Human Resources
Human Resources (HR) is responsible for the creation of policies referring to the management of the people in a business. Its main functions include recruitment and selection of staff; employee recordkeeping; and training.
The Term
From the vision, staffs are viewed as assets to the firm, who has value which is perfected by development. Firms will work in a campaign of human resource management practices to use those assets.
In maintaining human resources, three key areas are usually considered:
Concerning the matter on how different people react to the changes in the labour market, the following need to be taken into account:
The Term
From the vision, staffs are viewed as assets to the firm, who has value which is perfected by development. Firms will work in a campaign of human resource management practices to use those assets.
In maintaining human resources, three key areas are usually considered:
- Demographics – the traits of a population, for example, age, gender or level of income. This kind of trend might have an effect in relation to insurance agreements.
- Diversity - the difference within the population. The changes in society mean that a larger percentage of firms are made up of older employees. Advocates of "workplace diversity" organise the employee base that is a mirror reflection of the society as race or gender.
- Qualifications – When industries rotate from ‘old-fashioned’ to more managerial professions so does the requirement for more highly skilled staff. If the market is "difficult" (for example it does not enough workers for the jobs), owners must compete for employees by offering larger wages and other benefits.
Concerning the matter on how different people react to the changes in the labour market, the following need to be taken into account:
- Location – what is the distance from the worker to the place of the job? The area to travel to work must be within the income that is offered, and the transportation of the area might also influence who applies for the job.
- Occupational structure – the values of the different careers within a firm. There are 3 different types of occupational structure, such as, craft (loyalty to the profession), firm career (promotion through the business) and unstructured (the unskilled workers who work when they are needed).
- Generational difference – different age sections of staff have certain personal qualities, for example, their behaviour and their expectations of the business.