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