| Managing an organization on its way to | | | | support to this practice. |
| success has its own challenges, like | | | | What Are the Current Initiatives to |
| dealing with economic factors that may | | | | Fulfill the Goal? |
| or may not stand as obstacles. | | | | • Human Resources Outsourcing |
| Ordinarily, one will claim that this is | | | | Normally, people approach the Human |
| a Human Resource affair. However, some | | | | Resources Department to consult on |
| successful organizations have employed | | | | matters to regulate relations among |
| more workable techniques to succeed. | | | | members. However, this consultation |
| This is the human resources of today. | | | | could also be utilized to break away |
| The Traditional Role of Human Resources | | | | from the old shell. |
| Most people in an organization will | | | | Providing services to the other |
| identify the Human Resources Department | | | | departments of an organization will make |
| to anything systematic, policy-related | | | | the HR Department a more dynamic entity. |
| or administrative. Some automatically | | | | It could help in determining some |
| think that a Human Resources Program | | | | processes to realize the vision of a |
| will proceed with psychology or endeavor | | | | particular department. |
| to inculcate any of the three mentioned | | | | • Human Resources Education |
| above. | | | | The academe can make a big difference in |
| This traditional method puts emphasis on | | | | changing the perception. |
| leadership, cohesiveness and loyalty in | | | | Improving and developing the literature |
| an organization. It emphasized on | | | | and the present theories will be helpful |
| collectivism. | | | | in addressing the concerns and the needs |
| There is nothing completely bad in such | | | | of any organization. This is in light of |
| traditional view. However, it was | | | | the constantly changing society that |
| criticized for focusing too much on the | | | | concerns the human resources experts and |
| economic factors of an organization. | | | | people. |
| This had been confronted further by | | | | Further studies in the Human Resources |
| different aspects and needs. Thus, the | | | | can help shape and improve the theories. |
| field of human resources was also shaped | | | | However, pursuing a career in the Human |
| as it adapted to the social or political | | | | Resources is expected to contribute to |
| environment. | | | | the developments in practice and |
| Transitional Phase | | | | implementation. |
| Times are changing now. The traditional | | | | There are initiatives also to spread the |
| perception must be taken out of the | | | | knowledge within the organization, down |
| picture. The modern trend now in Human | | | | to the most ordinary members. The best |
| Resources Management is to be more | | | | way to empower them is to give out Human |
| strategic, consultative and interactive. | | | | Resources software that provides an |
| Human Resources of the 21st Century | | | | orientation and comprehensive discussion |
| It is definitely a desirable change. | | | | of organizational policies. |
| However, this may not come easily to | | | | • Human Resources and the Law |
| those who have gotten used to the 'old | | | | There are Human Resources laws provided |
| school.' | | | | nowadays. This fact is beneficial to |
| The social climate of the organization | | | | most people in the workplace. It |
| is now addressed, rather than being | | | | establishes the foundations that must be |
| limited to the economic factors. This | | | | present in any firm or organization. It |
| time the behavior of the individual is | | | | also sets limits the extent of what |
| given as much importance as the economic | | | | human resources will cover, so as not to |
| structures. | | | | deprive any person of any basic right or |
| This time around, Human Resources | | | | privilege. |
| Department pushes even more the firm | | | | There are even some who now implement a |
| into performance as each member now is | | | | Human Resources Program that allows |
| driven by the attention given. | | | | active participation of the employees. |
| What Should One Expect in the Human | | | | They are made part of decision making |
| Resources Department Now? | | | | and the HR Department is tasked to come |
| 1. The department must show that it | | | | up with methods and venues to make this |
| contributes to fulfilling all the goals | | | | endeavor feasible. |
| of the whole organization. It is not | | | | Leadership is undeniably important in |
| anymore limited to the department. | | | | any organization. It grounds the |
| 2. It should provide also bases and | | | | responsibility and accountability on a |
| dimensions to measure the success of the | | | | single source. However, for any whole to |
| human resources initiative and the | | | | work, its parts must be recognized. That |
| processes applied. | | | | is why the developments in the field of |
| 3. All the members of the organization | | | | Human Resources are very much welcomed. |
| are to be treated and recognized as | | | | Human Resources Management must focus on |
| clients. | | | | its real strength, on its real |
| 4. Finally, it will not hurt to also | | | | resources, the human resources. |
| change the perception of the people with | | | | Article may be freely distributed as |
| regard to the role of the Human | | | | long as content is not altered and |
| Resources Department. | | | | Author's resource box and link remains |
| It is undeniable. It is necessary to | | | | intact and active. |
| further educate people and provide | | | | |