Human
resources refer to the set of people working in organizations and department
responsible for managing these people through certain methods and strategies
that work to raise the performance of employees, solve work problems, and
achieve the organization's desired goals.
Human Resources: Functions and Goals of HR and Scope of HRM
Human Resources (HR)
Human resources are a set
of processes such as planning, organizing, directing and controlling all
aspects related to individuals, in order to preserve, develop, educate, and
compensate them without the need for any specialized management.
Human
resources are defined as being part of facility management and are concerned
with managing and training employees as one of the most important business
assets.
Human resources are used
to describe both the people who work in an organization and the department
responsible for managing all matters related to employees.
The human resources focus
on the tasks of the employees through the division of the company according to
a set of activities that include training, recruiting new employees, mentoring
people, and providing benefits for employees.
Human
resources are the department that takes care of the people working in the
company, so human resources are keen to follow the records of their appointment
and the payment of their financial dues.
Human Resource Management
(HRM)
Human resource management
is the beating heart in the activities of the organization and the management
of its available resources.
The field of human
resources management has gained distinct importance due to the vital role it
plays.
There is no doubt that
trying to find a specific definition or concept of human resources management
is difficult and that is due to the continuous development that this department
is going through.
HRM is of great importance
as it represents the management of the most important and most valuable assets
of the organization, whether at the level of the organization or at the
national level.
The primary goal of human resources management in all organizations is to provide the organization with effective human resources, and to develop people in a development that meets their desires and needs, and thus the organization can provide its commodity or service production with high efficiency.
Human Resource Development (HRD)
Human resource development (HRD) is the integrated use of training, performance management and career development efforts to improve individual, group and organizational skills, knowledge, and abilities.
HRD contributes to the development of the personal functional skills of the employees, or the organizational skills of the company.
The basic goals of HRD are to increase the process of knowledge, skills and abilities of the workforce capable of working in all fields, which are chosen in light of the various tests conducted in order to raise their level of productive efficiency to the maximum possible extent.
HRD is also concerned with supporting the knowledge and career potential of human resources and it seeks to support the prosperity of human capital through the development of the company in general, and then the development of everyone in it.
Over the past two decades, human resource development has become one of the fastest developing areas of administrative development. Many consulting organizations have become mainly specialized in this field.
Major organizations have also established specialized departments for developing human resources and training their employees on various professional curricula and aspects in this field.
What Does HR Actually
Do?
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| What does someone in human resources do? |
Human Resources (HR): Functions and Responsibilities
Human resources in various
institutions and companies apply a set of functions, namely:
Organizational Structures and Design: The organizational structure
determines how to translate the organization’s strategy and scope into
different activities for different units to undertake, and how these units are
related and shaped to achieve a common goal.
Organization
designs are broader than organizational structure. They are typically deeper in
scope and provide more detail than structures.
Organization
design defines how teams are set-up and led in an organization and it comprises
a perspective on processes, on practice, and on performativity within the
organization.
This is
through knowing and describing the employment situation in the organization on
the one hand, and on the other hand determining the importance of each job
separately, and thus determining the appropriate wage for this job.
Training and development: This is the provision of human
resources and the possibility of achieving development through various
organizations, which contributes to identifying the special needs in training
within the firm.
Human resources are also
concerned with establishing and planning employee training programs. This leads
to the provision of programs appropriate to the special needs of the firm.
Recruitment and selection: Employment is the role of human resources in
achieving employment goals in enterprises.
The human resources
department is keen to provide information about candidates about a job, and
then decisions related to their employment are made in order to fill the
available job vacancies in the firm.
Human resources are also
interested in attracting job seekers by relying on a range of means, such as
the Internet, and job fairs. After selecting the employees, human resources
conduct job interviews with them in order to evaluate them before hiring them.
Performance appraisal and employee
motivation:
Performance appraisal is a process in which an employee's performance,
contributions, and skills are evaluated according to his job requirements.
HR
departments measure the extent of employee development or decline in
performance, find out the causes of defects, address them, and work to motivate
employees by providing benefits to them.
Industrial relations and workplace relations: Strengthening employee relations is
the role of human resources within the special labor policies and laws for
employees.
The Human Resources
Department seeks to enhance the companies' compliance with laws and regulations
regarding employment. This contributes to maintaining an equal
distribution of opportunities among employees in a fair manner.
Human resources are also
concerned with following up the relations between employees so that many tasks
are carried out, such as resolving existing disputes, and ensuring that all
employees obtain their rights.
Employee assistance program: Providing assistance to employees is
the responsibility of Human Resources to oversee the implementation of employee
assistance programs. These programs contribute to providing assistance to
employees to achieve a balance between their normal and professional lives.
Human resources employees
also seek to implement savings programs and provide retirement wages for
employees.
Effective employee management: Achieving effective personnel
management is the primary task of the HR manager.
As it seeks
to achieve appropriate management for all employees within the firm; So that it
is easier for him to know the nature of their work, and to guide them in the
correct way in case they need any help in their tasks.
Human resource planning
(HRP)
Human resource planning is
the process that contributes to ensuring that the right number of employees is
provided in the right place, and at the time when they are needed.
Human resource planning
also includes analyzing the nature of available resources, developing
expectations for future needs, and ensuring an appropriate investment of human
resources, while ensuring a balance between the required needs and the supply
of human resources.
The human
resource planning process depends on the use of two types of data:
1.
External data:
External
data are data that are not related to the company but are specialized in the
surrounding environment, and the most important of these data:
General economic conditions: Economic conditions refer to the
state of macroeconomic variables and trends in a country at a point in time.
This is the nature of the impact of inflation and deflation on human resource
planning.
It is natural for the firm
to increase production during the expansion period. This leads to the need to
hire new employees, but in the event of a downturn, companies will reduce staff
size, which in turn reduces costs.
Technological development: Technological advances have a significant impact on
the quality and size of personnel in establishments. As technology resulted in
reducing the number of employees, because of the reliance on machines to carry
out jobs instead of them.
It also contributed to
determining the nature of the functional specializations required, especially
after most of them relied on the use of computers.
Business Competition: Competition between companies is one of the matters
affecting employment policies in similar companies together in the career
field, as the employment policy in the company.
(A) may directly or
indirectly affect the employment policy of the company.
(B) may lead to the
possibility of a transition between the employees of the two companies.
2.
Internal data:
Internal
data are data that are concerned with the nature of the special internal
influences in the company, the most important of which are:
Organizational Planning: Organizational business planning is the role of human
resources in following up the goals and plans of the company during its working
period.
If the company seeks
to expand its commercial or service operations or its field of work in general,
then this thing is concerned with the need to increase the size of employees.
And vice versa if the company is suffering from a contraction in the work
environment.
Development of organizational structure: Developing an
organizational structure is the concern of human resources with the nature of
added or current activities. This contributes to studying the changes in the
quality, the number of jobs that exist within the company, and the nature of
the need to hire new employees to work in the new departments.
Internal control systems: The internal control systems include a set of
policies, rules, and procedures that the organization implements to provide
direction, increase efficiency and enhance adherence to the policies.
The organizational system
within the company is the nature of the internal control system applied in
the work environment and depends on the choice between centralization and
decentralization, specialization and non-specialization in various jobs.
HR Goals and Objectives
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| Human Resources: Goals and Objectives |
5 Major Goals of Human Resources
Human resources seek to achieve goals that contribute to the development of the work environment, including:
Basic goals: Continuity in providing human resources efficiently and quantitatively in order to enable the institution to achieve its goals, community goals, and employees' goals effectively and efficiently.
Organizational goals: The Human Resources Department performs its full function and is interconnected with the rest of the various departments, and provides guidance and advice on everything related to personnel affairs.
Career goals: Ensuring the continuity in the flow of manpower to the organization through selection, appointment and recruitment. And maintaining continuity in the employees' desire to work by providing a complete system of compensation, and ensuring the benefit from human efforts through its development and training.
Humanitarian goals: Providing opportunities for the advancement of individuals in the field of their work by preparing them to increase their income and providing them with stimulating work conditions. And providing objective policies that are used for the purpose of human energies and protecting them from dangers.
Social goals: Raising living standards, assisting individuals in choosing suitable jobs for them, and maintaining the workforce in society.
10 Objectives of Human Resource Management
1. Implementing HR planning; This contributes to employee development in conjunction with a new approach to work design.
2. Defining an organizational structure that drives productivity.
3. Ensuring availability of resources, easy access to data, on-time payroll, ensuring compliances, etc.
4. Dedicating time to finding the right staff and developing their skills base.
5. Enhancing organizational and individual performance; By taking care to develop employee competencies.
6. Providing compensation and incentives for competent employees; by relying on the role of performance appraisal.
7. Developing effective coordination and communication within the organization.
8. Encouraging and supporting creativity and innovation in the workplace. This contributes to enhancing competitiveness.
9. Embracing wider societal and ethical developments.
10. Integrating technological means with the work environment to contribute to the development of training, employment and communication with all employees.
Scope of Human Resource
Management
The scope of Human
Resource Management is very vast and wide.
The scope of HRM consists
of the acquisition, manpower planning, recruitment, selection, placement,
training and development, promotion, transfer, layoff and retrenchment,
remuneration, incentives, productivity, maintenance/retention, and control of
human resources in the organization.
Human resources are the
main resource for the organization, and the easiest and most difficult to
manage at the same time!
The goals of
HRM extend directly from assessing the workforce needs of management and
retaining employees.
For this reason, the Human
Resources Department is responsible for developing and implementing effective
policies, procedures and programs. It is about developing and managing
knowledge, skills, creativity, aptitude and talent, and using them optimally.
We can say that HRM is
about developing and managing harmonious relationships in the workplace and
striking a balance between organizational goals and individual goals.
HRM is not just limited to
managing and optimizing human thought. It also focuses on managing the physical
and emotional capital of employees.
The scope of human resource management is expanding with each passing day.