The meaning of human resource and its differentiation from the term human resources is something that confuses many people. Human resource definition, according to Cambridge dictionary states the following: “people, when considered as an asset that is or can be employed and that is useful to a company, organization, etc.” This means that a human resource is an individual that works in a certain company.
The term human resources, on the other hand, refers to the department of the company that is responsible for dealing with those individuals.
Human resources management refers to recruitment, promotions, training and education, ratings of employees’ careers, wages and bonuses. The human resource definition itself explains that “resources” are only those people that are considered to be a (future) asset.
This is why a quality manager should know how to affect employees’ progress by motivating, rewarding and encouraging the individual improvement of each person, keeping in mind that human progress enables the development of the whole organization. Management tasks are extensive and complex, from the functions that the manager has within the enterprise to noticing and following trends outside the company.
Human resource management – HRM refers to the practices and policies required to perform management tasks in connection with personal problems, in particular, employment, training, assessment and rewarding of employees and ensuring them safe, ethically acceptable and fair environment. The meaning of human resource alone provides a good insight into what this management does – it deals with its employees needs.
In this regard, human resource management includes the part of organization which with its activity contributes to the strategic goals of the organization, in a way that will attract, maintain high quality and professional employees and motivate them to work in an effective and efficient manner.
In short, the role of human resource management is to enable organizations to achieve success through people. Money invested in human resources is not considered to be a cost, but payable investment.
Four main goals human resource managers need to achieve
Goals that relate to employees. The main objective of human resources managers is to ensure quality people who will be able to effectively and efficiently perform common tasks. In order for the achievement of this goal to be successful, it is necessary to determine organizational structure, the type of contract by which an employee is engaged, the choice of quality people and their retainment in the organization.
Goals related to work. When the organization ensures quality human resources, the main goal of human resource managers is to take all necessary measures and activities so that employees would be motivated, dedicated to work and maximally engaged. Several things are especially emphasized: the role of learning and development, employees reward system, training of employees and the achievement of high standards.
Goals that relate to changes. Changes do not only occur in the external environment of the organization, but the organization itself is causing changes and innovations in order to achieve and maintain its competitive precedence on the market. In achieving this goal, human resource department is expected to hire real leaders, innovators and creative people, who encourage changes around them.
Administrative goals. Administrative jobs are very important for the success of human resource managers. These jobs include not only the accurate collection and update of data on employees, but also legal activities that are related primarily to compliance with the statutory regulations.