Human resources manual

Páginas: 92 (23000 palabras) Publicado: 14 de julio de 2010


A. William R. Tracey, in The Human Resources Glossary defines Human Resources as: "The people that staff and operate an organization"; as contrasted with the financial and material resources of an organization. Human Resources is also the organizational function that deals with the people and issues related to people such as compensation,hiring, performance management, and training. A Human Resource is a single person or employee within your organization.


A. Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performedby line managers.

Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.


Human Resource Development is the framework for helpingemployees develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, succession planning, key employee identification, tuition assistance, and organization development.

The focus of all aspects of Human Resource Development ison developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers.

Human Resource Development can be formal such as in classroom training, a college course, or an organizational planned change effort. Or, Human Resource Development can be informal as in employee coaching by a manager.

What does a Human Resourcesprofessional do?

• Human Resources Manager, Human Resources Generalist, or Human Resources Director
• Labor Relations Manager, the Director of Industrial Relations, and Labor Relations Staff
• Dispute Resolution Specialist, a Conciliator, an Arbitrator, and a Mediator
• International Human Resources Manager
• Training Manager, TrainingDirector, or Training Specialist
• Employee Assistance Plan (EAP) Manager
• Benefits Manager
• Employment Manager, a Recruiter, or a Placement Specialist
• Employer Relations Manager
• Compensation Manager
• Job Analysis or Occupational Specialists and Managers

Q. What Does a Human Resources Manager, Generalist, or Director Do?

Human Resources Generalists,Managers, and Directors, depending on the size of the organization, may have overlapping responsibilities. In larger organizations, the Human Resources Generalist, the Manager, and the Director have clearly defined, separated roles with progressively more authority and responsibility in the hands of the Manager, the Director, and ultimately the Vice President.

HR directors, and occasionally HRmanagers, may head up several different departments that are each led by functional or specialized HR staff such as the training manager, the compensation manager, or an organization development manager.

Human Resources (HR) staff members are advocates for both the company and the people who work in the company. Consequently, a good HR professional performs a constant balancing act to meet both needssuccessfully.

The Changing HR Role

The role of the HR professional is changing. In the past, HR managers were often viewed as the systematizing, policing arm of executive management. Their role was more closely aligned with personnel and administration functions that were viewed by the organization as paperwork.

When you consider that the initial HR function, in many companies, comes...
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