Human Resources

Human Resources

In business administration, it is called human resources (RR. HH.) To work transferring all employees or employees of an organization. But more often so call management system or process that addresses select, hire, train, employ and retain staff of the organization. These tasks can play a particular person or department with the managers of the organization.

The basic objective is to align the area or RR professionals. HH. with the strategy of the organization, which will implement organizational strategy through people, who are considered as the only living and intelligent resources capable of leading to organizational success and meet the challenges that today is seen in the strong competition worldwide. It is essential to note that no persons or human resources are managed, but given to people seeing them as active and proactive agents with intelligence, creativity and skills.

Usually the HR function consists of areas such as recruitment and selection, recruitment, training, management or personnel management while within the company. Depending on the company or institution where the HR function operates, there may be other groups that perform different responsibilities they may have to do with issues such as the administration of employee payroll or managing relations with unions, among others . In order to implement the strategy of the organization it is essential to the management of human resources, for which it must consider concepts such as organizational communication, leadership, teamwork, negotiation and organizational culture


The pioneering economist John R. Commons used the term "human resources" in his book distribution of wealth published in 1893, but the term is not popular. The term "human resources", was later used during the 1910s and 1920s like the idea that workers could be seen as a kind of capital asset. A student level the first use of the term "human resources" in its modern form, was in a 1958 report by economist E. Wight Bakke.2 The term began to be developed in the 19th century due to misunderstandings between employers and employees

Manpower planning

We can consider planning staff as the set of measures based on the study of history related to staff and programs and forecasts of the organization, they tend to determine, from the point of individual and general view, human needs an industry in a particular quantitative and qualitative term and cost


Planning staff has the following purposes:

Effectively use resources

Collaborate with the company in obtaining benefits.

Plan strategies and tactics for cases enlargement or reduction of business.

Planning staff from a general point of view seek to ensure both quantitatively and qualitatively (personal direct and indirect labor, administrative, media and managerial staff), staff needs to endorse the general plans of the company.

It is desirable that when developing visions not only be studied under an optimistic approach to development, but the possibility of an economic downturn that requires you to take restrictive measures are also analyzed. Forecasts should cover all the possibilities that may occur. Convenient flexibility allowed to go taking the necessary steps at all times for each circumstance. Breadth and flexibility are, as two of its essential characteristics.

From the individual point of view, planning includes professional, human and economic development of staff through promotion based on timely training by studying the skills and potential of each person, allowing their classification in order to that position

Staff pick

It is the first question concerning personnel is posed to the enterprise; selection to be given to both the personnel entrance into the company and affect staff admitted to different jobs to cover.

In the process of recruitment is decided whether or not hire candidates found in the search previously made. Previously it is important to distinguish between professional competence, defined as the set of capabilities that allow different nature achieve a result; Competition is tied to job performance, it is not independent of context and expresses human requirements valued in man-labor relationship. On the other hand we must distinguish professional qualifications, defined as the set of skills with significance for employment that can be acquired through modular training or other types of training and through work experience. Therefore, a qualified person is a prepared, able to perform a particular job, that you have all the skills required person in that position.

This selection has different steps:

Determine whether the candidate meets predetermined minimum competencies for the job.

Evaluate the skills and professional qualifications of the / as candidates / as who spent the previous stage, through technical evaluations and / or psychological.

Assign a score to the assessments made in the previous point.

Depending on the score, you decide who will be offered the position.