HUMAN RESOURCE

"Human resources are like natural resources; they're often buried deep. You have to go looking for them; they're not just lying around on the surface." - Ken Robinson

Recently, someone inquired about the role and functions of Human Resources (HR), which underscores a surprising lack of awareness about HR in today's modern world. Let's delve into an evaluation of HR and its functions in contemporary society.

The origins of HR can be traced back to the early 1910s when organizations started employing "employment clerks" to manage daily hiring needs, especially in factories. The term "human resource" was first coined by John R. Commons in 1893. During World War I, the demand for HR-type roles grew significantly.

The war led to a sharp increase in industrial production needs, coupled with a shortage of workers due to war enlistment. This forced employers to raise wages, intensify recruitment efforts, and formalize hiring processes.

Initially, only 5% of large US companies had a personnel department in 1915, but by 1920, this number had grown to 20%. Following the Great Depression, new laws aimed at promoting fair pay and safe workplaces spurred the development of early employee handbooks and hiring strategies within these departments.

After World War II, there was a greater need for specialized personnel to handle labor relations, prompting the establishment of the American Society for Personnel Administration in 1948 (now SHRM).

In the 1980s, HR began taking on more strategic roles, moving beyond administrative tasks like explaining benefits and managing retirement plans (like the 401(k)). Today, HR professionals are pivotal in driving an employer's overall business success in the continually evolving modern workplace.

Function of HR

Human resources professionals handle various responsibilities within an organization, which can be categorized into several key functions. These functions are crucial for recruiting, hiring, training, and supporting employees to enhance their performance and achieve organizational objectives effectively.

1.???? HR Planning & Management: Strategic planning and management of human resources to align with organizational goals.

2.???? Recruitment & Selection: Attracting and selecting suitable candidates for job openings.

3.???? Training & Development: Developing programs to enhance employee skills and capabilities

4.???? Performance Management System: Monitoring and evaluating employee performance to ensure productivity and effectiveness.

5.???? Career / Succession Planning: Planning for employee career growth and preparing future leaders within the organization.

6.???? Compensation & Benefits: Designing and managing salary structures, bonuses, and employee benefits.

7.???? Rewards & Recognitions: Implementing systems to acknowledge and reward employee contributions.

8.???? Policy Formulation: Developing and implementing HR policies and procedures.

9.???? Employee Engagement: Promoting initiatives to enhance employee satisfaction and motivation.

10.? Health & Safety: Ensuring a safe and healthy work environment for all employees.

11.? Disciplinary Action: Managing disciplinary procedures and addressing employee misconduct.

12.? Compliance and Legal Labor Laws: Ensuring compliance with labor laws and regulations.

These functions collectively contribute to creating a productive and harmonious workplace environment while supporting the overall strategic objectives of the organization.

Human resources management is often perceived merely as the department responsible for hiring and firing employees. However, it encompasses a far broader scope. A well-run human resources department not only establishes a sound organizational framework but also plays a crucial role in meeting business demands by effectively managing a company's most valuable asset: its employees.

Thank you for reading my article.

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