Human Resource Management Is A Product Of The Human Relations Movement In The Early Twentieth Century, When Researchers Began To Document Ways To Create Business Values ​​Through Strategic Workforce Management. 

Human Resource Management, This function was initially influenced by transactional activities, such as payroll and benefits organization. Still, due to globalization, corporate empowerment, technology advancement, and subsequent research, HR now manages strategic initiatives such as mergers and acquisitions, talent management, and succession planning.

Industrial relations and labor relations are the multiplicities of culture and capacity. Initially, management science gave priority to the organization over human resources, but today the focus of management science is on human resources.

What is human resource management?

Human resource management is the process of working with individuals to achieve their full potential, even when change requires new skills, new responsibilities, and new relationships. In fact, human resource management is the use of human resources for the organization and includes activities such as recruitment, training, payroll, and organizational relationships.

David Ulrich describes the tasks of human resources as follows:

Leveling human resources and business strategy, such as engineering organizational processes, listening and responding to employees, transfer management, and change. Human resource management seeks to find how people are managed in organizations, focusing on policies and systems.

Human resource management units and departments are responsible for several activities, including recruitment, training and development, performance appraisal, and rewards (for example, payroll and benefits system management).

Human resource management also pays attention to industrial relations, which balance organizational actions with the rules resulting from discussions between employees and managers and government laws.

In other words, human resource management is a function in the organization that maximizes the performance of employees in serving the employer’s strategic goals.

Career Opportunities

There are half a million human resources workers in the United States and thousands of more jobs worldwide. The head of human resources or human resources manager, in most companies, is in the highest rank of human resource management and reports directly to the CEO and works with the board in a company with a managing system. In companies, human resource job opportunities fall into one of two categories: general and specialized.

 Public employees support staff by handling responses, complaints and working on a range of organizational projects. They can communicate with employees in all areas of work and therefore require a wide range of awareness.

The responsibilities of general human resource staff vary widely according to the needs of the staff. Professional staff, on the other hand, have a special task in human resources. Being a human resources manager is considered one of the best jobs and was ranked 4th in the rankings of Cyanun Mani.com in 2006 and 20th in the ranking of a similar company.

 The criteria for these choices were salary, job satisfaction, job security, job future, and benefits for society.

Human resource consulting is a related job in which individuals work as corporate consultants and perform their duties outside the company. In 2007, there were 950 HR consulting firms worldwide, accounting for $ 18.4 billion. Some people with a Ph.D. in human resources or related fields, such as industrial and organizational psychology and management, teach human resources at higher education institutions.

 They can often be found in the School of Business and the human resources and management departments. Many professors research financial rewards, hiring, and training that fall under human resource management.

The position of human resource management in startups and large companies

Extensively, human resource management is responsible for overseeing leadership and organizational culture. Human resource management also ensures compliance with labor law.

 The law changes with geographic change and often oversees health, safety, and security. In situations where employees are interested and allowed to reach a collective agreement, human resource management, in particular, interacts with the employee representative (often as a trade union) as the company’s main liaison.

In the current work environment, all companies focus on maintaining the talent and awareness of the workforce. All companies strive to reduce employee turnover and raise their awareness.

Hiring a new workforce incurs high costs and increases the risk of people being unable to replace the person who previously held the position. The human resources department strives to reduce the risk of losing awareness by offering attractive benefits to employees.

Human resource management is closely related to behavior management, industrial psychology (work psychology), human resource economics, statistics, and computers. Human resource management must create value for organizations.

This value creation is for both internal and external stakeholders.

The internal stakeholders are the employees and the organization, while the external stakeholders are the organization’s customers, investors, and society.

In start-ups, human resource management tasks may be performed by trained professionals. In larger companies, a highly efficient team, with staff specializing in various human resource tasks and conscientious leadership involved in strategic business decision-making, is committed to enforcing the rules.

To train staff, higher education institutions, and professional associations, companies themselves have created study programs dedicated to this department’s tasks.

According to the evidence, academic and human organizations are also looking to apply and advance human resource management. Also, according to research articles published in many academic journals, human resource management is a field of research studies that is very popular in management and industrial and organizational psychology.

Human resource management was founded in the early twentieth century and was influenced by Frederick Winslow Taylor. Taylor described what the term scientific management means and sought to increase economic productivity in productive jobs.

He eventually introduced one of the main inputs into the production (labor) process and discovered labor productivity. According to the evidence, academic and human organizations are also looking to apply and advance human resource management.

Also, according to research articles published in many academic journals, human resource management is a field of research studies that is very popular in management and industrial and organizational psychology.

Human resource management was founded in the early twentieth century and was influenced by Frederick Winslow Taylor.

Taylor described what the term scientific management means and sought to increase economic productivity in productive jobs.

He eventually introduced one of the main inputs into the production (labor) process and discovered labor productivity. According to the evidence, academic and human organizations are also looking to apply and advance human resource management.

Also, according to research articles published in many academic journals, human resource management is a field of research studies that is very popular in management and industrial and organizational psychology.

Human resource management was founded in the early twentieth century and was influenced by Frederick Winslow Taylor. Taylor described what the term scientific management means and sought to increase economic productivity in productive jobs. He eventually introduced one of the main inputs into the production (labor) process and discovered labor productivity.

Also, according to research articles published in many academic journals, human resource management is a field of research studies that is very popular in management and industrial and organizational psychology.

Human resource management was founded in the early twentieth century and was influenced by Frederick Winslow Taylor.

Taylor described what the term scientific management means and sought to increase economic productivity in productive jobs. He eventually introduced one of the main inputs into the production (labor) process and discovered labor productivity.

Also, according to research articles published in many academic journals, human resource management is a field of research studies that is very popular in management and industrial and organizational psychology.

Human resource management was founded in the early twentieth century and was influenced by Frederick Winslow Taylor. Taylor described what the term scientific management means and sought to increase economic productivity in productive jobs.

He eventually introduced one of the main inputs into the production (labor) process and discovered labor productivity.

The birth and evolution of this topic

As we approach the 21st century, advances in transportation and communications have contributed to the dynamism and cooperation of the workforce. Companies turned to look at employees to value capital rather than the gears of a car.

As a result, “human resource management” became the keyword for that function. Human capital management is sometimes equated with human resource management, although human capital refers to a more limited view of human resources; For example, the awareness that people have and can develop in the organization.

Also, other terms such as “organizational management,” “manpower management,” “talent management,” “individual management,” and “individual management” are sometimes used to describe this field.

organization`s performance

In human resource management, there are several important ways to support the strategy of organizations, including job analysis and job design (determines how many staff with specific skills and knowledge the organization needs), human resource planning (attracting capable employees), selection : (Selection of suitable employees), Training and construction: (Training employees to perform their tasks and prepare them for the future), Performance management: (Measuring employee efficiency), Rewarding employees, Employee relationships: (Creating a suitable work environment),

If an organization manages all of these practices well, it will have the best returns. In organizations with effective human resource management, employees and customers tend to be more satisfied. On the other hand, the organization is more inclined to innovate and be more productive, and as a result, gain more reputation in society. But human resource professionals can create value by focusing on three solutions.

The first solution is to focus on talent management, which goes back to the individual level.

 A committed, capable and productive workforce is nurtured in this way. The second solution is to focus on the organization, which promotes organizational culture and organizational development.

The combination of the two leads to the third solution, which is leadership. But these strategies must implement through a focus on human resource management, and in this regard, three categories are important:

Organizing a human resources unit

Focus on human resource actions such as personnel management, payroll, and training and development.

Human resource professionals and people working in this field.

What is the role of a human resources manager?

Research shows six key people-related activities that human resources need to address effectively for a company’s value-added. These six tasks are effective and people-based management, performance appraisal, expanding the items that enhance individual and organizational performance, increasing the innovation, creativity, and flexibility needed to increase competition, implementing management, and integrating technology through performance improvement. Training and communication with employees apply new work process design, planning, professional development, and inter-organizational movements and training.

Professional Organizations

In human resource management sciences and its sub-disciplines, including labor relations, service and pay compensation, training and learning, and employee health and safety, there are many national, regional, and international professional associations and associations that provide specialist education.

They are responsible for and issue certificates of professional competence and expertise in Professional in Human Resources in different ways.

The Chartered Institute of Personnel and Development, established in the United Kingdom, is the oldest professional organization in human resource management, founded in 1913.

Founded in 1948 in the United States, the Society for Human Resource Management is the largest professional human resource management association with more than 250,000 members in 140 countries.