Human Resources Management

Over the years Human Resources has been seen as sort of a hand off for the unwanted Administrative tasks. This has become viewed as somewhat of a remedial job. Due to this outlook a department was formed that became personnel management. After a while what we know now as the term Human Resource Management took place of just personnel management. There are several hurdles that Human Resources professionals must cross to being considered true and equal business partners. Two that are typically found in every industry that being Communications as well as employee talent and development. When addressing the lack of communications between departments, managers and employees or a better fluctuation of control when dealing with specific issues or concerns. Management expects Human Resources to perform miracles with virtually nothing to assist them in the process. When Human Resources is unable to meet these expectations and demands, they are looked down upon as being excess weight or not viewed with the having the potential of being a valued asset to the company, the Human Resources staff is considered less than standard or professional when it comes to their skills.

A company will invest in research and development to the tune of several thousands of dollars per year for a new hire pool that has the opportunity to reach critical positions within the company, as well as spend around the same amount to attract and hire this talent. This money, time and effort could be put back into the company by providing training or cross training of individuals within the company to help meet the needs and demands. The Human Resources department has the responsibility to train the new hires. Human Resources tend not to be viewed as an asset or given credit for their abilities to help a company develop and grow (Human Resources blog Harvard Business School, 2013).

Human Resource professionals spend too much time whining about being business partners, when they need to focus more on what it takes to get back into a position being that expert on individual and organizational performances. To be any type of a business partner one must have credibility which is gained and earned through their expertise or skill, and how it is applied to helping the company understand the true depths of designing employee and consumer experiences.

For Human Resources professionals there are three areas of concentrations that should be their main focus these three are psychology of individual effectiveness, the psychology underpinning effective human cooperation, and the psychology, and dynamics driving organizational change and, development. Showing this understanding and depth gives competency to the Human Resource professional as team partner. This also has the ability to prove that their place is very crucial as a mediator between work-flow and work-friction (Just does it: HR professionals, 2013).

Human Resources are the unofficial parent within the infrastructure