Human resources refer to the sum of physical and mental strength that people have that can help create value and can be used by organizations.
It refers to the largest population that the total population can bear economically, or refers to the population with the ability to work. Including the employed population, the unemployed population, the school population, the domestic population and the military population. The first two parts of the population are economically active, that is, the realistic social labor force; The latter three parts of the population are potential human resources. Although they have the ability to work, they have not yet become the social labor force. This statement has also been recognized by the famous headhunter Mr. Zhong Kefeng. Labor comes from human resources, and human resources come from part of the population.
The characteristics of human resources are: timeliness (its development and utilization are limited by time), initiative (both the object of development and utilization and the ability of self-development), duality, continuity, regeneration, sociality and consumption.
Generally speaking, the quantity of human resources is the population with working ability, and the quality refers to the physique, cultural knowledge and labor skill level of the population engaged in economic activities. A certain amount of human resources is a necessary prerequisite for social production. Generally speaking, sufficient human resources are conducive to the development of production, but the quantity should be adapted to the production of material materials. If it exceeds the production of material resources, it will not only consume a large number of new products, but also make redundant manpower unable to find employment, which will adversely affect social and economic development. With the rapid development of modern science and technology, economic development mainly depends on the improvement of the quality of the economically active population. With the wide application of modern science and technology in production, the quality of human resources will play an increasingly important role in economic development.
Human resources, also known as labor resources or labor force, refers to the total population that can promote the whole economic and social development and have the ability to work. The most basic aspects of human resources include physical strength and intelligence. From the practical application form, it includes four aspects: physique, intelligence, knowledge and skills.
People who have the ability to work generally do not refer to all people who have certain mental and physical strength, but refer to people who can participate in social labor independently and promote the whole economic and social development. Therefore, human resources include both those who have the ability to work within working age and those who participate in social labor outside working age.
With regard to working age, due to different social and economic conditions in different countries, the provisions on working age are also different. In general, the minimum length of service is 15 years old and the upper limit is 64 years old. China generally requires employees to be at least 16 years old, and the retirement age of employees is 60 years old for men (excluding 60 years old) and 55 years old for women (excluding 55 years old), so the working age range in China should be 16-59 years old for men and 16-54 years old for women.
From a macro perspective, human resources are divided and measured by countries or regions; From the microscopic point of view, human resources are divided and measured by departments or enterprises and institutions.
Human resources, HR for short.
Some scholars say that all employees of an enterprise are collectively referred to as human resources.
A wise man once said:/kloc-more than 0/8 people are human resources.
The definition in the training textbook of enterprise human resource management refers to the total labor capacity of the population in a certain time and place.
Others believe that human resources first regard people's thinking and action ability as an activity, that is, people's activities as a "living" substance; Resources regard human ability as an attribute that can be valuable, potential, renewable and exploitable because of the needs of nature and society.
Therefore, the meaning of human resources is that people with normal thinking and labor ability are collectively referred to as human resources. Human resources can be divided into broad sense and narrow sense. In a broad sense, it refers to the total amount and quality of the population in this area (quality: good thinking but no working ability, but poor thinking). Narrow sense refers to the expressive force and potential of a person's existing knowledge, experience, skills, thinking and contingency. Human resources are "living" resources with initiative, periodicity, wear resistance, infinity and strategy.
To put it simply, human resource management is the whole process of forecasting the organization's human resource demand and making a human resource demand plan, recruiting and selecting personnel and effectively organizing, performance appraisal, salary payment and effective incentives, and effectively developing in combination with the needs of organizations and individuals to achieve the best organizational performance. It is the concrete application of people-oriented thought in the organization. Human resource management is the inheritance and development of personnel management, which has similar functions to personnel management, but there are qualitative differences in form, content and effect due to the change of guiding ideology.
In addition, human resource management is the management of human resources within the organization. However, in recent years, due to the development of organizational forms, especially the emergence of virtual organizations, organizational boundaries have become blurred, and human resources that used to be considered outside the organization have also been brought into the internal management of the organization, expanding the objects of human resource management. For example, Motorola trains and manages its suppliers and agents.
The way we manage people is based on some kind of "human nature" assumption, which is especially correct for human resource management. These assumptions constitute the philosophy of human resource management. The difference between "personnel management" and "human resource management" is actually only a philosophical difference.
Personnel management is based on the assumption of "complex people", assuming that people have different needs in different situations, and motivating people according to these needs. Based on a brand-new "value person" hypothesis, human resource management breaks through the traditional Maslow's hierarchy of needs theory, and holds that everyone has the desire and pursuit of self-development, self-realization, progress and development, even if their physiological, safety, social and respect needs are not fully met, which is true today with the popularization of higher education, the general improvement of population quality and the coming knowledge economy, especially in multinational companies with high-level talents. Of course, under the same external material conditions, there are great individual differences in the need to realize self-worth, but people who have a strong desire for self-realization play a decisive role in the survival and development of the company. This assumption makes enterprises put the goal of human resource management on improving the quality of work and life of employees and meeting the needs of employees' growth and self-realization.
In personnel management, the enterprise's view of people is limited to manpower as a cost, and the goal is to save when using it; Human resource management regards people as exploitable and profitable resources that are developed and controlled. Cost is what you have to pay to achieve your goal. "Capital is the value that can bring surplus value". In this way, human resource management will aim at realizing and developing the unity of individuals and organizations, and focus on the development of human resources. Although there are trainings in personnel management, these trainings will also bring development to employees, but from the perspective of enterprises, these trainings are only the costs that have to be paid to meet the needs of work. Human resource development training is an active training, which aims to improve the quality and ability of employees and improve their work performance.
Because business owners regard people as costs in personnel management, in their view, the income of employees is exactly what they lose. In their eyes, this is just a simple zero-sum game, so labor relations are tense and personnel departments often fall into the trap of labor disputes. They are forced to ease labor relations through services, safety and employee participation. In human resource management, people are regarded as exploitable and profitable resources, and enterprises will actively establish the relationship of mutual trust, full participation and cooperation, which is a win-win game.
Organizationally, the former personnel department is just one of many departments in the organization, and its function is only a part of the whole personnel management. Administration, production and other departments have undertaken the corresponding work. In human resource management, human resource management, as an idea, runs through all levels of the enterprise and establishes integrated functions within the organization. The human resources department is playing an increasingly important role in enterprises. The main object of personnel management is management, and the operating layer in the enterprise is still regarded as the managed labor force, which not only hurts their enthusiasm, but also makes it difficult to coordinate the relationship between the two sides. In human resource management, which regards employees as resources, the development of such resources is not limited to management. The human resource management aiming at the common development of individuals and enterprises will be extended to all aspects of labor relations. The purpose of performance appraisal in personnel management is to find out the current situation of employees' performance, and take it as a powerful basis for reward, punishment and promotion, so employees have resistance and fear of performance appraisal. The purpose of performance evaluation in human resource management is to obtain the information of employees' performance and find the gap with current and future requirements. Excellent employees will get material rewards and promotion encouragement, and poor employees will get training opportunities to lay the foundation for future career development. All employees will benefit from it, and performance appraisal has become a powerful means of active communication between employees and enterprises.
In the past, the work of the personnel department was passive and routine, and the problems of attendance and salary payment were settled. However, from the perspective of resource development, employee career development and enterprise development, human resource management pays forward-looking attention to the changes in the internal and external environment of the organization, such as technology update and employee mentality, and carries out challenging development according to the needs of organizational development. In short, personnel management and human resource management are all ideological innovations, and their differences are not only formal, but essential.