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