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Future of Human Resources

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Future of Human Resources
Human resources is one of the most evolved departments within a business over the past century. Human resources as a department wasn’t even thought of prior to the last few decades. The idea of human capital at that time was immature where employee interests and focus wasn’t completely developed. Human resources departments were developed when businesses noticed a growing trend of increased employee sizes and tasks organization. Chief Executive Officers would either handle the human resources tasks themselves or appoint another competent manager to handle those tasks. The tasks which were adopted and largely dependent upon human resources are staffing, compensation, training, policies, retention, and laws. These tasks, if taken on by a person or even the Chief Executive Officer, would be extremely daunting providing it impossible to effectively manage and control these tasks because each of these aspects of human resources has an endless array of specifics that continuously needs adjusting, managing, or inventing, (Pomeranz, 2009). Many businesses who established human resources departments made the mistake of excluding them from strategic planning where they could have complimented and benefited from factors such as staffing number, training schedules, and policy development, (Pomeranz, 2009). Human resources is an extremely valuable tool within business that, if used correctly, can yield significant benefits, advantages, and create an additional facet of competitive edge for the entire business. The evolution of human resources largely involves technology, arguable more so than any other department within business. Specifically, human resources information systems (HRIS) have changed the human resources field entirely from their immense benefits. HRIS addresses either a need or a convenience within a business or human resources department that allow them benefits such as increased work efficiency, remote access, or faster data management, (Torres, 2004).


References: Gueutal, H. (2007). The brave new world of EHR. Hoboken, NJ: Wiley. InetSoft. (2012). Offering a performance management system that is easy, agile, and robust. Retrieved from http://www.inetsoft.com/info/performance_management_system/?utm_vendor=google&utm_source=northamerica&utm_campaign=perfmgmt&utm_medium=search&utm_content=3562875902&utm_term=performance%20management%20software&gclid=CNi6i4jRpLMCFXSSPAodyDkAJA ManageEngine. (2012). Retrieved from http://www.manageengine.com/products/service-desk/index.html?gclid=COzrjc7QpLMCFSOnPAodwDsACA Oracle. (2012). Achieving value with PeopleSoft HCM 9.1: What every business needs to know. Retrieved from http://www.oracle.com/webapps/dialogue/ns/dlgwelcome.jsp?p_ext=Y&p_dlg_id=12016468&src=7665796&Act=5&sckw=WWMK12065325MPP001.GCM.8345.160 Pomeranz, R. (2009). The evolution of human resources directors ' responsibilities. The CPA Journal, 79(7), 12-13. Ramsay Corporation. (2012). Retrieved from http://www.ramsaycorp.com/?gclid=CMCO5ZLQpLMCFRSSPAodgBYAtg Screenpointe. (2012). HRIS integrations. Retrieved from http://www.screenpointe.com/hris_integration.html Torres, T. (2004). E-human resources management. Hershey, PA: ICI Global.
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