Human Resources

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Posted by sonny 04/16/2009 @ 02:09

Tags : human resources, entrepreneurship, business

News headlines
Media Advisory/REMINDER: Human Resources and Skills Development Canada - Market Wire (press release)
BROOKS, ALBERTA--(Marketwire - May 21, 2009) - Mr. LaVar Payne, Member of Parliament for Medicine Hat, on behalf of the Honourable Diane Finley, Minister of Human Resources and Skills Development, will announce Government of Canada support to the...
HireRight Names Valerie Nellen Vice President of Human Resources ... - Business Wire (press release)
(BUSINESS WIRE)--HireRight, Inc., a leader in on-demand employment background and drug screening, has appointed Valerie Nellen, Ph.D., as vice president of human resources and promoted Marc Maloy to vice president of worldwide sales....
HR society sets conference for June 4 - Frederick News Post (subscription)
By Ed Waters Jr. The Frederick County Society of Human Resource Management will hold its Early Summer Conference from 8 am to 3 pm June 4 at Mount St. Mary's University's Frederick Campus, 5350 Spectrum Drive. Carole S. Napolitano, principal and...
Trial date set for Howard Industries HR manager - Hattiesburg American
The trial date for the former human resources manager for Howard Industries in Laurel has been set for Aug. 17. Jose Humberto Gonzalez was indicted May 6 on 25 counts of conspiracy and employee fraud. The indictment followed an August raid of Howard...
Georgetown's administrator heads back as human resources director - The Salem News
At the end of June, Delaney will return to become human resources director, overseeing the needs of 400 town employees. Some of his fondest work experiences were in Danvers, he said. The Salem resident, who wears bow ties to work, started off as an...
Grand Chute woman finds plenty of room for talents in human resources - Appleton Post Crescent
By Pete Bach • Post-Crescent staff writer • May 21, 2009 GRAND CHUTE — If there was one lesson Mary Felton learned over and over as a human resources professional, it's how much one needs to know to stay ahead of challenges in her chosen field....
Human resources - The Birmingham News - al.com
The Baker, Donelson, Bearman, Caldwell & Berkowitz PC law firm said Murphy mcmillan, an attorney in its Birmingham office, has been appointed to serve on the Alliance Advisory Group of the International Council of Shopping Centers, the global trade...
Media Advisory/REMINDER: Human Resources and Skills Development Canada - Market Wire (press release)
EDMONTON, ALBERTA--(Marketwire - May 21, 2009) - The Honourable Rona Ambrose, Minister of Labour, on behalf of the Honourable Diane Finley, Minister of Human Resources and Skills Development, will highlight a contribution to the Westend Seniors...
Twin Tiers HR group wins national award - Elmira Star-Gazette
The Human Resources Association of the Twin Tiers has been honored as a Superior Merit Chapter by the Society for Human Resource Management in Alexandria, Va. The award was given for the local group's "scope of work in perpetuating and supporting the...
Human resources strategies are key - Viet Nam News
HCM CITY — Manpower is a decisive factor in the success of any enterprise, so a suitable human resources strategy must be developed to deal with the current economic crisis, experts said yesterday. Executives of Netviet Ltd Co, which specialises in...

Human resources

Human resources is an increasingly broadening term with which an organization, or other human system describes the combination of traditionally administrative personnel functions with acquisition and application of skills, knowledge and experience, Employee Relations and resource planning at various levels. The field draws upon concepts developed in Industrial/Organizational Psychology and System Theory. Human resources has at least two related interpretations depending on context. The original usage derives from political economy and economics, where it was traditionally called labor, one of four factors of production although this perspective is changing as a function of new and ongoing research into more strategic approaches at national levels . The more traditional usage within corporations and businesses refers to the individuals within a firm or agency, and to the portion of the organization that deals with hiring, firing, training, and other personnel issues, typically referred to as `human resources management'. This article addresses both definitions.

The objective of human resource`s' development (the `s' is important in human resource`s' in that it underscores individuality/variability) is to foster human resourcefulness through enlightened and cohesive policies in education, training, health and employment at all levels, from corporate to national (Lawrence 2000) Human resource management's objective, on the other hand, 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.

Modern analysis emphasizes that human beings are not "commodities" or "resources", but are creative and social beings in a productive enterprise. The 2000 revision of ISO 9001 in contrast requires to identify the processes, their sequence and interaction, and to define and communicate responsibilities and authorities. In general, heavily unionized nations such as France and Germany have adopted and encouraged such job descriptions especially within trade unions. The International Labour Organization also in 2001 decided to revisit, and revise its 1975 Recommendation 150 on Human Resources Development . One view of these trends is that a strong social consensus on political economy and a good social welfare system facilitates labor mobility and tends to make the entire economy more productive, as labor can develop skills and experience in various ways, and move from one enterprise to another with little controversy or difficulty in adapting. Another view is that governments should become more aware of their national role in facilitating human resources development across all sectors.

An important controversy regarding labor mobility illustrates the broader philosophical issue with usage of the phrase "human resources": governments of developing nations often regard developed nations that encourage immigration or "guest workers" as appropriating human capital that is rightfully part of the developing nation and required to further its growth as a civilization. They argue that this appropriation is similar to colonial commodity fiat wherein a colonizing European power would define an arbitrary price for natural resources, extracting which diminished national natural capital.

The debate regarding "human resources" versus human capital thus in many ways echoes the debate regarding natural resources versus natural capital. Over time the United Nations have come to more generally support the developing nations' point of view, and have requested significant offsetting "foreign aid" contributions so that a developing nation losing human capital does not lose the capacity to continue to train new people in trades, professions, and the arts.

An extreme version of this view is that historical inequities such as African slavery must be compensated by current developed nations, which benefited from stolen "human resources" as they were developing. This is an extremely controversial view, but it echoes the general theme of converting human capital to "human resources" and thus greatly diminishing its value to the host society, i.e. "Africa", as it is put to narrow imitative use as "labor" in the using society.

In a series of reports of the UN Secretary-General to the General Assembly , a broad inter-sectoral approach to developing human resourcefulness has been outlined as a priority for socio-economic development and particularly anti-poverty strategies. This calls for strategic and integrated public policies, for example in education, health, and employment sectors that promote occupational skills, knowledge and performance enhancement (Lawrence, J.E.S. 2000) .

In the very narrow context of corporate "human resources" management, there is a contrasting pull to reflect and require workplace diversity that echoes the diversity of a global customer base. Foreign language and culture skills, ingenuity, humor, and careful listening, are examples of traits that such programs typically require. It would appear that these evidence a general shift through the human capital point of view to an acknowledgment that human beings do contribute much more to a productive enterprise than "work": they bring their character, their ethics, their creativity, their social connections, and in some cases even their pets and children, and alter the character of a workplace. The term corporate culture is used to characterize such processes at the organizational level.

The traditional but extremely narrow context of hiring, firing, and job description is considered a 20th century anachronism. Most corporate organizations that compete in the modern global economy have adopted a view of human capital that mirrors the modern consensus as above. Some of these, in turn, deprecate the term "human resources" as useless. Yet the term survives, and if related to `resourcefulness', has continued and emerging relevance to public policy.

In general the abstractions of macro-economics treat it this way - as it characterizes no mechanisms to represent choice or ingenuity. So one interpretation is that "firm-specific human capital" as defined in macro-economics is the modern and correct definition of "human resources" - and that this is inadequate to represent the contributions of "human resources" in any modern theory of political economy.

In organizations, in terms of sex and selection it is important to consider carrying out a thorough job analysis to determine the level of skills/technical abilities, competencies, flexibility of the employee required etc. At this point it is important to consider both the internal and external factors that can have an effect on the recruitment of employees. The external factors are those out-with the powers of the organization and include issues such as current and future trends of the labor market e.g. skills, education level, government investment into industries etc. On the other hand internal influences are easier to control, predict and monitor, for example management styles or even the organizational culture.

While recruitment methods are wide and varied, it is important that the job is described correctly and that any personal specifications are stated. Job recruitment methods can be through job centres, employment agencies/consultants, headhunting, and local/national newspapers. It is important that the correct media is chosen to ensure an appropriate response to the advertised post.

At the organizational level, a successful Human Resources Development program will prepare the individual to undertake a higher level of work, “organised learning over a given period of time, to provide the possibility of performance change” (Nadler 1984). In these settings, Human Resources Development is the framework that focuses on the organisations competencies at the first stage, training, and then developing the employee, through education, to satisfy the organisations long-term needs and the individuals’ career goals and employee value to their present and future employers. Human Resources Development can be defined simply as developing the most important section of any business its human resource by, “attaining or upgrading the skills and attitudes of employees at all levels in order to maximise the effectiveness of the enterprise” (Kelly 2001). The people within an organization are its human resource. Human Resources Development from a business perspective is not entirely focused on the individual’s growth and development, “development occurs to enhance the organization's value, not solely for individual improvement. Individual education and development is a tool and a means to an end, not the end goal itself”. (Elwood F. Holton II, James W. Trott Jr). The broader concept of national and more strategic attention to the development of human resources is beginning to emerge as newly independent countries face strong competition for their skilled professionals and the accompanying brain-drain they experience.

Though human resources have been part of business and organizations since the first days of agriculture, the modern concept of human resources began in reaction to the efficiency focus of Taylorism in the early 1900s. By 1920, psychologists and employment experts in the United States started the human relations movement, which viewed workers in terms of their psychology and fit with companies, rather than as interchangeable parts. This movement grew throughout the middle of the 20th century, placing emphasis on how leadership, cohesion, and loyalty played important roles in organizational success. Although this view was increasingly challenged by more quantitatively rigorous and less "soft" management techniques in the 1960s and beyond, human resources development had gained a permanent role within organizations, agencies and nations, increasingly as not only an academic discipline, but as a central theme in development policy.

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Minister of Human Resources Development (Canada)

The Minister of Human Resources Development (replaced the "Minister of Employment and Immigration" on July 12, 1996) is the Minister of the Crown in the Canadian Cabinet who is responsible for overseeing the federal government's human resources department, Human Resources Development Canada (HRDC).

Prior to 1996, the post was known as Minister of Employment and Immigration. In 2003, the portfolio was divided to create the posts of Minister of Human Resources and Skills Development and Minister of Social Development.

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Health Human Resources

Health Human Resources is the study of human resource issues for the health care sector.

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Defense Human Resources Activity

United States Department of Defense Seal

The Defense Human Resources Activity (DHRA) is a United States Department of Defense (DoD) Field Activity chartered to support the Under Secretary of Defense for Personnel and Readiness (USD(P&R)). The scope of DHRA's mission is very broad, giving the USD flexibility to explore and field new technologies and programs that benefit warfighters, their family members, as well as DoD civilians. DHRA programs impact the delivery of benefits, readiness, force protection, and the detection and elimination of fraud. DHRA provides support and services that improve the efficiency, productivity, and quality of life throughout the Department.

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Human Resources and Skills Development Canada

The Department of Human Resources and Skills Development (French: Ministère des Ressources humaines et Développement des compétences), operating under the FIP applied title Human Resources and Skills Development Canada (HRSDC), is the department of the Government of Canada responsible for developing, managing and delivering programs and services that provide Canadians with income support, skill development opportunities, labour market and other information, as well as many other tools that help Canadians to thrive economically and socially. From 2006 to 2008 the department operated under the applied title Human Resources and Social Development Canada.

The programs and services offered by the Department affect the lives of millions of Canadians. This includes income support to Canadians through benefits that Parliament has legislated, such as Old Age Security and the Canada Pension Plan. Through Employment Insurance, temporary income support and access to employment programs and services are provided to unemployed Canadians to help them prepare for, find and retain employment. By encouraging skills development in Canadian workplaces and by developing and disseminating information about the labour market, the Department helps Canadian businesses and workers connect. HRSDC also invests in learning by facilitating access to post-secondary education and adult learning opportunities. HRSDC’s social policies and programs help to ensure that children and families, seniors, people with disabilities, homeless people and those at risk of homelessness, and others facing barriers have the support and information they need to improve their well-being.

Through the Labour Program the Department promotes and sustains stable industrial relations and healthy, fair, productive workplaces within the federal jurisdiction. In support of these goals, the Labour program mediates labour disputes, works to keep compliance operations modern and responsive, negotiates and implements international labour standards and agreements, collaborates closely with provincial and territorial ministries of Labour, and carries out labour-related research and analysis.

Through Service Canada, the Department provides citizens with a one-stop window to government services and information in over 600 points of service across the country. Service Canada delivers a growing number of services and benefits on behalf of HRSDC and other federal departments and agencies.

The Department delivers some $87 billion in programs and services and has some 24,000 employees. Approximately 19,000 employees work under the Service Canada banner.

From HRSDC's web site, its mission is to build a stronger and more competitive Canada, to support Canadians in making choices that help them live productive and rewarding lives, and to improve Canadians’ quality of life.

HRSDC was created in December 2003, by splitting Human Resources Development Canada into two separate departments: HRSDC and Social Development Canada. Though they continued to share many common services and operations, HRSDC was to focus on workforce-related aspects of the former HRDC portfolio, while SDC was to focus on social support programs for children, families and seniors. The split was given formal legal effect when the Department of Humans Resources and Skills Development Act and the Department of Social Development Act were enacted in July 2005.

Upon taking office in February 2006, the Harper government announced it would recombine the two departments, and through a series of Orders in Councils Social Development Canada was folded into HRSDC. Though a Department of Social Development remains in effect in legal terms, it no longer exists in any real sense.

From 2006 to 2008, Social Development's preceding role was reflected by styling the Minister of Human Resources and Skills Development as the "Minister of Human Resources and Social Development", and by changing the department's applied title to "Human Resources and Social Development Canada". This practice ended in late 2008.

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Source : Wikipedia