Abstract
How does one analyze Human Resources? "Human resources" is based on reason and knowledge and is a term used to refer to how people are managed by organizations.
The objective of human resources development is to foster human resourcefulness through enlightened ethics and cohesive policies in education, training, health, responsibilities and employment at all levels, from corporate to national.
Human resource management's objective is to maximize the return on investment from the organization's human capital and minimize financial risk. It is the responsibility of human resource managers in a corporate context to conduct these activities in an effective, legal, fair, and consistent manner. "Human relations are built on feeling, not on reason or knowledge. And feeling is not an exact science; like all spiritual qualities, it has the vagueness of greatness about it." Amelia E Barr.
Through this dissertation, one can see how ethics and corporate social responsibility have became key strategic drivers for organizations in recent times and how ethical organizations will be successful organizations.
Extract
[...] Human resource management works to ensure that employees are able to meet the organization's goals. In these financially challenging times, many human resource executives find themselves in the most difficult positions of their careers. With executive teams looking for ways to cut spending and often deciding to reduce head count, HR teams are increasingly saddled with delivering multiple rounds of bad news to an organization. In addition to dealing with often large numbers of employees transitioning out of a company, HR teams must work with managers to help them keep the remaining staff focused on driving results while trying to still their fears: Will there be more cuts? [...]
[...] Therefore ethics has became a key strategic driver for organisations. In theory, the Key principles to achieve this ultimate goal appear simple however, in practice, as Tamkin stressed there was no "one-size-fits-all" approach to investment in people management and in contemporary organisation, HR has a very complex role and as John Fitzgerald Kennedy said "efforts and courage are not enough without purpose and direction". No-one wants to be considered as a "commodity'" or to see themselves being managed like a machine, hence, human relations is probably the most difficult asset to manage and humans are any organization's greatest asset; without them, everyday business functions such as finding new ideas, creativity, managing cash flow, making business transactions, communicating through all forms of media, and dealing with customers could not be completed. [...]
[...] From this example, one can see how harmful it can be for an organisation not having ethics as a key strategic driver. With no good way of delivering such news, HRM must work together with the other departments to ensure that they each provide a consistent corporate message to departing employees while not losing sight of the human and environmental factors involved. How well this is handled not only impacts people who are losing their jobs, but also those left behind at the company. [...]
[...] This is why ethics can be a key strategic driver for the organisation. "Concern may be shown with human welfare, justice or satisfaction." Watson Today, one of the biggest challenges facing HRM is making Corporate Social Responsibility (CSR) a strategic key driver for organisaton. Effective CSR can make the difference and be a serious competitive advantage. As the CIPD's Corporate social responsibility fact sheet (June 2006) declares; "CSR is an opportunity for HR to demonstrate a strategic focus and act as a business partner. [...]
[...] But can HRM make a positive impact on the negative situations they face during these recessionary times? The answer is: Yes, most definitely. HR professionals need to be very visible to all the employees in the company during difficult times. Although they are merely the messengers, HR members often bear the brunt of the blame for reductions in force. With the economy as it is, most employees have anticipated their companies being forced to make cuts to stay afloat. Since payroll is one of the largest expense items in every corporate budget, the quickest and most effective way to lower overhead and improve the bottom line is to reduce head count, a task that often falls to HRM. [...]
