Performance appraisal review and processing; Safety; Employee Relations; Compliance; Training and Development and much more.

The definition of Human Resources has picked up a much much wider role in the companies organization and the business sector.

The picture for management human resources has changed for the better.

  1. Nowadays the tight and closed management hierarchy is turning into open, transparent networked structures.
  2. Today the flexible workforce is more vital for the organization. Previously they were treated as secondary.
  3. Today the Human Resources focus on a much broader and diverse group. The clear cut distinction between permanent and temporary staff members has been taken over by the contribution factor i.e.-how much contributions an individual can make in the long and short term business gains in an organization.
  4. Today Human Resources play a key role in the workforce planning structure. What kind of people does an organization need in the current time with the trends to strengthen the business? What are the critical or primary capabilities needed to strengthen an organization and many such issues?

“The definition of Human Resources has changed as it sits in the middle of the business and thus has a good understanding of the strategic planning.”

  1. Today they focus more on jobs to be done for the customers and aim for getting them accomplished on time. Unlike, yester years where they spent hours on laying out comprehensive job profiles.
  2. The definition of Human Recourses has upgraded to becoming fast, quick, apt and agiler. The HR today is like a spider in the web with more firmly rooted in many relevant communities and therefore HR have easy and fast access to suggestions from relevant people for relevant topics.
  3. The definition of Human Resources has upgraded to acting more like a business partner than only being a staff member in business.
  4. Human Resources relies more on facts and numbers than opinions. It is using Analytics for hiring and using Data Analytics for metrics and analysis study.

Today HR knows about people analytics, how to motivate them, respond to their wishes and needs and lots more.

  1. Today they have access to a much wider and larger talent pool.

The Internet and high-speed networking have increased a spirit of taking up challenging assignments among the talent pool. They are not focused only on stereotyping jobs. In recent times, HR is looking for hiring more external talent pools, internationally. The employees can gain and learn lots more by working on a temporary basis for other organizations.

Now we believe that talent is limitless and beyond boundaries.

  1. The Human Resources don’t need to regularly pamper the management anymore.

The layering and hierarchy have reduced. There are few managers, HR processes are automated and life is easy for all-managers and employee. Now the HR key focus areas are selecting talent and creative ways to boost productivity.

  • Tech defining Human Resources:

HR155Role of Technology in HR

As technology has empowered human lives so it has the HR Dept. There is a transformative change how the companies and HR operate. They have customized software with social media marketing at its peak and digital marketing empowering media marketing.

Technology is giving shape to the world of Human Resources. How is technology defining human resources?

  • Globalization has captured the market; beyond the regions of boundaries. The HR people are making use of international talent websites and forums to find qualified job candidates.
  • The HR representatives now interview candidates from all over the world by using web-based video interviews.
  • HR representatives are engaging in cloud-based systems-a manifestation that marks the move from “systems of record” to “systems of engagement.”
  • Online training updates them with the current status of developments, saves times and cuts costs.

Last but not the least:15

Technology, mobile, software – have made the world compact and the world of HR very wide. Wide are its methods and wide are the diversity of people involved in and wide are the geographical coverage now.  This is a big milestone yet to be achieved.

“The key question is that how can Human Resources and the organizations reduce the gap between employed and unemployed; talent who have work and those who don’t have work, those who have qualification matching work profiles and those who don’t.”

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In short the sole purpose of “Management Human Resources” is “hiring and developing employees so that they become more valuable to the organization”.

The Society for Human Resource Management (SHRM) is the world’s largest HR professional society, with 285000 members in more than 165 countries. shrm.org