6 of the most rare information on human resources management that everyone is looking for

In the past, Human resources did not exist, By the end of the 18th century, Especially with the beginning of the European Industrial Revolution, The idea began to emerge. The idea of human resources emerged, And with it over time, Its function has evolved into an essential part of independent management and organization today. Today in this article we will discuss the most important information on human resources.

Definition of human resources:

There are many definitions of human resources, We will review some of them below:

1. It is the management of the workforce or human resources in an organization whose mission is to follow the organization’s leadership and organizational culture to ensure compliance with labour laws.
2. It is a range of processes that include planning, organizing, mentoring and controlling all personnel matters within the organization to maintain, develop, educate and compensate them.
3. The French know it: It is the process of selecting, using, developing and compensating an organization’s human resources.
4. As for Skola, He said that the use of the workforce at the facility, which included: Recruitment processes, Performance evaluation, development, compensation, wages, Social and health services for staff, And look for individuals.
5. Glovic defines it as: An organized function for the provision of the necessary human resources, Its work includes planning human needs, finding, operating and allocating human resources.
6. Schroden and Sherman B: Human resources management consists of the basic processes to be implemented and the rules to be followed, The main task of the Personnel Manager is to assist managers in the organization and provide them with all the advice and advice they need to enable them to be more effective in managing staff.
7. Smith J. and Grant J. found that human resources management is the responsibility of all managers in the organization and is a description of the work of human resources specialists and individual management.

Historical stages of human resources experience:

Phase 1: In the mid-19th century, The industry was a system of specialized classes, That is, artisans perform handicrafts at home using simple tools. As for human resources management, The result of the industrial revolution was unfair to workers because factory owners relied on machines instead of workers. There is a shortage of demand for skilled workers due to the frequent emergence of work on which large factory systems depend.

Phase 2: The importance of human resources management emerged with the spread of the so-called scientific management movement led by Engineer Frederick Taylor, who reached the four foundations of the department:

1. Real improvement in management: Taylor abandoned experimental methods based on truth and falsehood, Relying on scientific methods based on inference, observation and division of work-related activities, Then simplify and shorten the required work to the top of the materials and equipment used.
2. Scientific selection of workers: Taylor believes that the scientific way to select workers is the basis for successful human resources management, To determine the worker’s competence, competence and skills, Then choose it or reject it.
3. Focus on the development, development and education of human resources: Taylor believes it’s not enough to choose an efficient worker because he must be prepared for the job, training and teaching methods to improve his skills and increase his productivity, It is necessary to achieve the required level of work.
4. Real cooperation between management and human resources: Taylor emphasizes the importance of reconciling the wishes of every worker who wants to increase wages and those of employers, Who always try to reduce work by increasing the cost of work to the cost of workers. Because of its high productivity, Contributes to additional income.

Stage 3: The emergence of scientific movements aimed at exploiting employment for the benefit of venture capitalists, played an important role in many countries of the world, In particular the emergence of so-called labour organizations in the field of transport and heavy materials, Like this. Unions have increased the number of workers’ wages and reduced working hours. .

Phase 4: The beginning of World War I in 1914, the need to use new standards in staff selection, and the development of scientific management and industrial psychology facilitated the recruitment of persons specializing in human resources management to work for the company. Facilities to help with recruitment, training and health care., the safety of the form of human resources management in the modern sense today, at this stage independent human resources departments were established, and in 1915 the first training programs were prepared for the directors of these departments, and universities began to offer training courses for human resources. Resource management in 1919 and 1920. Consequently, human resources departments are established in large companies and government agencies.

Stage 5: During World War I and World War II, The world has witnessed a tremendous development in the field of personal relationships, He conducted the Elton Mayo experiment, Which convinced many capitalists of the importance of conviction and provided them with appropriate and existing information. Comfortable work environment.

Stage 6: From the post-World War II period to the present, The work and tasks of the Human Resources Department have been expanded to include staff training and development, and create programs to motivate them, and rationalizing personal relationships. And daily work.

Human resources departments at the facility:

1. Reception section: This section forms the link between the facility and the outside world. Its mission is to receive visitors and customers, So are people looking for work within the facility. It also answers questions and inquiries about the facility and its interior.
2. Training and Resource Development Department: This section aims to ensure that employees work within the organization with quality training programs within the disciplines and professional centers that help them develop their personal competencies and skills so that they are better equipped to perform the required tasks. High quality and shorter time.
3. Manpower Planning Department: This department works by understanding the facility’s need for professional workforce staff and working to attract qualified staff to work in the same facility.
4. Human Resources Department: This section is one of the most important departments of human resources. Its mission is to follow up on the internal affairs of human resources within the facility by providing advice, recommendations and information that will help improve staff performance. The Service also shared their rights with staff and provided a clear vision. in all relevant areas of the facility.

Key objectives of human resources management:

Human resources have emerged to achieve four main objectives:

1. Training and development: Human resources management ensures development possibilities within organizations and organizations by developing training programs for employees and employees.
2. Employment: The Department of Human Resources seeks to achieve the agency’s employment objectives by providing candidate-related job information and making recruitment decisions after researching it, Resource management attracts job seekers by relying on combination methods, Such as the Internet, newspapers, exhibitions, etc.
3. Staff assistance: Human resources are responsible for helping employees through a range of programs to help them balance their daily lives with their careers. They are also responsible for developing savings plans and providing employees with retirement pay.
4. Strengthening staff relationships: Human resources aim to confirm the commitment of agencies, institutions and organizations to employment laws and regulations that help distribute opportunities among employees in an equal and equitable manner. to ensure that all workers have their rights.

Human resources functions:

Human resources functions are divided into two functions: Professional and administrative positions:

1. Professionalizing work: By securing human resources development and training programs within the organization, And to preserve it, And encourage trade union human resources to achieve the highest levels of productivity in business, And provide incentives and financial rewards for their work.
2. Administrative positions: This work includes planning working methods, Directing the activities of staff in the organization, and organize their efforts to achieve the desired goals, Finally, play a supervisory role, including tracking the work of human resources to prevent deviations from their public policies, Avoid the possibility of hindering the achievement of regulatory objectives.

Human resources planning:

The human resources planning process relies on external data such as economic conditions, and technological development, and corporate competition in the market, As well as internal data such as enterprise planning, and the development of the organizational structure, and internal organization. The HR planning process is in several steps that we will review below:

1. Identify the organization’s plans and strategies: By determining the size of the shortage or surplus in employment, and analyze the current situation, and understand the organization’s future needs, And understand the needs by each discipline, to ensure that the organization achieves its goals.
2. Make some useful assumptions and predictions: i.e. relying on sophisticated computer simulations, Taking into account officials’ and self-estimates, In addition to using quantitative or non-quantitative methods.
3. Comparison of supply and demand for the workforce: Human resources management focuses on the availability of employment both inside and outside the organization as needed.
4. Develop a final plan in a way that helps address future situations: This step is very important because it helps meet the requirements of expanding human resources.

The difference between human resources management and public relations management:

Human Resources Management: It is the department responsible for planning, organizing, developing and motivating employees working in the organization to bring out all the energies within them to achieve the highest level of productivity efficiently and effectively. Efforts between the company and its employees contribute to each of their goals.

Public relations: The device that connects the agency to its internal and external audience. Technological developments along with surveillance and social media have helped increase the need for public relations. This section coordinates the vision and mission of internal departments with other organizations, Which means communicating with the outside world. always building important relationships outside the agency, using the language of dialogue and diplomacy to achieve its endeavours.

Human resources are very important in organizations, organizations and institutions because they help carry out businesses, manage employees and employees, develop their competencies and skills to increase productivity and achieve the desired goals.

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