What are human resources and what are their key characteristics? In this post, we explore the 10 essential features of HR, including recruitment, training, performance management, and more.
Understanding the role of human resources in organizations is crucial for building a successful and productive workforce. Read on to learn more!
Human resources are the people with whom a company or organization has, with the aim of achieving the company’s goals, in a context of respect among its members. The companies have material (and economic) resources that belong to them but, at the same time, they have the collaboration of people that make up this organization. These people are known as human resources of the company.
These people, in order to be part of an organization, must comply with certain characteristics according to what is required by the different jobs. In addition, they must possess certain characteristics not related to the specific position. For example, they must share the values, principles and goals of the company.
Characteristics Of Human Resources
Human resources (HR) has a long and complex history that dates back to ancient civilizations. In the early days, HR was primarily concerned with managing the labor force, ensuring that workers were treated fairly, and providing them with basic benefits such as food and shelter.
As society evolved, so too did the role of HR. In the industrial age, HR became more focused on workforce planning and management, as businesses sought to optimize their operations and increase efficiency. In the 20th century, HR evolved further to encompass a wider range of responsibilities, including recruitment, training, performance management, and employee relations.
Today, HR plays a critical role in organizations of all sizes and types, serving as a strategic partner to senior leaders and helping to drive business success. From managing employee benefits to developing company culture, HR professionals are responsible for ensuring that organizations attract, retain, and develop the best talent, while also complying with a complex web of laws and regulations.
2. Personal Resources Area
The Personal Resources Area is a term used in psychology and personal development to refer to the collection of skills, abilities, knowledge, and qualities that an individual possesses, and that can be used to navigate and succeed in various aspects of life. These resources can include both tangible assets, such as financial resources, as well as intangible ones, such as emotional intelligence or problem-solving skills.
Some common personal resources include:
- Knowledge and education
- Skills and talents
- Emotional intelligence and self-awareness
- Positive attitudes and beliefs
- Social support networks
- Financial resources
- Time management and organizational skills
- Physical health and fitness
- Creativity and innovation
- Resilience and adaptability
By developing and utilizing these personal resources, individuals can enhance their personal and professional lives, overcome challenges and obstacles, and achieve their goals and aspirations. Personal resource development can be achieved through various means, including education, training, practice, self-reflection, and seeking support from others.
3. They are not patrimony of the organization
Unlike other assets that the company has, its employees make up the company but they are not part of it. Thus, the experiences and knowledge that they possess do not belong to the company but to its members. Therefore, they are not part of their patrimony but they are part of the conformation of the organization.
Both experiences and knowledge are the heritage of people and it is through their behavior that they will add as values for the company that hires them.
5. Accumulation of human resources
These resources present an indirectly cumulative characteristic, since the accumulation of such human resources is not possible directly, since they are manifested through the knowledge and experience of their employees.
Once the employee leaves the company, the knowledge leaves with him. However, the contributions, improvements or methodological changes that a former employee has developed within the company can continue to favor the company even after the dismissal of said employee.
6. Improvement of HR
Improving human resources (HR) is crucial for businesses to build a strong and productive workforce, enhance employee engagement and retention, and drive business success. Some ways to improve HR include:
- Prioritizing employee development: Investing in employee training and development programs can help to enhance skills and knowledge, boost employee engagement, and increase employee retention.
- Implementing modern HR technology: Modern HR technology such as HR information systems (HRIS) and applicant tracking systems (ATS) can streamline HR processes, increase efficiency, and improve accuracy.
- Developing a strong employer brand: Developing a strong employer brand can help to attract top talent, enhance employee engagement, and improve retention rates.
- Fostering a positive workplace culture: A positive workplace culture that values diversity, inclusion, and collaboration can improve employee morale, reduce turnover, and enhance productivity.
- Building strong relationships with employees: Building strong relationships with employees by providing regular feedback, recognition, and support can enhance employee engagement and retention.
- Ensuring compliance with employment laws and regulations: Ensuring compliance with employment laws and regulations can help to avoid legal issues and protect the business from potential liabilities.
- Conducting regular HR audits: Conducting regular HR audits can help to identify areas for improvement, assess compliance with regulations, and ensure that HR practices align with the business’s goals and objectives.
By implementing these strategies and continuously assessing and refining HR practices, businesses can improve their HR functions and build a strong and productive workforce.
7. Particularities of human resources
Human resources (HR) is a vital function in any organization, responsible for managing and supporting the people who make up the workforce. Some of the particularities of human resources include:
- Human resources are the most important asset of an organization: Without people, an organization cannot function. HR is responsible for recruiting, training, developing, and retaining the best talent to drive business success.
- Human resources are complex and diverse: People are complex and diverse, with different backgrounds, experiences, and perspectives. HR must be able to manage this complexity and diversity to create a positive and inclusive workplace culture.
- Human resources are dynamic: The needs and expectations of employees are constantly evolving. HR must be agile and able to adapt to changing circumstances to meet these needs and expectations.
- Human resources are strategic: HR is not just about managing day-to-day administrative tasks; it is also about developing and executing strategic initiatives that align with the business’s goals and objectives.
- Human resources are multidisciplinary: HR requires a broad range of skills and expertise, including recruitment, training and development, performance management, employee relations, compliance, and more.
- Human resources are governed by legal and ethical considerations: HR must comply with a wide range of legal and ethical considerations, including employment laws, regulations, and best practices.
- Human resources are focused on employee well-being: HR is responsible for ensuring that employees are safe, healthy, and engaged, and that their well-being is prioritized.
By recognizing these particularities of human resources, organizations can develop effective HR strategies and practices that support employee well-being and drive business success.
8. Functions of the human resources area
Regulates the work phases of the organization.
It strives so that the objectives set by the company are achieved by the individuals that comprise it.
Evaluate each of the individuals taking into account their characteristics as an employee but also as a person in a social, family context and with particular characteristics, which has concerns and dreams. In this way the employee ceases to be only a position in a job and happens to have identity and individuality as subject.
It strives to achieve the highest levels of productivity in a balance between employee satisfaction and company welfare.
It establishes a connection and / or link between the different areas of a company and intervenes in any conflict or misunderstanding that arises at a sectoral or individual level.
It is in charge of the training as well as to evaluate problems of employee learning and give a prompt solution.
Select external personnel to cover specific areas.
It intervenes in the creation of new areas or in the reorganization of current areas.
Internally reorganizes staff evaluating their skills, experience and motivations for the change of a job for another within the same company.
Regulates salaries (as dictated by official sources or agencies), marks times of entry and exit, control of absenteeism, vacations, etc.
9. Human resources policies
Given that this sector is in charge of personal relationships between the members of a company, it is a strategic area that has certain policies to fulfill:
- Only hire a person who meets all the characteristics that the vacancy requires.
- When hiring staff, this sector privileges job stability in previous jobs. People with high job instability or several changes of job in a short time are often not well seen.
- Pregnant women are not hired because this implies a high cost for the company.
- Companies encourage, through the area of human resources, the personal growth of employees.
- All kinds of religious beliefs must be respected.
- Political participation within the company will not be encouraged although all types of beliefs that the individual has will be respected, as long as it does not threaten the freedom of other people.
- It does not conceive bad treatment or xenophobic, aggressive or vulgar comments among employees.
- Purpose of the area
The main purpose of the human resources area is that the employees are satisfied and comfortable working in the workplace. In order to fulfill this satisfaction, strategies such as:
10. Economic incentives to productivity.
Prizes or gifts (vouchers, discounts, free days).
Short-time work for breastfeeding women or students.
Physical health days for employees.
Gifts for holidays.