Welcome To Superior Trading Performance’s

An Introduction to Human Resources

"The objective of Human Resources [1] (HR) 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 to conduct these activities in an effective, legal, fair, and consistent manner."[1]

I would like to modify the definition of Human Resources a little. Not only must Human Resources activities work in an effective way they must do so efficiently.

The article in Wikipedia goes on to state:

• "Human resource management serves these key functions:
• Selection
• Training and Development
• Performance Evaluation and Management
• Promotions
• Redundancy
• Industrial and Employee Relations
• Record keeping of all personal data.
• Compensation, pensions, bonuses etc in liaison with Payroll
• Confidential advice to internal 'customers' in relation to problems at work
• Career development"[1]

I personally agree this is what HR should be. I find that if you follow the links in Wikipedia. You will find many very fascinating discussions. These discussions tend to show the depth required of the Human Resources division to support the management of human capital.

However, if these are the key functions human resource management serves then why is the HR function typically, relegated to storage of files?

There is seldom a true selection process at the HR level. The manager of the division where the new employee will work makes the selection.

If training and development is a function of HR? Why is it that most companies talk about training but only perform the training they see fit for the employee? Seldom is the training what the employee needs or desires. Worse yet, there is seldom time set aside for training. The employee must gain the training on their own time. 

One of my pet peeves is the performance evaluation and management. First the performance evaluation is seldom accurate. The evaluation is not based upon fact. "New" management styles actually attempt to over come this problem by setting metrics for the evaluation. This is indeed a good start at resolving the problem. But has inherent problems of its own which will be covered in the HR blog.

Promotions are seldom a function of the HR division but almost always the function of the local manager. All HR does is play nurse maid to the process.

Of course I could go on but I will leave more discussion to the blog on HR.

So how is KAB Global Enterprises, LLP going to help you? We offer informational packages aimed at solving many of the Human Resource issues involved with businesses from sole proprietorships to major corporations. Join in on the Superior Trading Performance HR blog to learn more.

[1] en.wikipedia.org was the source of the definition of Human Resources. The link provided in the main discussion points back to the original en.wikipedia.org document.