Today, “human resources” is used to emphasize the clerical support activities of the personnel section mixed with coherent tasks including futuristic planning, setting targets, monitoring and control and worker relationship management. In very broad terms, human resources prioritize the achievement of the highest return from funds spent on the workers while at the same time reduce any unfavorable circumstances that may harm the entity in monetary terms.
Human Resource Management
Human resource management (HRM) involves the following activities:
- Long term planning with regard to hiring of human capital.
- The recruitment process
- Enrollment Procedures
- Instruction and skills improvement.
- Assessing achievements.
- Career advancement
- Dealing with labor turnover and resultant issues.
- Worker Relationship Management
- Worker Data Management.
- Remuneration and other matters related to monetary aspects.
- Counseling and/or consultancy to aid workers in overcoming problems at work.
Human Resource Development
Employers don’t benefit from hiring workers that do not suit the criteria for the job. Thus, it is essential that human resource managers are able to match the expectations of the organization with the relevant applicant. The combination of instruction, structural and intellectual advancement endeavors is called Human Resource Development (HRD). The idea is to raise efficiency at every level of the organization. HRD uses organized study mechanisms that aid in the creation of required skills and tools that help workers to carry out their tasks more effectively.
Strategic Human Resource Management
Strategy is long term planning. Strategic Human Resource Management (SHRM) refers to the future aspirations and plans of the organization with regard to human capital. SHRM includes efforts on behalf of the management that employ a course of action for the recruitment and professional development of human capital and the alignment of worker interests with strategic objectives.
The distinction between human resource management and human resource development is not so clear cut. While the argument is that management and development of human resources are two distinct activities and should be kept separate, with HRD being outsourced, many organizations today have human resource departments that deal with the administrative traditional functions as well as attending to continued professional development.
Strategic planning is concerned with attaining and sustaining a long standing competitive lead on the competitors of the organization. HRD is an important tool in this respect as it helps in the creation and sustenance of the required skills, knowledge, and attitudes (SKA) that help in the achievement of strategic objectives. HRD may be described as bringing out the best out of every worker through systematic instruction and continued professional development and thus creating synergies at every level of the organization.
HRD has been known to target training and instruction, structural education and career advancement. While these are essential ingredients to success as far as human resource management goes, other tools are also equally necessary. In today’s business environment, a well rounded set of professional techniques are necessary for effective SHRM. HRD instruction and professional development play an important role towards the achievement of the organization’s strategic vision.
By Shirley J. Caruso, M.A., Human Resource Development