Managing resources has always been a skill not easy to gain and not easy to keep. As for all organizations are rather diverse and involve different kinds of resources, the knowledge of how to operate these resources properly is always of great importance. There exists one particular group of organizational resources that stands separately from others. This is a group of so-called human resources (in some theories named labor). There is a very distributed term used to express labor which is human capital. Human resources indeed can be called a capital because it represents a set of person’s skills that may be sold for some price. However human capital is not similar to other kinds of tools involved in the production, as described at IES Website.
Unlike other components, this group is not predictable and is not easy to control. As for labor itself is produced and performed by people there is a key element in it that makes it very hard to plan. It is the human factor. Human beings are not simply commodities producing labor as a part of the further production of goods. Besides some physical labor humans can provide something much more valuable. It is a creativity of their minds, their talents, and imagination that are sometimes impossible to estimate accurately.
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Being one of the most significant elements involved in the production of goods and services, human capital plays an important role in the final result of any business process. Along with the development of economics and theoretical studies of a subject of human resources the necessity appeared to manage these resources appropriately. Firm-specific interchangeable human capital (one of the most common definitions of human resources according to macroeconomics) needs to be adequately managed in order to perform optimal results. Therefore the discipline of human resource management is an important one in the nowadays society of constantly evolving economic relations and growth of production.
With simple words managing human resources means gathering, analyzing and operating the information regarding employees within a particular organization and also providing appropriate activities to increase a quality of work performed by employees. For a long time since a need for managing human capital appeared the profession of specialists on this subject included administrative function.
Gathering, analyzing, and classifying all the data related to each employee has never been a simple task. These data included personal history, biography, capabilities, experience, skills of all the employees separately, their personal activities within the present company, their performance and position, their behavior and attitudes, their personal abilities and characteristics, labor time and salary information for every one of employees and payroll records for all of them, statistics for all these issues, and possible forecasts for employees’ performance. When the necessity of effective and efficient human resource management and planning was recognized, more and more complex activities had to be involved in this process with time, according to web-article of EGPL.
With an introduction of computers and the development of information technologies, the trade of human resource managers was modernized soundly. In the modern society, the institution of human resource management and planning represents not just common administrative activities but a combination of two disciplines. They are human capital discipline as itself and the information technology. With an introduction to Human Resource Management Systems (or HR modules), the work of HR specialists was changed towards more useful results, as showed at Inc.com.
Human Resource Management is often called Human Resource Planning as for besides gathering, organizing, and analyzing information it always involves elaborating strategies for future and making forecasts based on received data. As we already mentioned, predictions and plans are the most difficult parts of HR management process. Therefore planning and choosing strategies in this process play a significant role. There exist numerous approaches for efficient Human Resources Planning (such as Back Fill Plan, Interest Inventories, Employee Challenge Plan, “Smoke” Detectors, and others). Hence modern managers have a wide variety of tools for Human Resource Management and Planning.
Management of human resources is a vital discipline in nowadays society. Professionals of this subject are needed in every organization because so-called human capital differs significantly from other kinds of resources of any company. It becomes even more urgent within the rapid development of technologies thus proper strategies of human resource management would lead a company to success in the appropriate market sector.
Bibliography
Reilly, P. Human Resource Planning: an Introduction. 1996. Institute for Employment Studies. 14 October 2006. <http://www.employment-studies.co.uk/summary/summary.php?id=312>
Human Resources | Innovation Think. August 2006. The Global Business Community. 14 October 2006. <http://www.innovationthink.com/innovation/articles/human_capital_management/human_resources.html>
Freedman, David. I’ll Be Watching You. May 2006. Inc.com, Mansuesto Ventures LLC. 13 October 2006. <http://www.inc.com/magazine/20060501/column-freedman.html>
Mentoring programs for professional service firms. 2005. Emerald Group Publishing Limited. 15 October 2006. <http://www.managementfirst.com/human_resources/articles/mentor_programs.php>
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