By Dr Sri Kumar Sivakumaran
(President ASIA HOSPITALITY HUMAN RESOURCE ASSOCATION)
“Human Resource Department has always been misused and labeleld as the “COST CENTRE” of Hospitality Organizations by iqnorant General Managers and Senior Managers”. When CRISIS happen first department that would be in action to exit all employees is the Human Resource failing to understand the time taken to recruit these talents and time that would take to recruit new talent
What is HUMAN RESOURCES?
Human resources is used to describe both the people who work for a company or organization and the department responsible for managing resources related to employees.
The term human resources was first coined in the 1960s when the value of labor relations began to garner attention and when notions such as motivation, organizational behavior, and selection assessments began to take shape. Human resource management is a contemporary, umbrella term used to describe the management and development of employees in an organization. Also called personnel or talent management (although these terms are a bit antiquated), human resource management involves overseeing all things related to managing an organization’s human capital.
Human resource management is therefore focused on a number of major areas, including:
A Closer Look at Human Resource Management
Human resource management involves developing and administering programs that are designed to increase the effectiveness of an organization or business. It includes the entire spectrum of creating, managing, and cultivating the employer-employee relationship.
For most organizations, and businesses, the human resources department is responsible for:
Human resource management is about:
The Changing Shape of Human Resource Management
Human resource management involves both strategic and comprehensive approaches to managing people, as well as workplace culture and environment.
The role of human resources professionals is to ensure that a company’s most important asset—its human capital—is being nurtured and supported through the creation and management of programs, policies, and procedures, and by fostering a positive work environment through effective employee-employer relations.
The concept behind human resource management is that employees who are subject to effective human resource management are able to more effectively and productively contribute to a company’s overall direction, thereby ensuring that company goals and objectives are accomplished.
Today’s human resource management team is responsible for much more than traditional personnel or administrative tasks. Instead, members of a human resource management team are more focused on adding value to the strategic utilization of employees and ensuring that employee programs are impacting the business in positive and measurable ways.
An August 2014 Forbes article explored the shifting goal of today’s human resource management teams. More specifically, the article found that HR teams focused on things that don’t add true value to the organization are often deemed reactive, uncreative, and lacking basic business understanding.
On the other hand, HR professionals who want to be recognized as true business partners must see themselves as business people who specialize in HR, not as HR people who advise a business.
Todays’ human resources managers/business partners must understand the workings of the business and be able to comfortably speak the language of business leaders in order to have a measured and proven impact on business objectives.
Today’s Human Resource Management Team
Today’s HR management team must focus their efforts on five, critical areas, according to the Forbes article: