Greetings to all the dear steemians of this wonderful community 😗 Today I bring you an article that I wrote some time ago for some of the subject matter of the master's degree that I am currently doing. Hope you like.
The notions in the area of human resources has changed in recent years. There is currently a tendency to use terms without having a sense of their meaning, this is the case of the term "personnel management". To follow the best strategies and meet the expected objectives in an organization, it is necessary to be clear about certain concepts and know where these originate. In the following article we will study and break down both terms to understand the meaning of these, since it is widely used today as a synonym of personnel administration, without arguing the reason for its use and without taking into account if it is correct to denote the function of a certain department or management.
"Management" of human resources
There is currently a tendency to use the term "personnel management" without really understanding what it means, and if it is appropriate to use it as a synonym for human resources management. For this we need to investigate what does the word management mean? "Action and effect of driving or driving" is defined. The word manage can be defined as "driving" example guiding a car. Also like "to govern the horses" Spanish Royal Academy (2015). That is why we must stop to think: do we want to be "managed" by our superiors in our work area? Does this term correctly denote the relationship between boss-collaborator?
Before affirming whether these two terms complement each other, let's first see what Human Resources means. It is defined as people who enter, remain and participate in the organization, at any hierarchical level or task. Chiavenato (2007). Another concept of Human Resources is the discipline that studies the relationships of people in organizations, the causes and consequences of changes in this area and the relationship of both with society. (Jaime Maristany 2009). Currently in the companies is the area which is dedicated to everything that is done to the staff, this department has the responsibility to help and provide everything concerning the employee, that is, it has the function of advising on different strategies that help the human resource to fulfill its function.
Now we can see that the term "management" and "human resources" do not match, since when talking about driving is "driving" but referring to an inanimate object as a car that is the opposite of the human resources function that is to advise or give advice to everything related to the staff. For what we must reconsider: the function of the Human Resources Manager is to "Govern" the personnel in charge? . An adequate term should be considered that describes the different strategies to coordinate the human capital to the fulfillment of the goals of the organization, taking into account the physical and psychological well-being, their opinions and needs for self-realization.
Human resources management
The administration is the way to get things done in the best possible way. This includes the coordination of human and material resources to achieve the objectives. Chiavenato (2007)
With a clearer picture of the meaning of each term, we can say what is the correct definition of the term administration of human resources and most importantly we will know the true role of a manager, since the staff that works in an organization is not a "Object" that must be "conducted" at the convenience of the circumstances, but is a complex being with feeling, which needs their opinions to be heard and valued. Previously the employee was seen as a simple asset, their needs were not taken into account. It was not until the mid-1950s that the term personnel administration began to be used, and there was a change in the way of thinking and it was understood that human capital is the most important resource in the organization and productivity depends on them and future of these.
In Venezuela, the term human resource administration emerged in the mid-1970s, and not only that, but the use of personnel management techniques, helping many Venezuelan organizations and companies to obtain their objectives and the individuals who work in these to satisfy your needs and fulfill your aspirations. Over the years the techniques and strategies for managing personnel have been improving, and changing many thoughts of what was considered best.
The current reality
In order to follow the best strategies and meet the expected objectives in any area, it is necessary to be clear about certain concepts, know where they originate, and understand where to go. The term "personnel management" is widely used, there are currently pages and blogs on the network, where this term is used as a synonym of personnel administration, without arguing the reason for its use and without taking into account if it is correct to denote currently the function of a certain department or management.
According to William B. Werther (2008), the purpose of managing human capital is to improve the productive contributions of personnel to the organization, in a way that they are responsible from a strategic, ethical and social point of view. It is the guiding principle of the study and practice of the administration of human resources.
By being clear about the aforementioned concept, we can analyze if the organizations really understand what the administration of human resources means. Currently in Venezuela there are two aspects, one in which only the strategic factor matters, where production plays the most important role and another where the human factor is an indispensable part of the organization. It is necessary to be aware of the importance of the human factor within it. In Venezuela it is an indisputable reality that there are organizations that have not been able to change classic concepts on the administration of the resource and this is reflected in the effectiveness of their processes and therefore in production. But there is also the other positive side, organizations that take into account the needs and welfare of the worker, not only that, but are open to constant changes in reality, which helped them adapt despite the time and remain in the market, this being the key to success
Bibliography
CHIAVENATO, I. (2007) "Human Resources Administration". Colombia, Editorial Mc Graw Hill.
WILLIAN, B. WERTHER. (2008)) "Human Resource Administration". Mexico, Editorial Mc Graw Hill.
MARISTANY, J. (2009) "Human Resources Treaty". Digital version available in
http://www.jaimemaristany.com/home_libros_sobre_management_y_recursos_humanos_detalle.php?id=151
ROSEMARY. J (2004) "The New Venezuelan Manager" Caracas. OPSU editions.
