"Human Resources Are The Most Important Assets A Modern Organization Has."

1087 words - 4 pages

To quote from Christopher Bartlett (2002), "The business's nature has shifted from a concentration on scarce financial capital to a concentration upon scarce human capital." There is no doubt that financial capital is a key strategic capital in the period of industrial society. In that time the economic growth depends on the financial capital and work force. However, the strategic capital of today's society, the information and knowledge society, is human resource. Peter F. Drucker (1993) explains it as follow: 'The most important, and indeed the truly unique, contribution of management in the 20th century was the fifty-fold increase in the productivity of the manual worker in manufacturing. The most important contribution management needs to make in the 21st century is similarly to increase the productivity of knowledge work and the knowledge worker.' To look at it another way, his words also means that knowledge has become the key factor of productivity and competitive power. As Peter F. Drucker (1994) has observed, '...an economic order in which knowledge, not labor or raw material or capital, is the key resource.' That is to say human resources are the most important assets a modern organization has, because only human beings can make, transfer and exercise knowledge. Moreover, different resources have different functions and significances in the organization. However, human resources bulk most important into there, because only people can create the holistic values by planning all the other resources as a whole.* Definition of HRDHuman resource management (HRD) has been defined as an organized learning experience, conducted in a definite time period, to increase the possibility of improving job performance and growth (Nadler, Leonard, 1984). To put it simply, it means that organization designed a systematic way and planned activities to provide its members with the necessary skills to achieve the desired results of the organization.*HRD FunctionsAccording to Patricia McLagan (1987), "HRD is the integrated use of training and development, career development, and organization development to improve individual effectiveness." That is to say, the mission of HRD is to provide individual development in order to improve the performance related to a current job; to provide career development in order to improve performance related to future jobs; and to provide organizational development (OD) related to both optimal utilization of human resources and improved performance, which together lead to the efficiency of the organization (Gilley & Eggland, 1989; figure 1).Human resources can be extended to employees' knowledge, skills, attitudes, experiences and creativity. Therefore, Training is to improve human performance on the job, the employee is presently doing or is being hired to do, for the short-term, particular to specific job or task. For example, employee orientation, skills and technical training, coaching and counseling. But development...

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