Human Resources Management from a traditional and contemporary perspective
Concept, importance, objectives and functions
The human element is the inexhaustible treasure of institutions, and the remarkable development has been due to the great attention that the latter has received, as he is the first responsible for the construction and reconstruction process, he is the source of creativity, advancement and growth in many institutions of developed countries.
This is the opposite of what we find in the institutions of developing countries, they underestimate the human element and give the most attention to other factors of production, while the enterprise does not
It can keep up with development only with the help of effective human resources that have developed their capabilities. Due to the importance of human resources and the dependence of economic institutions on them in achieving their goals, many contemporary institutions have sought to recognize their role and importance, and the majority of them have created their own department, called the people's Department, and in conjunction with global economic changes and transformations, this department has evolved and become known as human resources management.
In this chapter, the researcher will address the following:
First: the human resources management system .
Secondly, the importance and objectives of Human Resources Management .
Third: the functions and tasks of Human Resources Management and its contemporary vision .
First: human resources management system
The human resource is considered the most important elements of Labor and production, although all material resources are capital, equipment...... However, human resources are considered the most important because they are the ones who carry out the innovation and creativity process and are responsible for setting goals, strategies and investing in capital . This has increased the importance of human resources the emergence of a new task, which is Total Quality Management has a good role in improving the human resource) applied by organizations of the 21st century TQM
This methodology, which represents modern management, focuses on the fact that the organization's survival in the market is greater, and this actually increases its profits and ensures its survival and continuation.
1-definition of human resources
In light of the importance of the human element in work, the term workers, workforce, workers or individuals is no longer used, but the term human resource has become used to denote its importance as one of the most important elements of labor inputs, and this is one of the reasons
That led to the change of the term people management to human resources management . Based on the foregoing, human resources can be defined as: it is all the people who work in the organization as heads and subordinates, and who have been hired to perform all its functions and works under the umbrella of its organizational culture, which clarifies, controls and unifies their behavioral patterns, a set of plans, systems and policies
The procedures that regulate the performance of their tasks, and the implementation of the functions of the organization, in order to achieve its mission, goals and future strategy, in exchange for this, human resources should be paid from the organization in a mutually beneficial process that takes place between them and between them in the form of various compensations, namely salaries, wages and job benefits.
2-definition of human materials management
There are several definitions covered by human resources management , among which we mention the following :
The first definition:
Effective human resources management is defined as the management that believes that individuals working at various levels are the most important resources and it is its duty to provide them with all the means to enable them to carry out their work, for its own benefit and their own, and to monitor and watch over them constantly to ensure its success and their success and
Public interest. The second definition:
Through Human Resource Management, Human Resource Management defines the situation and makes decisions that directly affect individuals or human resources
Worker (1)
The third definition:
It is one of the basic and main functions and departments in all types of organizations, the focus of its work is all the human resources in which it works, and all related functional matters
From the hour of her appointment to the organization until the hour of termination of her service and work in it. A set of activities (functions, HRM) this symbolized department performs various tasks and practices related to human resources within its own strategy and serves the mission and strategy of the organization.
3-the new philosophy in human resources management
The basic logic in the new human resources management boils down to the need to respect the human being, invest his abilities and energies and employ them in the areas of work most suitable for him and consider him a business partner and not just a wage earner. In this, the concepts of new human resources management are radically different from the concepts of Personnel Management or traditional human resources management, which can be illustrated through the table
Next: table No. (1): the difference between the concepts of traditional and contemporary human resources management traditional human resources management contemporary human resources management 1 - concerned with the physical structure of Man and his powers - -1 concerned with the human mind, mental muscular abilities, physical abilities, and therefore his possibilities in thinking and innovation focused on the automated performance of tasks that participate in solving problems and assume assigned to them without having a role in responsibilities thinking and making decisions. 2. she is interested in the content of the work and the search for what 2. she focused on the material aspects in charging the mental abilities of the individual and therefore she worked and was interested in wage issues she is interested in moral incentives, human empowerment, financial incentives, improving the physical environment and giving him the powers to participate in idleness
For work
Responsibilities.
3. Human Development has taken as a basis 3. human development mainly is the development of a professional training form that focuses on creative and launch thinking scopes
Providing the individual with mechanical skills that he uses in the performance of work.
Human innovation and business development
Teamwork and team spirit .
Source: Human Resources Management, Abdul Rahman bin Antar, 2010 and a summary of all the above, it can be said that human resources management represents " the management of a basic function in organizations, working to achieve the optimal use of human resources in which they work, through a strategy that includes a set of policies
And multiple practices in such a way that this use is consistent with the organization's strategy and mission and contributes to its achievement "
4-factors of development of Human Resources Management
Human resources management still plays many roles in the life of institutions and has evolved with the development of the needs that accompanied the emergence of these institutions and gradually grew to keep pace with the tremendous historical development created by various sciences since the beginning of 1800 or so
A little earlier, many factors that fall under the responsibility of Human Resources Management emerged and became applicable in England, France and the USA, and with
The emergence of the industrial revolution in the second half of the XIII century and the spread of factories, the need of managers and employers to hire workers and the possibility of their training and development emerged. As for the era after the industrial revolution, it was known as the era of pioneers and management schools who made a significant impact on people management, most notably those pioneers Frederick Taylor, Robert oil, Charles Babbage and honey town.therefore, we should focus here on the factors that created human resources management, which contributed to its development and the evolution of its roles and associated with multiple and different dates and places. These factors can be limited to two main factors, as each of them branches elements and provisions associated with them:
The first factor: the connotations and secretions of the working surroundings
Human resources management has evolved and its roles have changed in line with the
The work is enabled by the following sub-factors:
- Establishment of factories and increasing the volume of production. - Ideas and technologies used. - The development of the role of the state in various fields of work.
- The strength of public opinion and its increasing pressure in guiding labor policies.
- Local and international competition in various fields of work.
- The development of the population, progress and prosperity.
The second factor: the needs and components of individuals
The most important sub-factors that express the needs and components of individuals are: - the needs and expectations of individuals and their behaviors during their work. - High cultural level in human resources.
- Organizing individuals through the establishment of various trade unions(2).
5-Organization of Human Resources Management
In order for the human resources department to fulfill its responsibilities, there should be an organizational apparatus capable of carrying out human resources management activities in a modern organization, which is carried out on the basis of studying the needs and working conditions of the organization.
Ahmed Maher believes that the organization of human resources management should include(3). 1-5: strategic human resources planning its mission is to make the necessary changes in the objectives and policies of human resources, so that it can adapt to its internal environment of the organization.
2.5 Human Resource Information and Research Systems
In order for any organization to carry out an activity, it needs to rely on an integrated system of forms, records, documents and information that may be in a manual or automated system. 3.5 organizational structure of human resources its purpose is to take care of the place of Human Resources Management in the organizational structure of the organization and to determine the internal organization of the activities and practices of this department.
Secondly, the importance and objectives of Human Resources Management. Through this axis, we review the importance of human resources management that is commensurate with
Therefore, attention is paid to the issue of Strategic Human Resources Management on the one hand, and on the other hand, the final goals that this department seeks to achieve are to achieve the highest efficiency and effectiveness . 1-the importance of Human Resources Management Human Resources Management is of great importance in the organization, like the rest of the other departments in the organization, which affects its financial profitability, economic position and shows its importance through the following elements (4):
Consider it an important function of the organization.
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