How important are human resources in your institution? Do you think that in the current conditions it still occupies a leading place?
Well, although I do not have complains, I have seen family members and friends that had terrible experience s all over the world.
We have a terrible combination of problems involving economy, health issues, automation, migration, rise of hate, desensitization of people and misinformation. Institutions see people as commodities and the relationship among all stakeholders are strained.
Human Resources Departments are not easy to talk to. Prospective employees feel intimidated and deceived most of the time. This may be the result of decisions, demands and views from the administration.
Human resource is and will be the most important in any institution.
Laura, given that HR is about and for people within the workplace, I think it is equally as important under the current circumstances of COVID-19 as it was during the war time. Given the increasing demands to be more compassionate, caring and understanding because of the ravages of the pandemic on lives and livelihoods, the importance of the HRM discipline and the role that HR professionals and academics play as part of this, it will be no time soon that we will witness the benefits and contributions of HR.
In my opinion, the role of HR departments at universities is extremely important. Because in universities it helps to create a sense of community and increase knowledge transfer.
In addition, now during a covid19 pandemic, it is extremely important to support remote work and help with the acquisition of competences. However, I also believe that HR can help to ensure a life-work balance. Therefore, the role of HR can grow.
It will certainly also change through the use of artificial intelligence.
Agreeing with Marius Budeanu and my friend Helena, Human resource is, was, and will always be the most strategic resource of an organization, However, in my opinion, the current unprecedented times has further substantiated the pivotal role of human resources.I n a remote working context, no organization can survive without the efforts of employees
Human resources are life and blood of any organization. Mere sound physical infrastructure will not serve the purpose but intellectual infrastructure can make the organization really meaningful, productive, successful and sustainable one even in the changed scenario.
Human Resources are the single most important facet of an organization. Analysis of the current pandemic situation shows the importance of HRM; look at the thrust on WFH, employee engagement. HR has emerged as the single most important component in today's times.
It is tremendously important and vital in the US. It is no longer the industrial relations dept it was 80 years ago where its function was to do the hiring paperwork. Take a look at SHRM (Society for Human Resources Mgmt)-you already know about this, I'll bet, as evidence. Strategic HR Mgmt with other depts and Executives have been around for thirty years now.
We always need better and competent professionals to cause the developments of the nation. It is the mandatory requirement for all developed, and developing nations.
Even now when whole world is coping with COVID 19 pandemic, the Human Resources are important. During the times to come, quality people will be required everywhere to understand and use next generation advanced technology. The competent human resources will be in more demand to innovate and conduct research.
In my view the most important resources in an organization resources, is human resources only. All othe resrouces he or she can make available. Even in this era of robots and Artificial intelligence, this is not going to change! Only when a species more intelligence arise or come to earth this equations change otherwise the present situation will remain these
More so in the current situations, as human resources are the key to pulling the institutions back to their feet from the slump they have fallen into.
Human resource is crucial to any organization. The problem is every organization has a unique orientation on how they manage the 'people' aspects of the business or operation.
In the 4th Industrial Revolution, automation and the IOT threatens the value of people in organizations but the arrival of COVID-19 has just changed that.
In our case, we have always valued people and put empathy forward but not doubled down on asking people to do what they are employed for.
In a company with... Humans, HR Management is not only "mandatory" but, simultaneosly essential... However, HR people have be fully engaged with the function and RH´s essence, i.e., finding the balance between firms results and ethical principles... Nevertheless, this can become only an empty speach if owners or top management players in the firms do not feel it truly form the "bottom" of their "heart". "I'm a believer", but... with bad experiences... :D
HR plays a key role in developing, reinforcing and changing the culture of an organisation. Pay, performance management, training and development, recruitment and onboarding and reinforcing the values of the business are all essential elements of business culture covered by HR. Getting culture right isn't easy. https://www.breathehr.com/blog/topic/business-process/why-is-human-resources-important
HR managers work towards reducing costs, such as with recruitment and retention. ... Training and development: Since HR managers contribute significantly to training and development programmes, they also play a pivotal role in strengthening employer-employee relationships. https://www.gisma.com/blog/the-importance-of-human-resource-management
The responsibilities of a human resource manager fall into three major areas: staffing, employee compensation and benefits, and defining/designing work. Essentially, the purpose of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees. https://www.inc.com/encyclopedia/human-resource-management.html
Human resources development is about identifying, nurturing, managing, and using the abilities demonstrated by employees in order to help the company to attain its objectives. The human resources development management office in a company is in charge of this function and is there to create the right climate in the organization that the employees need to help them develop so that they can help the company to develop. https://smallbusiness.chron.com/importance-human-resource-developments-education-15293.html
I think HR is at the Crossroads of a Business’ Success, Contributes to the Bottom Line and Helps, Develop an Engaged Workforce
HR Introduces Technology for the Workplace, Leads Recruiting, Employee Onboarding, Assists Managers, Team Leaders, Helps Employees Achieve Their Career Goals, Supports Company Growth and Supports Organizational Alignment
@Helena Bulinska-Stangrecka & Chinaza Godswill Awuchi Great narration from them regarding this issue Laura Bulgariu
All answers to Bulgariu's question read it as if is asking "How important are human resources [department] in your institution?" and they are generally right provided the firm's leader is high-moral phronetic transformational who backs HR department efforts by shaping the positive high-trust culture of the engaged workforce; without it, HR departments are doomed to failures and marginalized especially if the leader is an outsider. See my 2017 book "Mismanagement, 'Jumpers,' and Morality" and the attached submitted article.
Reuven Shapira Points well taken. This is actually in accordance with LMX (Learning Mgmt Xchange) theory, which of course deals more with individualized relationships btw supervisors and employers depending on empathy, trust, and support contributing to job satisfaction and therefore org growth. But take that to the next level from HR mgmt standpoint, and we have your argumentation. Well done. Tom H
Laura Bulgariu
Dear Professor,
Thank you for such a wonderful question. Your first question is about the importance of human resources in my institution. Going through the question, word by word, I came to the conclusion that you are asking about human resources and not about HR departments.
Professor, man, money, materials, muscle power and media power, all are important for running an institution. But there is a difference between man and the other types of resources. Man has intelligence, fear, hope, despair, anger, love, hatred etc. So it is always difficult to control man. The other resources mentioned here, do not have these and so they are relatively easier to control. So, human resources are the most difficult types of resources that can be controlled in my institution and in every other institution in the world. The resource that is most difficult to control cannot be neglected. So, human resources are the most important in my institution.
Professor, your second question is about the importance of human resources in the current condition. Due to this ongoing pandemic, technology has taken control of literally everything. But the problem with technology is that it always requires a boss or supervisor. And, that role can be played only by human resources. Moreover, recruitment has stopped in most institutions in the world. So, it has become now more important to take care of the currently available human resources. We cannot afford to lose them now. Hence, it can be said that in the current conditions, human resources still occupy the leading place.
Thank you.
Best regards,
Anamitra.
I want to concur with those who hold the view that human resource is the most important resource in any organisation. However my point of departure and l stand to be corrected is that none of those in other professions and especially those in core functions of any organisation wants to recognize this fact. That's why the number of HR practitioners in the most important decision making organs of an organisation such as the board's is negligible. That's why whenever there are cost cutting measures HR training or welfare budgets are the first to go. In my opinion therefore HR can be compared to that beautiful lady or handsome man that most of us in core business of an organisation are glamouring for but we are not in position to recognize its beauty or handsomeness genuinely yet we are quick to sing this is the most important asset of any organisation. It's therefore imperative for us to demonstrate explicitly the importance of this resource through actions and its pecuniary value to the organisation.
@Oliver Bright, you are quite right going by the huge investments we are witnessing in both HR software, hardware and systems. However one should stop and imagine what happens should doctors, nurses and other paramedics go on strike or on go-slow during this covid19 pandemic crisis for fear of their safety or lack or shortage of protective gear. What happens then ? Can the computers and technology such as ventilators work without human intervention? Will they not be on strike or go-slow? Your guess may be good as well as mine.
Yes. Despite of pandemic,
they are formed the tool that manges electronicially my institute.
HR should be important! Work from home methods, return to work policies, the need for stable and reliable technology platforms for staff and students, the reality of downsizing with the pandemic, freezes on hiring, the health and safety of workers and students, etc are all real HR issues hitting us in the face.
HR is crucial and plays a significant role in management/leadership and technical support.
Effective and efficient HR should be able to continuously adopt to and meet employees current and evolving needs.
It is leading with all kind of problems which need to be addressed at the earlierst to protect livelihood of many individuals and families
Based on experience, human resources in the university field needs to play a complementary role to assist academic staff in achieving their aims and goal by constantly re-examining their roles and duties so that a proper working performance design can be applied to help them become more effective in their profession.
@Ravee Art Phoewhawm l concur with your view that HR practitioners should assist academic staff in achieving their objectives. However l don't know how this can easily be realised when each side of divide feels its more superior to the other in whatever they do. HR practitioners believe their practice is more superior as its informed by actual practical doing of what they do in any organisation whereas those in academia believe to the contrary because the HR practice is not backed with any researched empirical evidence and mainly relies on theories. This dichotomy has caused a rift between the two sides yet as you correctly puts it each side is supposed to compliment one another. For example , the research and findings emanating from IO psychology at work places is crucial in human resources management yet those in HR practice dismiss it as purely academic and deficient of practice coupled with relevant experience. My question is how do we bridge the gap between these two sides so that they can appreciate what each does?
According to Human Resource Management, ther are three seperate roles that Human Resource Management do:
- Advisory role
- Functional role
- Service role.
For more details, you may refer to the following link:
https://corehr.wordpress.com/2014/06/23/role-of-hrm/
Unfortunately, this institution does not operate in the right context at present!
Well, although I do not have complains, I have seen family members and friends that had terrible experience s all over the world.
We have a terrible combination of problems involving economy, health issues, automation, migration, rise of hate, desensitization of people and misinformation. Institutions see people as commodities and the relationship among all stakeholders are strained.
Human Resources Departments are not easy to talk to. Prospective employees feel intimidated and deceived most of the time. This may be the result of decisions, demands and views from the administration.
HR departments are critical in our institution as it has helped to psychologically prepare employees who are about to retire. They are given tips on the best exit strategy which may not lead to anxiety and frustrations.......
@ Andreopoulos The reason why HR departments are seen or perceived to be difficult or to be talked to is that they are merely gatekeepers or custodians or interpreters of HR policies that guides or controls provision of statutory, economic and social welfare benefits in organisations. Quite oftenly while performing this role majority of people in other functions of organisations unfortunately mistakes them to be either roadblocks or impediments towards helping themselves to these benefits. Owing to the fact of scarcity of resources and many competing wants you can't satisfy everyone and hence need for effective control and guard against misuse . HR departments while juggling arround and balancing their act to play this role ends up being perceived to be difficult yet they are just doing their work.
At the institute where I work, HRs are not directly playing a role as recruitment is centralized and institute-based recruitment is very specific for projects which are done by a committee. There is a slow down of such flow during the COVID-19 pandemic, but soon we hope it to resume normal
Human resource is almost important.....in our institutions HRD is not in sufficient numbers
All the educational institutions are functioning as business model and the focus is sustainability and rate of return on HR used
"In the development process, a plan must be laid out that takes cognitive and
abstract preparation, commonly called formal education, and adds to it the
experiential dimension of applying knowledge. A new employee comes into
an organization having been taught that all problems can be solved and that
there are definitive answers to all questions. The employee needs to develop
the understanding that abstraction simulates reality and that in the “experienced
world” (compared with the “theoretical world”) there are problems
for which there are no obvious solutions and that answers do not exist for all
questions. Telling a person about reality does not allow them to understand
reality, they must experience it. Experience is the process that turns data into
knowledge and knowledge into wisdom. A critical judgment that the existing
leader must make is when an employee in a development stage should move
on to the next stage."(Morse & Bass, 2008).
So here is the test as to why HR must occupy a leading place in institutions, and actually tackles the broader statement of PHD's with formal education not being trained in knowledge application which DBA's are. The theoretical must be merged with the practical. The theoretical while having its place is not the be all and end all. An HR Department that just manages without leading is ineffective. Management concerns the present based on the past; leadership concerns the future. HR must be concerned with both, but must consider the anticipated outcomes of future decisions to lead.
Laura Bulgariu PS It's technical, but that citation is Morse & BUSS, not Bass. Sorry.
Universities in Australia have set an exemplary example of educational performance under the stress of COVID-19. Well Done!
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