Write a note on the Human Resources and their importance

Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.[1] The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations.[1] Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce.

Human Resources and their importance:

From the national standpoint, the human resources can be defined as the total knowledge, skills, creative abilities, talents and aptitudes obtained in the population whereas from the viewpoint of the individual enterprise, they represent the total of the inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitudes of its employees. The human resources have also been designated as human factors. According to jucius, “The human factor” refers to a whole consisting of inter-related, interdependent and inter-acting physiological, psychological, sociological and ethical components. As regards physiological components. It requires several inputs like food, rest and environmental conditions to satisfy the physiological needs. It also requires protection against harmful and destructive conditions and attempts to avoid loss of income as a measure to have physiological security. Psychologically, it is characterized by emotions and impulses. It likes and dislikes certain thing and some things make one happy while making others unhappy. It is inspired as well as depressed by certain situations. It has numerous psychological need such as autonomy, achievement, power, acquisitiveness etc. through interaction with other. Again as an ethical creature, it has concepts of right and wrong. It tends to do what it thinks right obviously the human factor is dynamic in nature as it revealed in motivation and defense mechanism. It is an on-going process involving the above four sub-process.

The human resources are assuming increasing significance in modern organization. Obviously, majority of the problems in organizational setting are human and social rather than physical, technical or economic. The failure to recognize this fact causes immense loss to the nation, enterprise and the individual. It is a truism that productivity is associated markedly with the nature of human resources and their total environment consisting of inter-related, inter-dependent and interacting economic and non-economic (i.e., political, religious, cultural, sociological and psychological factors. Thus the significance of human resources can be examined from at least two standpoint-economic and non-economic.

Human Resource Management Systems (HRMS, EHRMS), Human Resource Information Systems (HRIS), HR Technology or also called HR modules, shape an intersection in between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the planning and programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin on software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible.
Modern concept of human resources

Though human resources have been part of business and organizations since the first days of agriculture, the modern concept of human resources began in reaction to the efficiency focus of Taylorism in the early 1900s. By 1920, psychologists and employment experts in the United States started the human relations movement, which viewed workers in terms of their psychology and fit with companies, rather than as interchangeable parts. This movement grew throughout the middle of the 20th century, placing emphasis on how leadership, cohesion, and loyalty played important roles in organizational success. Although this view was increasingly challenged by more quantitatively rigorous and less "soft" management techniques in the 1960s and beyond, human resources had gained a permanent role within an organization.