human resources

This article is about human resources, as it applies to business, labor, and economies. For information about the French film Human Resources see Ressources humainesHuman resources has at least two meanings depending on context. Most commonly within corporations and businesses, ''human resources'' refers to the individuals within the firm, and to the portion of the firm's organization that deals with hiring, firing, training, and other personnel issues. This usage is derived from the original meaning of ''human resources'' as variously defined in political economy and economics, where it was traditionally called labour (economics)labor, one of three factors of production. This article will address both definitions.

Human resources in political economy and social sciences - Modern analysis emphasizes that human beings are not predictable commodity "resources" with definitions totally controlled by contract, but are creative and social beings that make contributions beyond "labor" to a society and to civilization. The broad term human capital has evolved to contain the complexity of this term, and in macro-economics the term "firm-specific human capital" has evolved to represent the original meaning of term "human resources".Advocating the central role of "human resources" or human capital in enterprises and societies has been a traditional role of socialismsocialist parties, who claim that value is primarily created by their activity, and accordingly justify a larger claim of profits or relief from these enterprises or societies. Critics say this is just a bargaining tactic which grew out of various practices of medieval European guilds into the modern trade union and collective bargaining unit.A contrary view, common to capitalismcapitalist parties, is that it is the infrastructural capital and (what they call) intellectual capital owned and fused by "management" that provides most value in financial capital terms. This likewise justifies a bargaining position and a general view that "human resources" are interchangeable.A significant sign of consensus on this latter point is the ISO 9000 series of standards which requires a "job description" of every participant in a productive enterprise. In general, heavily unionized nations such as France and Germany have adopted and encouraged such descriptions especially within trade unions. One view of this trend is that a strong social consensus on political economy and a good social welfare system facilitates labor mobility and tends to make the entire economy more productive, as labor can move from one enterprise to another with little controversy or difficulty in adapting.An important controversy regarding labor mobility illustrates the broader philosophical issue with usage of the phrase "human resources": governments of developing nations often regard developed nations that encourage immigration or "guest workers" as appropriating human capital that is rightfully part of the developing nation and required to further its growth as a civilization. They argue that this appropriation is similar to colonial commodity fiat wherein a colonizing European power would define an arbitrary price for natural resources, extracting which diminished national natural capital. The debate regarding "human resources" versus human capital thus in many ways echoes the debate regarding natural resources versus natural capital. Over time the United Nations have come to more generally support the developing nations' point of view, and have requested significant offsetting "foreign aid" contributions so that a developing nation losing human capital does not lose the capacity to continue to train new people in trades, professions, and the arts.An extreme version of this view is that historical inequities such as African slavery must be compensated by current developed nations, which benefitted from stolen "human resources" as they were developing. This is an extremely controversial view, but it echoes the general theme of converting human capital to "human resources" and thus greatly diminishing its value to the host society, i.e. "Africa", as it is put to narrow imitative use as "labor" in the using society.In the very narrow context of corporate "human resources", there is a contrasting pull to reflect and require workplace diversity that echoes the diversity of a global customer base. Foreign language and culture skills, ingenuity, humor, and careful listening, are examples of traits that such programs typically require. It would appear that these evidence a general shift to the human capital point of view, and an acknowledgement that human beings do contribute much more to a productive enterprise than "work": they bring their character, their ethics, their creativity, their social connections, and in some cases even their pets and children, and alter the character of a workplace. The term corporate culture is used to characterize such processes.The traditional but extremely narrow context of hiring, firing, and job description is considered a 20th century anachronism. Most corporate organizations that compete in the modern global economy have adopted a view of human capital that mirrors the modern consensus as above. Some of these, in turn, deprecate the term "human resources" as useless.As the term refers to predictable exploitations of human capital in one context or another, it can still be said to apply to manual labourmanual labor, mass agriculture, low skill "McJobs" in service industries, military and other work that has clear job descriptions, and which generally do not encourage creative or social contributions. In general the abstractions of macro-economics treat it this way - as it characterizes no mechanisms to represent choice or ingenuity. So one interpretation is that "firm-specific human capital" as defined in macro-economics is the modern and correct definition of "human resources" - and that this is inadequate to represent the contributions of "human resources" in any modern theory of political economy.

Human resources within firms - Though human resources have been part of business and organizations since the first days of agriculture, the modern concept of human resources began in reaction to the efficiency focus of Taylorism in the early 1900s. By 1920, psychologists and employment experts in the United States started the human relations movement, which viewed workers in terms of their psychology and fit with companies, rather than as interchangeable parts. This movement grew throughout the middle of the 20th century, placing emphasis on how leadership, cohesion, and loyalty played important roles in organizational success. Although this view was increasingly challenged by more quantitatively rigorous and less "soft" management techniques in the 1960s and beyond, human resources had gained a permanent role within the firm.The Society for Human Resource Management (SHRM) is the world’s largest association devoted to human resource management. Representing more than 200,000 individual members, the Society's mission is to serve the needs of HR professionals by providing the most essential and comprehensive resources available. As an influential voice, the Society's mission is also to advance the human resource profession to ensure that HR is recognized as an essential partner in developing and executing organizational strategy. Founded in 1948, SHRM currently has more than 550 affiliated chapters and members in more than 100 countries.

See also -

Human Resource Management Systems

HR-XML

Worldwide ERC (Employee Relocation Council)

External links -

shrm.org - Society for Human Resource Management (SHRM, formerly known as ASPA)

lists.repec.org - New papers and articles on human Capital and human resources management, a free Newsletter edited by the RePEc academic Project

hrba.org - Human Resources Benchmarking Association

cipd.co.uk - Chartered Institute of Personnel and Development (CIPD)

nri.org - Natural Resources Institute of the University of Greenwich

rmi.org - What is Natural Capitalism?

hrvillage.com - hrVillage Human Resources

axell.in - Download Human Asset Management Model

erc.org - Worldwide ERC (Employee Relocation Council)

hr.BLR.com - HR.BLR.com

psab.bc.ca - BC Public Service Appeal Board

answeronce.com - AnswerOnce Human Resources questions and answers.

globaldharma.org - Website of Center for Dharmic Leadership, a not-for-profit organisation which provides information about Serving and Leading from a spiritual context. Includes (free) articles, research papers and training modules on Culture Development, Individual/Organisational Transformation.Category:Human resources !managementCategory:Ethicscateg ory:Organizational? studies and human resource !managementde:Personalwirtschaf tes:Recursos? humanosfr:Gestion des ressources humaineshe:משאבי אנושnl:Human Resource Managementpt:Recursos !humanosja:人材zh-c n:人力资 304;

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Marrakech, Inc.
A private non-prifit human services agency based out of Woodbridge, CT. We provide a wide variety of services to children and adults with disabilities.
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It is a non-profit organization, dedicated to the assistance and support of small and medium sized enterprises; working to support local governments and mobilize the capacity of various institutions to achieve comprehensive economic development of the region
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cahro limited
cahro is an established and successful consultancy providing trusted and creditable specialists to support organisations within the fields of: HUMAN RESOURCES EMPLOYEE RELATIONS SEARCH AND SELECTION HEALTH AND SAFETY TRAINING AND DEVELOPMENT § DISTANCE LEARNING § E-LEARNING § DIRECT DELIVERY § MANAGEMENT DEVELOPMENT STUDENT FINDING SERVICE
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Fodor Human Resources Consulting Ltd.
Simple, flexible headhunting company following the Scandinavian business concept. Founded in 1999
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Imperium Intelligence Inc
Leading provider of employment screening services known for superior pricing and outstanding customer service
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EU Work Hungary
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Innovation & Technology Association of PEI (ITAP)
ITAP, the Innovation and Technology Association of Prince Edward Island, is a non-profit organization dedicated to growing and developing the Prince Edward Island technology industry. ITAP's membership is comprised of over 140 members comprised of approximately 70 private sector businesses, and approximately 70 suppliers, public sector representatives, students and individuals. Our mandate is guided by our members' needs. Our Focus ITAP's activities are focused on two key mandates: advocacy and support to our members, through projects in the key areas of export development, communication and leadership development.
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Society for Human Resources Management
Home page for the Society for Human Resources Management.
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Human Resources Development Canada
Our mission is to enable Canadians to participate fully in the workplace and the community.
http://www.hrdc-drhc.gc.ca/

Human Resources - About.com
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Department of Human Resources
Offers information on workers' services, training programs and initiatives, and employment opportunities.
http://www.hr.state.ks.us/