19th century industrial revolution gave birth to the intentional and deliberate. Having come to the inertia in the initial rapid production managers soon discovered that it was the deliberate absence of the man who was managing deface progress. Which was devoted to human resource management in order to get the best out of them. It was here that a firm and unshakable relationship was found between the individual and the organization. Organization that was over with his deep consideration of human resources has a clear advantage to the West.

Recent global trends in human resources management

The term of human resources in various definitions of political economy and economics, which is traditionally called labor, one of the three factors of production. Its use within enterprises continues to define a common understanding of the word.

Modern analysis emphasizes that human beings are not predictable “resources” as defined wholly by contract, but are creative and social beings that make contributions beyond ‘labor’ to a society and civilization. The broad term human capital has evolved to contain the complexity of this term on the macroeconomy and the term “firm-specific human capital” has been developed to represent the original meaning of the term “human resources”.

Advocating the central role of “human resources” or human capital in enterprises and societies has been a traditional role of socialist parties, who claim that value is primarily created by their activity and, therefore, justifies a higher demand for relief or profits of these enterprises or societies. Critics say this is just a negotiating tactic, which grew out of various practices of the medieval guilds in the contemporary European union and the bargaining unit.

A contrary view, common to capitalist parties, is that the infrastructure and capital (what they call) intellectual capital owned and fused by “management” that provides more value in terms of financial capital. This also justifies a bargaining position and a general view that “human resources” are interchangeable.

A significant sign of consensus on this point is the ISO 9000 series of standards, which requires a “job description” of each participant in a productive enterprise. In general, heavily unionized nations such as France and Germany have adopted and encouraged such descriptions especially within trade unions. A view of this trend is that a strong social consensus on political economy and a good social welfare system facilitates labor mobility and tends to make the economy more productive, as labor can move from one company to another with little controversy or difficulty in adapting.

Organization and human resource management – a relationship between

At its most primitive, the organization is a body of human beings, some instruments and tools together to achieve shared goals.

[1] Weber, the organization goes a step further by saying: “The main components of the organization of an effort to include the detailed rules and procedures, clearly indicates an organizational hierarchy, and impersonal relationship between all members of the organization. ” Its foundations are the same as those recognized by the early theorists of the organization. . There are four basic ingredients of the rating agencies of any organization. Modern organizations can have hundreds of sub-factors, but always based on the originals. Therefore, it was established that without the deliberate and planned in humans, a non-existent.

Over a period of time various types and categories of organizations have emerged to meet the needs of organizers and planners, but they all essentially fall into three basic categories.

United Nations position on human resources management

Over time the United Nations has come to more generally support the developing nations’ point of view, and have requested significant offsetting “foreign aid” contributions so that in a developing nation losing human capital does not lose the ability to continue to train new people in trades, professions, including the arts and all areas of career development.

The debate regarding “human resources” versus human capital thus echoed in many ways the debate over natural resources versus natural capital. An extreme version of this view is that historical inequities such as African slavery must be compensated by current developed nations, which benefited from stolen “human resources” as they were developing. This is a very controversial view, but it echoes the general theme of converting human capital to “human resources” and thus greatly reducing its value to the host society, ie “Africa “as it is to reduce the use of imitation as” work “in the use of society.

In the narrow context of corporate “human resources”, there is a contrasting pull to reflect the diversity of work and require that echoes the diversity of a customer base. Foreign language and culture skills, ingenuity, humor, and careful listening, are examples of features that often require this type of program. It appears that this evidence of a change for the human capital point of view, and a recognition that humans are contributing to a much more productive “work”, they bring their character, their ethics, their creativity, their social relations, and in some cases even their pets and children, and alter the character of a workplace. The term culture is used to characterize such processes.

A major controversy concerning the mobility of labor reflects the broader philosophical issue with using the term “human resources”: governments of developing nations often regard developed countries that encourage immigration or ” guest workers “as appropriating human capital that is rightfully part of the developing nation and required to further its growth as a civilization. They argue that this appropriation is similar to the decrees of a colonial power to define a European colonizer arbitrary price of natural resources, reduction of the extraction national natural capital.