2.2.1 Human resource
2.2.1.1 Definition of human resource
―According to Business Dictionary, human resource is the sourcelaying inexpertise, abilities and motivation of people. As a result, it can be regarded as the scarcest and most crucial productive source that creates the strongest and most sustainable competitive advantage for an organization.‖
―According to William R. Tracey, in The Human Resources Glossary, Human Resources include staff who work in an organization, they are different from financial and material sources of such organization. A Human Resource is a person or employee within the organization.‖
―According to Wikipedia, human resources are the people who build up the labor forceof an organization, business sector, or economy. In some cases, the term
"Human capital" has the same meaning with "human resources", despite the fact that human capital typically is used in a more narrow context (i.e., the expertise the individuals have and economic growth). Likewise, other terms sometimes used include "manpower", "talent", "labour", "personnel", or simply "people".‖
Therefore, according to the researcher, human resource is used to refer to employee working at the company and using his skills and knowledge to contribute to the development of that company.
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―Human resources is important to organizations in many specific areas, ranging from strategic planning to company image. HR practitioners in a small business who have well-rounded expertise provide a number of services to employees. The areas in which HR maintains control can enhance employees’ perception of HR throughout the workforce when they believe HR considers employees to be its internal customers and renders services with that in mind.‖
―HR improves the company's bottom line with its knowledge of how human capital affects organizational success. Leaders with expertise in HR strategic management participate in corporate decision-making that underlies current staffing assessments and projections for future workforce needs based on business demand.‖
―HR compensation specialists develop realistic compensation structures that set company wages competitive with other businesses in the area, in the same ind ustry or companies competing for employees with similar skills. They conduct extensive wage and salary surveys to maintain compensation costs in line with the organization's current financial status and projected revenue.‖
―Benefits specialists can reduce the company’s costs associated with turnover, attrition and hiring replacement workers. They are important to the organization because they have the skills and expertise necessary to negotiate group benefit packages for employees, within the organization's budget and consistent with economic conditions. They also are familiar with employee benefits most likely to
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attract and retain workers. This can reduce the company’s costs associated with turnover, attrition and hiring replacement workers.‖
―Employers have an obligation to provide safe working conditions. Workplace safety and risk management specialists from the HR area manage compliance with U.S. Occupational Safety and Health Administration regulations through maintaining accurate work logs and records, and developing programs that reduce the number of workplace injuries and fatalities. Workplace safety specialists also engage employees in promoting awareness and safe handling of dangerous equipment and hazardous chemicals.‖
―HR employee relations specialists minimize the organization's exposure and liability related to allegations of unfair employment practices. They identify, investigate and resolve workplace issues that, left unattended, could spiral out of control and embroil the organization in legal matters pertaining to federal and state anti-discrimination and harassment laws.‖
―HR training and development specialists coordinate new employee orientation, an essential step in forging a strong employer-employee relationship. The training and development area of HR also provides training that supports the company's fair employment practices and employee development to prepare aspiring leaders for supervisory and management roles.‖
―Employee relations specialists in HR help the organization achieve high performance, morale and satisfaction levels throughout the workforce, by creating ways to strengthen the employer-employee relationship. They administer employee
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opinion surveys, conduct focus groups and seek employee input regarding job satisfaction and ways the employer can sustain good working relationships.‖
―HR recruiters manage the employment process from screening resumes to scheduling interviews to processing new employees. Typically, they determine the most effective methods for recruiting applicants, including assessing which applicant tracking systems are best suited for the organization's needs.‖
―HR professionals work closely with hiring managers to effect good hiring decisions, according to the organization's workforce needs. They provide guidance to managers who aren't familiar with HR or standard hiring processes to ensure that the company extends offers to suitable candidates.‖
―HR workers ensure that the organization complies with federal state employment laws. They complete paperwork necessary for documenting that the company's employees are eligible to work in the U.S. They also monitor compliance with applicable laws for organizations that receive federal or state government contracts, through maintaining applicant flow logs, written affirmative action plans and disparate impact analyses.‖
2.2.2 Human resource management
―The researcher shared the same view with that of George Elton Mayo, that Human Resource Management is the process of recruitment and selecting employee, providing orientation and induction, training and development, assessment of employee (performance of appraisal), providing compensation and
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benefits, motivating, maintaining proper relations with employees and with trade unions, maintaining employees safety, welfare and healthy measures in compliance with labour laws of the land, in which:‖
―Human: refers to the skilled workforce in the organisation.‖
―Resource: refers to limited availability or scarceness.‖
―Management: refers how to optimize and make best use of such limited and a scarce resource so as to meet the ordination goals and objectives.‖
―Altogether, human resource management is the process of proper and maximiseutilisation of available limited skilled workforce. The core purpose of the human resource management is to make efficient use of existing human resource in the organisation. The best example at present situation is, construction industry has been facing serious shortage of skilled workforce. It is expected to triple in the next decade from the present 30 per cent, will negatively impact the overall productivity of the sector, warn industry experts. Every organisation's desire is to have skilled and competent people to make their organisation more effective than their competitors. Humans are very important assets for the organisation rather than land and buildings, without employees (humans) no activity in the organisation can be done. Machines are meant to produce more goods with good quality but they should get operated by the human only.‖
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