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Human resources have rather long history. Since ancient time one group of people employed another group of people and both of them depended on each other. The success of a business was a result of good cooperation between a worker and a master. Nowadays human resources are still the very important part of business world. The success of big companies depends on the professional qualities of staff.
During years human resources endured some changes. Also they face different kind of problems. In this paper we are going to examine some problems, evolution and changes that human resources are facing. The revive paper is based on the article "The Evolution of HR: Developing HR as an Internal Consulting Organization" by Richard M. Vosburgh (retrieved from the journal Human Resource Planning, 2007).
The author of the article states that human resources profession reached a critical crossroad. It means that it is important for both employees and business leaders to understand the historical reasons that brought them to the nowadays' situation. It is time now to make necessary changes that should have a positive impact on the human resources' functional viability and on organizational competitive advantage. During more than one hundred years of human resources' history its development was rather dramatic. History of human resources and their cooperation with masters and leaders knew the times of slaving. The main characteristic of those times was a lack or even total absence of respect to workers. Many different people put their effort on changing the attitude to employees and to stop the slavery.
Present day situation have changed in many ways. Nevertheless, some problems are still urgent and they require a salvation. Human resources are not the one single monolithic thing. It consists of persons with different level of education, talent and abilities. The success of a company depends on the recognition of this fact. It is necessary to understand the connection between final successful results and between talents of this or another worker. Business strategy and the function of human resource are well integrated with implementation of both of them. According to Kahnweiler, there are five key aspects that have a negative impact on the success of the human resources professionals:
Walking a tightrope;
Lack of power;
Dealing with skeptical customers who view human resource negatively;
Being overwhelmed. (Kahnweiler, 2006).
Among the most important problems that human resources professional are facing with we can find following: 54 % of professional workers complain that they are not being held in high esteem by their leaders; it is the most frequently mentioned obstacle to career advancement. We can see that slavery past is still showing itself in relations between staff and leaders from time to time.
It shows us the one certain trend: human resources are involving; they could be driven by both external changes or by definition of their own future. According to Ulrich & Brockbank, almost 40 % of human resources professionals had different responsibilities added during the year (for example, managing external partnership, monitoring corporate ethics, protecting knowledge management or intellectual capital) (Ulrich & Brockbank, 2005). The facts show us that in spite of those heads of companies and leaders who have no enough respect to staff, while the human resources are constrained the content of their role increases and shifts.
This situation shows us one more problem: facing those growing responsibilities people did not develop a way to consistently or adequately describe human resources' value that was added in terms of effectiveness; also there are no significant improvements in effectiveness.
Examining the present day situation we need to agree that according to Vosburgh, "human resource as a profession does not have the same grounding in legally mandated processes" as profession Finance does. (Vosburgh, 2007). The role and function of human resources within organizations could be described as a scatter diagram. There are great number of variations by CEO preferences, industry and global geography on what human resources might be asked to do. It means that human resources' set of skills should continue growing and developing. What are the global perspectives on human resources evolution?
The picture of it is rather compelling. According to number of researches, world companies are struggling to employ human resources professionals with the good and useful mix of skills that would be able to support business unit manager. (Swart, J. & Kinnie, 2010). Both ineffective and inefficient human resources delivery service could create a problem for a company. Heads and leaders are looking for the staff with service focused skills that would help them to become really useful partners of the business.
The success and the effectiveness of a company depend on the good cooperation of all levels of the staff pyramid. To be effective in the low level of it a worker must remember some important aspects:
A worker suppose to be a business person first and secondly to be a functional expert;
For a worker it is important to have knowledge of business and the financial acumen; also a worker should understand all gives and takes of business decision making;
A worker should have knowledge about customers and competitors as well.
How can human resources' talents in an organization be managed better? First of all, this goal should be made a priority and be kept simple at the same time. To achieve the goal senior leaders and CEO should walk it, talk it and believe it. Also it is sensible to link talent to business strategy and show the connection in different compelling ways. The development of disciplined system for assessment is also helpful. Leader and heads of companies should know the talents of their staff and conduct reviews regularly as a deep annual dive as well. One more important way of managing human resources in the best way is to use the data. The integration of the organizational needs and talent assessments back in to internal search, the creation of motivation and retention programs, programs for the development of leadership and professionalism, workforce planning and performance management are also important part of making human resources' management better.
What else can leaders of companies do? It depends on their wish and the level of their professionalism. The science of management suggests various ways and programs and it is not possible to describe all of them in one paper. There are different kinds of trainings and educational programs for both staff and leaders. Using of them can help to improve the situation within a company.
The success of a company depends on the following characteristics of every worker within it:
A worker should show understanding and knowledge of the organization and the industry;
A worker should show the high enough quality of ideas;
A worker should show an ability to solve the essential business problems;
A worker should show a high quality of work;
A worker should show an ability to create and develop reasonable solutions to difficult problems;
And finally, a worker should show an ability to submit project on budget and in time.
Summarizing the most important points of the paper, we can see that human resources are playing the great role in the developing the success of a company. There are many various problems that are connected with the managing of human resources within an organization. It means that leaders need to put enough efforts on the creating of the good staff. It is pleasant to know that there are varieties of different training options are available to assist with useful transformations. They vary from internal train - the - trainer methods to external delivery training that can help an organization to bring the delivery in - house. There are many examples of different companies that were successful in different changes and innovations on the field of human resources managing. We need to understand that human resources profession is changing and going through the different stages of its evolution. Thus, the success of a company or an organization depends on the ability of its leaders to accept the changes and to keep abreast of the times.