人力资源是所有组织最自发地变化的职能之一。它主要依赖于社会，文化，个人和组织信仰的变化。从根本上讲，它主要是看管人事管理，招聘，培训，发展，支付，具体任务和素质的评估，团队建设，团队联系以及维护一个健康的目标导向的态度，也尊重雇主 – 雇员关系。然而，关于人力资源及其变化功能的理论有多种，变得越来越复杂，被称为普遍的，容易接受的。本文将从不同的角度考虑人力资源职能的各种信念，然后分析现代世界中这些实践的使用情况，以及这些实践在当前如何发挥作用。
Human Resource is one of the most spontaneously changing functions of all organisations. It is majorly dependent on the changes in social, cultural, individual and organisational beliefs. Fundamentally, it is led with the belief that it looks after the personnel management, their recruitment, their training, development, payments, assessment of specific tasks and qualities, team building, group bonding, and maintaining a healthy goal oriented attitude which also respects the employer-employee relationship. However, there are multiple theories about human resource and its changing functions which are becoming more complex to be called universal and easily acceptable. This essay will consider a variety of beliefs of human resource functions from different perspectives, and then analyse the usage of such practices in the modern world and how can they be useful in the current period.
Human Resource functions from variable perspective
Employee management perspective
However, it is worth noticing that the value of HRM is not just limited to the organization of the employees and its management, but it is highly contributory in making a worthwhile strategic goal. The HRM function provides the much required impetus of employee influx and maintains its quality so that the team that is formed is able to achieve the strategic goals. Thus, it has an immense value if considered through the perspective of its contribution to the organisation’s strategic goal formation and achievement.