Introduction

Human Resources Applies to Any Size of Organization

This Topic Applies to Any Size of Organization

All organizations have people -- they have human resources. Regardless of the size of an
organization or the extent of its resources, the organization survives -- and thrives --
because of the capabilities and performance of its people. The activities to maximize
those capabilities and that performance are necessary regardless of whether the
organization refers to them as Human Resource Management, Human Resource
Development or Human Resources -- or has no formal name for those activities at all.

Those activities are the responsibility of all people in the organization. Thus, members of
organizations, regardless of size or resources, will benefit from using the resources
referenced from this topic.

Human Resource Guidelines Apply to For-Profits and Nonprofits

These Human Resource Guidelines Apply to For-Profits and Nonprofits

The vast majority of resources in this topic apply to nonprofits as well as for-profits.
There's a misconception that there is a big difference in managing human resources in
for-profit versus nonprofit organizations. Actually, they should managed similarly.
Nonprofits often have unpaid human resources (volunteers), but we're learning that
volunteers should be managed much like employees -- it's just that they're not
compensated with money; they're compensated in other ways. Managing volunteers is
very similar to paid staff -- their roles should be carefully specified, they should be
recruited carefully, they should be oriented and trained, they should be organized into
appropriate teams or with suitable supervisors, they should be delegated to, their
performance should be monitored, performance issues should be addressed, and they
should be rewarded for their performance. Also, organizations should consider the risks
and liabilities that can occur with volunteers, much like with employees. So nonprofit
organizations should consider the resources in this topic as well.

Clarifying Some Terms -- Human Resource Management, Human

Resources, HRD, Talent Management

The Human Resource Management (HRM) function includes a variety of activities,

and key among them is responsibility for human resources -- for deciding what staffing
needs you have and whether to use independent contractors or hire employees to fill these
needs, recruiting and training the best employees, ensuring they are high performers,
dealing with performance issues, and ensuring your personnel and management practices
conform to various regulations. Activities also include managing your approach to
employee benefits and compensation, employee records and personnel policies. Usually
small businesses (for-profit or nonprofit) have to carry out these activities themselves
because they can't yet afford part- or full-time help. However, they should always ensure
that employees have -- and are aware of -- personnel policies which conform to current
regulations. These policies are often in the form of employee manuals, which all
employees have.

Some people distinguish a difference between HRM and Human Resource

Development (HRD), a profession. Those people might include HRM in HRD,
explaining that HRD includes the broader range of activities to develop personnel inside
of organizations, e.g., career development, training, organization development, etc.

The HRM function and HRD profession have undergone tremendous change over the
past 20-30 years. Many years ago, large organizations looked to the "Personnel
Department," mostly to manage the paperwork around hiring and paying people. More
recently, organizations consider the "HR Department" as playing a major role in staffing,
training and helping to manage people so that people and the organization are performing
at maximum capability in a highly fulfilling manner. There is a long-standing argument
about where HR-related functions should be organized into large organizations, eg,
"should HR be in the Organization Development department or the other way around?"

Recently, the phrase "talent management" is being used to refer the activities to attract,
develop and retain employees. Some people and organizations use the phrase to refer
especially to talented and/or high-potential employees. The phrase often is used
interchangeably with HR -- although as the field of talent management matures, it's very
likely there will be an increasing number of people who will strongly disagree about the
interchange of these fields.

Many people use the phrase "Human Resource Management," "Human Resource
Development" and "Human Resources" interchangeably, and abbreviate Human
Resources as HR -- HR has become a conventional term to refer to all of these phrases.

Thus, this Library uses the phrase "Human Resources" and the term "HR," not just for
simplicity, but to help the reader to see the important, broader perspective on human
resources in organizations -- what's required to maximize the capabilities and
performance of people in organizations, regardless of the correct phrase or term to be
applied when doing that.

FIELD AND ROLES OF HUMAN RESOURCES AND

TALENT MANAGEMENT
Another Look at Definitions
The introduction, at the top of this page, offers definitions of common terms and phrases
to help the reader to first understand the topics and their organization in this overall topic
in the Library. It will round out the reader's knowledge and understanding to review a
variety of definitions. Remember that, more important than getting the definitions "right,"
is recognizing the purposes and activities that the following resources refer to.

Human Resource Management

What is Human Resource Management?
Human Resources
What's What
What is Human Resource Development?/
What is the Human Resource Department?
Human Resource Management (description of it)
Human Resource Management Basics
Lexicon for the HR Novice (tongue in cheek)

Role of Human Resources Function in Organizations

The reader's organization might be too small or its resources too limited to have a formal
function or department called "Human Resources." However, as with understanding the
definitions above, it's important to recognize the purposes and activities that the
following resources refer to.

When an HR Department is Necessary

When is the Right Time for an HR Expert?
Management Competencies for Successful Learning: The Integrated Role of Learning
and HR
Overcoming Top Myths In HR
The Role of HR in a Company, According to CEOs
What is it like to work in HR
HR Professional as Performance Consultant
Human Resources Careers
You want to work in HR?
Ask HR What It's Like to Work in HR
The New Year is Approaching -- Plan It Well
Paths to Careers in Human Resources
Survey Says HR Certification Is an Advantage in Hiring, Promotion, Job Security?
Is It Time to Outsource Your HR?
Sometimes HR Sucks -- That's Why We Love It!
Benefits Communication: Most Frustrating Job in HR?
Go Undercover to Find Out What’s Really Happening in HR
The 9 Essential Skills of HR Management—How Many Do You Have?
Measuring Returns on Human Resource Capital

Management Quiz - Part 1

Employee Relations Quiz - Part 2
Employee Relations Quiz - Part 3
Employee Relations Quiz - Part 4
Also see
Professionalism

Challenges Facing Human Resources Function

Many practitioners in the field of Human Resources express frustration that the field has
not achieved the credibility and influence that it deserves -- or that it requires in order to
be more effective. The following resources are in regard to that frustration.

By Giving Up the Quest for ROI, Can HR Make Itself Indispensable?

Reinventing HR
The ROI of HR
HR Critical to Align Performance With Organizational Goals
HR on the Offense
Simplicity At the Other Side of Complexity -- Paradox of 'Business Orientation of HR'
HR Appearance vs. Reality
Make HR Happy
HR and Legal: Working Together
Evolving Role of HR:Partnering with Leadership
Is HR Too Important to Be Left to HR?
Top 5 HR Process Integrations That Drive Business Value
Dramatically Increase Your Influence
Avoiding Employee Relations Pitfalls In Smaller Businesses
Seven Ways to Build Credibility
Human Resources: Ten Things to Ask Yourself
Overcoming the Myth of the Paper Trail #1
Overcoming the Myth of the Paper Trail #2
Are You Listening to the Water Cooler Discussions?
Sally's First Day
Strategies for Effective Human Resource Management
Six High Performance Gears, a Shifter, and a Driver with Vision
Is HR Inert? Should We Design HR Systems With This Belief in Mind?
HR Appearance vs. Reality
Are HR Staff - Professionals
HR Skills Needed Now
Six Ways to Get Counted in HR
5 Dumbest Management Concepts—Is HR One of Them?
Elevating the Human Resource Function - Part 1 of 2
Elevating the Human Resource Function - Part 2 of 2

Future of Human Resources Function

The Future of Human Resources and Social Media
Emerging Trends in Managing Human Resources
HR and OD -- What Does Future Hold?
Predictors and Promises for the Future of Human Resources
What's Your Focus for 2011?
The Rise of the Virtual Workforce and the New Roles of HR Professionals

"Talent Management" - New Movement in Human

Resources?
Many people are beginning to use the phrase "Talent Management" to refer to the
activities of attracting, developing and retaining employees -- three activities also
addressed in the sections below. For general overviews of talent management, see:
Talent Management

MAJOR FUNCTIONS OF HUMAN RESOURCES

AND TALENT MANAGEMENT
Getting the Best Employees
Regardless of the nature of the organization, it must identify the most important roles in
the organization and then recruit, orient, train and organize people to effectively perform
those roles.

Staffing -- Workforce planning

Staffing -- Specifying Jobs and Roles
Staffing -- Recruiting
Staffing -- Outsourcing (having services and functions performed by non-employees)
Staffing -- Screening Applicants
Staffing -- Selecting (Hiring) New Employees
Is the War for Talent Over?

Paying Employees (and Providing Benefits)

The following link is to a resource that will help you establish suitable policies and
procedures for compensating employees and for providing benefits in the most equitable
and fair manner.

Benefits and Compensation

Developing Employees
Development is more than conveying information to employees -- it's guiding and
supporting them to evolve that information into knowledge that can be applied as skills in
order to achieve the goals of the organization and its people -- and it's guiding and
supporting those people to learn at the same time.
Career Development
Employee Orientation
Leadership Development
Management Development
Personal Development
Supervisoral Development
Training and Development

Ensuring Compliance to Regulations

Fortunately, compliance is no longer is seen by many as the primary role of Human
Resources -- it's just one of the roles. However, compliance is as important today as ever,
especially considering the diversity of people in the workplace, including their diverse
values, opinions and perspectives.

Personnel Polices and Records

Employee Laws, Topics and Issues
Ethics - Practical Toolkit

Ensuring Fair, Safe and Equitable Work Environments

The care and cultivation of human resources should consider at least the following topics
-- the topics often are addressed as official programs in the workplace.

Diversity Management
Dealing with Drugs in the Workplace
Employee Assistance Programs
Ergonomics: Safe Facilities in the Workplace
Dealing with HIV/AIDS in the Workplace
Personal Wellness
Preventing Violence in the Workplace
Ensuring Safety in the Workplace
Supporting Spirituality in the Workplace
Diversity Management

Sustaining High-Performing Employees

Employee Performance Management
Group Performance Management
Interpersonal Skills
Personal Productivity
Retaining Employees

Nonprofit Human Resources

As noted in the introduction to this topic, guidelines to managed human resources in
nonprofits are very similar to those to manage in for-profit. See the above paragraph
These Human Resource Guidelines Apply to For-Profits and Nonprofits. After reviewing
the above resources, nonprofits could review the resources from the following link -- the
resources mention they are nonprofit-specific.
Nonprofit Human Resources