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 Assignment 7 (Due: August 28, 2009, 13:00hrs)

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brian c. namuag

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PostSubject: HRM Assignment # 7   Mon Aug 31, 2009 4:37 am

bounce bounce "Human beings are the most important, potent and critical, resource of any organization, and yet the least understood and the worst managed of its resources" This phrase which describe the human works in the organization. Let me discuss the factors which affect the behavior of human in his profession.bounce bounce


Humans are an organization’s greatest assets; without them, everyday business functions such as managing cash flow, making business transactions, communicating through all forms of media, and dealing with customers could not be completed....humans and the potential they possess drive an organization. Today's organizations are continuously changing and organizational change impacts not only the business but also its employees.

However to exploit this resource it has to be managed and management of this particular resource depends on multiple factors, depending mostly on the size of the company human resource management works to ensure that employees are able to meet the organization’s goals management should maximize organizational effectiveness, human potential, individuals' capabilities, time, and talents.

The effect of globalization lately has shown the value in educating employees in competency development. The relevance of this globalization is the proficiency at which Human Resource work is conducted within an organization. Recent studies show that developing the competence level is in high demand in today’s society and therefore many companies have chosen to give its’ staff adequate opportunities to utilize their skills. In theory the basic hypothesis states that knowledge and competence within the workforce will be the key to success in the future rather than financial resources. The investment of this proficiency within the private and public sector on a short-term and long-term basis is necessary for each corporation in the future. A well functional organization has good insight in what demands a company should require and what competence the employees must have. During the 90’s many corporations faced several cut backs which resulted in the lack of inadequate training procedures regarding skill development for its employees. In this particular research, we have two unique corporations that have been studied for the importance HR work has on the competence development. Through interviews with correspondents working within the HR sector in global corporations, the results show that both companies view competence development as an important aspect of its’ respective success for the future. During the interviews both of the correspondents said that financial resources are not enough to give the employees the opportunity to develop their skills on a regular basis. Therefore the main responsibility is up to each individual to keep their respective knowledge up to date.

Human Needs And Their Fulfillment
Even though we are all different, we each have the same 6 basic human needs. These needs must be satisfied, otherwise we feel uncomfortable where we are, with our lives and ultimately with ourselves.

Defining roles and competencies
Competencies – what a person is capable of doing, rather than what they are doing – help address both behavioural and technical skills needed to define job expectations and requirements. They provide a common language and framework for those critical – but sometimes elusive – aspects of job performance and are an effective tool for communicating about performance because they help people frame expectations and goals in clear terms.

Therefore in order to experience true fulfillment and satisfaction in life, it is essential to work on fulfilling all your basic needs.

One of the major roles of a human resources department in a successful business involves a lot of observation and analysis from behind the scenes. Indeed, the intelligence of the human resources department often involves what can be likened to “crunching numbers.” Compiling complex data and metrics that follow the performance of individual employees, as the move through the workforce is an important task, which has helped human resources, work out crucial solutions to inefficiency, sagging profit margins and more.

Due to the sensitive nature of human relations and the work that human resources departments must carry out, discretion is a crucial element to this field. That’s because the management of performance can often involve tough decisions such as choosing who to let go, who to promote and who to hire. Keeping the decision making process behind closed doors is an ethical practice that breeds the least amount of contention possible.
But how are these decisions made? Nearly every employee today should be able to relate to the hiring process and the term review interviews that come with starting out and maintaining a job almost anywhere. Yet what the employee sees in these interviews is really just the tip of the iceberg in when it comes to the vast amount of work done by human resources specialists.

Indeed, performance management, message creation, job recruitment and promotion decisions take countless hours of observation and data analysis that result in the most beneficial decisions in the end. Just the 3 month review for new employees can reveal the fact that a lot of careful observation has gone into the job performance and training adaptation evaluation. This means that a human resources specialist has been taking notes and methodically charting employees’ progress in the most efficient and professional manner possible. It’s not that easy, yet the work is essential to any company’s optimized success.

Academic field of study concerned with human behavior in organizations; also called organizational psychology. It covers topics such as Motivation, Group Dynamics, leadership, organization structure, decision making, careers, conflict resolution, and Organizational Development. When this subject is taught in business schools, it is called organizational behavior; when it is taught in psychology departments, it is called organizational psychology.

The terms "corporate culture" and "organizational behavior" are sometimes used interchangeably, but in reality, there are differences between the two. Corporate culture encompasses the shared values, attitudes, standards, and beliefs and other characteristics that define an organization's operating philosophy. Organizational behavior, meanwhile, can be under-stood in some ways as the academic study of corporate culture and its various elements, as well as other important components of behavior such as organization structure and organization processes. Organizational behavior, said Gibson, Ivancevich, and Donnelly, is "the field of study that draws on theory, methods, and principles from various disciplines to learn about individual perceptions, values, learning capacities, and actions while working in groups and within the total organization; analyzing the external environment's effect on the organization and its human resources, missions, objectives, and strategies.…Effective managers know what to look for in terms of structure, process, and culture and how to under-stand what they find. Therefore, managers must develop diagnostic skills; they must be trained to identify conditions symptomatic of a problem requiring further attention. Problem indicators include declining profits, declining quantity or quality of work, increases in absenteeism or tardiness, and negative employee attitudes. Each of these problems is an issue of organizational behavior."

The role of the HR manager must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptive, resilient, quick to change direction and customer-centered. Within this environment, the HR professional, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate and a change mentor.

Strategic Partner
In today’s organizations, to guarantee their viability and ability to contribute, HR managers need to think of themselves as strategic partners. In this role, the HR person contributes to the development of and the accomplishment of the organization-wide business plan and objectives.
The HR business objectives are established to support the attainment of the overall strategic business plan and objectives. The tactical HR representative is deeply knowledgeable about the design of work systems in which people succeed and contribute. This strategic partnership impacts HR services such as the design of work positions; hiring; reward, recognition and strategic pay; performance development and appraisal systems; career and succession planning; and employee development.

Employee Advocate
As an employee sponsor or advocate, the HR manager plays an integral role in organizational success via his knowledge about and advocacy of people. This advocacy includes expertise in how to create a work environment in which people will choose to be motivated, contributing, and happy.
Fostering effective methods of goal setting, communication and empowerment through responsibility, builds employee ownership of the organization. The HR professional helps establish the organizational culture and climate in which people have the competency, concern and commitment to serve customers well.
In this role, the HR manager provides employee development opportunities, employee assistance programs, gainsharing and profit-sharing strategies, organization development interventions, due process approaches to problem solving and regularly scheduled communication opportunities.

Change Champion
The constant evaluation of the effectiveness of the organization results in the need for the HR professional to frequently champion change. Both knowledge about and the ability to execute successful change strategies make the HR professional exceptionally valued. Knowing how to link change to the strategic needs of the organization will minimize employee dissatisfaction and resistance to change.
The HR professional contributes to the organization by constantly assessing the effectiveness of the HR function. He also sponsors change in other departments and in work practices. To promote the overall success of his organization, he champions the identification of the organizational mission, vision, values, goals and action plans. Finally, he helps determine the measures that will tell his organization how well it is succeeding in all of this.



Source: http://www.projectsparadise.com/human-resource-competence-development/
http://www.hrvillage.com/human-resources/role.htm
http://humanresources.about.com/od/hrbasicsfaq/a/hr_role.htm



My Blog: http://brian-takealook.blogspot.com/
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Jovanne Nick Cacayan

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PostSubject: Re: Assignment 7 (Due: August 28, 2009, 13:00hrs)   Tue Sep 01, 2009 1:31 am

"Human beings are the most important, potent and critical, resource of any organization, and yet the least understood and the worst managed of its resources" (1500words)

Hmmm.. As I remember,our professor thrown to us almost the same question during our discussion last, last meeting I guess...? and the question is why IT's are the most important, potent, and critical, resource of any organization... just correct me if I'm wrong... tsk! tsk! And one of my classmates answered that they are important in the sense that its up to them on how would they managed the valued data in an orgnization, and most probably its because they can manipulated the information in a organization.... Human symbolizes the heart and soul of an organization, without them it would be impossible for them to achieve the goals and ambitions of a certain organization. They are the most important resources its because they contribute to the development of and the accomplishment of the organization-wide business plan and objectives.

To understand what is the big game is all about let us define human being and an organization...Human beings has the ability to think, understand, and analyze without the control of anyone else. They can never be managed or control it is because they the ability and freedom to choose, that's the essence of being unique from other species. if they are forced to be managed, for sure conflict will arise between parties.They can acquire knowledge and make it useful through and by contributing it to the company/organization. but it would rely on how the organization will handle and motivate their human resources. In case these resources are missled, it would be a big loss to the company..

Some industry commentators call the Human Resources function the last bastion of bureaucracy. Traditionally, the role of the Human Resource professional in many organizations has been to serve as the systematizing, policing arm of executive management.In this role, the HR professional served executive agendas well, but was frequently viewed as a road block by much of the rest of the organization. While some need for this role occasionally remains — you wouldn’t want every manager putting his own spin on a sexual harassment policy, as an example — much of the HR role is transforming itself.

In today’s organizations, to guarantee their viability and ability to contribute, HR managers need to think of themselves as strategic partners. In this role, the HR person contributes to the development of and the accomplishment of the organization-wide business plan and objectives.The business objectives are established to support the attainment of the overall strategic business plan and objectives. The tactical HR representative is deeply knowledgeable about the design of work systems in which people succeed and contribute. This strategic partnership impacts HR services such as the design of work positions; hiring; reward, recognition and strategic pay; performance development and appraisal systems; career and succession planning; and employee development.
HUMAN-POWERED search may be able to cover a wide swath of queries if it can draw on the enthusiasm of contributors who have made Wikipedia a phenomenon of huge scale.Even Google is interested in exploring “human powered” search.Google contends that its search engine relies on humans and machines.

As a part of human's significance, God takes humanity with great seriousness. It is because humanity is great. When looking for governors for this planet, the Creator God used Himself as the model. The other implication is that human significance lies in the capacity to sustain relationships. God is relational; God is three persons in everlasting, loving relationship. Humanity was created to reflect that quality of relationship.

We said a while ago that humans are the most important resource in an organization but we can't deny the fact that they are the least understood and worst managed. Its because humans have their abilty and freedom to think and to chose what is right for themselves. In this case, problem arises because humans can never be manage because of their independence to decide for themselves. While those individuals who are in position in an organization try to control or manage their human resouces which worsen the situation because of the resistance from the opposite side.


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Norena T. Nicdao

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PostSubject: Re: Assignment 7 (Due: August 28, 2009, 13:00hrs)   Tue Sep 01, 2009 8:54 pm

Human being is the highest form of creation that God created in the world. God give us the knowledge, the skills and the talents that we have now to explore things in the world so that, we can live. God also give us the right to manage things in the world. We, humans has the capacity to find ways and means to improve our borrowed talents by educating ourselves. We can manage ourselves in doing things around us. We can easily organize a group to improve our community but we know the fact it is difficult to manage human because of our individuality in attitude and character. God made us unique from other person, each of us has own thoughts, decisions and feelings in an organization we cannot perfectly impose a rules because someone is contradicting it. There's a saying that we cannot place everybody.

According to a book entitled Business Organization and Management (Authors: Gutierrez, Pura and Garcia)

The most complicated problem of business is people. Technical processes may be mastered; requirements of materials may be correctly figured; plants and offices may be built according to required specifications; and intricate machines may be devised to perform with accuracy; but if the human elements in business are disregarded, trouble is ahead. Human beings essentially differ from each other. They cannot be standardized like inanimate things. They are dynamic, not static. The most certain thing about people is their uncertainty.

Human beings are also, to a certain extent, selfish, both by nature and by environment. A person who is an altruist is one who has regard for; and is devoted to the interest of others than himself alone. Altruism is a desirable trait to be aspired for but is, generally, hard to find among people in its ideal form. There are some people who seem to lack even a trace of altruism in their makeup; still others believe that there is such thing as enlightened self-interest, which may be made to benefit everybody through cooperation. Thus,
self-interest and the welfare of others do not have to conflict with each other.
Both can be achieved or satisfied at the same time.

The Basic Personnel Problem: The basic problem about personnel is that ----- the employer has work to do done. The employee wants to receive for his work, enough money to live according to the standard of living as established for himself. When the employer has to pay too much to get the work done, the increased costs will be reflected in the higher price of the finished product to the point of diminishing orders from customers. On the other hand, if the employee cannot get the money that he thinks he is worth, he will leave the job, or look for another job elsewhere.
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amielou.falcon

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PostSubject: Assignment 7 (Due: August 28, 2009, 13:00hrs)   Thu Sep 03, 2009 12:07 pm

"Human beings are the most important, potent and critical, resource of any organization, and yet the least understood and the worst managed of its resources"



Human Beings are important.


In negative thoughts brought about by human itself, let us accept the fact that we humans or people are the reasons of destructions, abuses and all to our noble planet earth, yet, we remain the most important and vital resource of any organizational structure existing in the society.
The query concerning whether our world and the society would be better off without human beings around, seems a legitimate one. Human beings are one, merely one, of the many living beings that originated in a long and complicated process of evolution … despite the fact that many genius minds in philosophy and religion tried to explain those theories about strengthening the idea that human beings are the focus and goal of the institutions and of humanity.
Human beings can be considered that amongst living beings, humans enjoy great abilities and capacities, not in the least their developed skills of thinking and of (self-) reflection which provide them with way to order their world and organizations they belong.
Of course, human beings are special and precious. As an aphorism says, “It is human nature to stand in the middle of a thing.” ~Mariane Moore


Human Beings are potent.

According to Jack Tay, one of the best ways to achieve what we want and desire in life is to learn the techniques on how to manipulate people.
These techniques state how powerful and potential human beings are.
Accordingly, if you want to be promoted in your current job, who will decide that, you will get it? If you are paying attention toward a woman, how to guarantee that she will fall in love back with you?
Influencing and manipulating the people around you, especially those people whose decisions are critical in changing your current situation would absolutely make a distinction in your living.


[url=http://ezinearticles.com/?How-to-Manipulate-People---Two-Powerful-Factors-That-Control-Human-Beings-Thoughts-and-Behaviors&id=2685 ]JACK TAY[/url]


Human Beings are critical.


Man is critical and so different to any other creature.
I think what tell apart humans from animals is that regardless of how intellectual we are, we people still live by our instincts. Humans have managed through years of evolution to overcome their drives for the benefit of the community and so to be able to judge and suppress, by critical thinking, instincts is what we have that is not harmful to others.
Humans are able to reason which even animals or any other resources in an organization of higher intellect don't do. By this, I mean that you can sit down and comprehend that if you position your hand on a burning fire you will burn yourself animals can't do that. We have this capability of knowing what will happen beforehand, thinking ahead or predictions. You can stand for a reason and present a cause and effect which animals can't do. Animals act things for the reason that it's programmed into them to do so.

But, we are all aware that human are the most little understood resource in an organization, why? For such, considering that amongst other creation we are in great superior that we think of mandating the world around us.
That’s why, man as imperfect, and should be more humble. Humility is an issue of accepting and receiving the gift as being human creature having the immense opportunity of dealing the domain society with your capabilities and role of your existence.
Different people have different believes, and so to respect all of this. Be what you are and think of what the best you can do to your organization.
Furthermore, Susan Davis of google search had searched for different people that we used to deal with in an organization.
These are:
*The bullies
*The stealth destroyers
*The "yes" people
*The know-it-alls
*The complainers
*The martyrs
Are you one them? Then think of your future before its too late.


[url=http://www.allbusiness.com/technology/software-services-applications-internet-social/12361397-1.html ]SUSAN DAVIS[/url]
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katherine eng lajom

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PostSubject: Re: Assignment 7 (Due: August 28, 2009, 13:00hrs)   Mon Sep 07, 2009 12:35 pm

"Human beings are the most important, potent and critical, resource of any organization, and yet the least understood and the worst managed of its resources"

REFLECTION:

The church would say Human Beings are created in the image and likeness of God. And as he is created in a world of goodness, he is opted to live and be given into goodness.

But in the field of society, human beings are rational being. The midst of reasoning and comprehension.

Therefore in the field of corporate endeavors, the human beings are with great and ample importance as his first characteristic, due to its capability and technical prowess his field, his craft is inevitable to the success of any corporate undertakings.

Secondly, human beings potentials must be considered with possible acknowledgment due to its creative factors.

Thirdly, critical thinking is very important aspect of human beings, for their ability to think makes them understands both intuitive and deductive assimilation.

And as a resource or strength of any corporate activities, the human beings become a prime mover to development, progress and success. Humans are an organization's greatest assets; without them, everyday business functions such as managing cash flow, making business transactions, communicating through all forms of media, and dealing with customers could not be completed. Humans and the potential they possess drive an organization. Today's organizations are continuously changing. Organizational change impacts not only the business but also its employees. In order to maximize organizational effectiveness, human potential—individuals' capabilities, time, and talents—must be managed. Human resource management works to ensure that employees are able to meet the organization's goals.
And yet this human beings are should not be should seen and opted to be looked upon as utilities or instruments of gains. They are not machines which one can operate and when it is not functioning thrown to the garbage. They are PERSONS whose dignity and free will must be given due process and consideration.

Therefore, they must be given what is due, the right to learn and develop in their field and right and fair wage of working and earning.

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John Paul Pulido

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PostSubject: Assignment 7 (Due: August 28, 2009, 13:00hrs)   Sun Sep 13, 2009 11:53 pm

Manpower or Peopleware is the most important component of a Human Resource because without people, technology, infrastructure, and other things involved in different jobs is useless. The people manages all the things.

Manpower or Peopleware is very hard to handle because each person have different characteristics, traits, values, and most especially they have different minds that no one can control. Even the most powerful and most expensive gems cannot force a person to work against his will.

Manpower or Peopleware:

Peopleware is a term used to refer to one of the three core aspects of computer technology: hardware, software, and peopleware. Peopleware can refer to anything that has to do with the role of people in the development or use of computer software and hardware systems, including such issues as developer productivity, teamwork, group dynamics, the psychology of programming, project management, organizational factors, human interface design, and human-machine-interaction.

Peopleware on Human Resource:

The field has moved from a traditionally administrative function to a strategic one that recognizes the link between talented and engaged people and organizational success. The field draws upon concepts developed in Industrial/Organizational Psychology and System Theory. Human resources has at least two related interpretations depending on context. The original usage derives from political economy and economics, where it was traditionally called labor, one of four factors of production although this perspective is changing as a function of new and ongoing research into more strategic approaches at national levels. This first usage is used more in terms of 'human resources development', and can go beyond just organizations to the level of nations. The more traditional usage within corporations and businesses refers to the individuals within a firm or agency, and to the portion of the organization that deals with hiring, firing, training, and other personnel issues, typically referred to as 'human resources management'. This article addresses both definitions.

The objective of human resource`s' development is to foster human resourcefulness through enlightened and cohesive policies in education, training, health and employment at all levels, from corporate to national.

Human resource management's objective, on the other hand, is to maximize the return on investment from the organization's human capital and minimize financial risk. It is the responsibility of human resource managers in a corporate context to conduct these activities in an effective, legal, fair, and consistent manner.

References:
http://en.wikipedia.org/wiki/Peopleware


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Russel John Serrano

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PostSubject: Assignment 7 ::HRM::   Thu Oct 01, 2009 5:40 am

Make a reflection on this statement ..

"Human
beings are the most important, potent and critical, resource of any
organization, and yet the least understood and the worst managed of its
resources" (1500words)


Important

Humant Beings are one of the most important, potent and critical resource of any organization, come to think of it. who are the one who manage the technology?? manage the equipments?? tools?? or any other such things that can be use.. well no other human beings are the one who manage it.. it simply show how human beings important in any organization.. their are such things that cannot be use without human.. well human mostly role the any organization, they are the one who well simply execute what a thing should suppose to do.. things are useless without human and also mostly human are the one who create such things like technology. Technology cannot be create or cannot be use well without Human beings.

Potent and Critical

Human beings are powerful they are mostly the top of any living organism in the earth. even any animals can't manage human beings only human can manipulate them.


Each of us created with a different and a unique personalities, attitudes and everything, even twins have their different personality and everything, no one of us have same features in life. we are all "younique". well interms of the critical of the human resource of any organization.. well each of us have the power and the opportunities to become a successful leader someday.. hmpt.. being a leader it's require a lot of thing to be able to manage a society or a clan, a certain society or clan future depends on how leader manage it by his own power.. if the leader have the power to lead the clan in a good way well... simply explain the clan or certain society well grow as huge and manage..

The Human beings are soo very imnportant but it may also it is soo very harmfull and destructive resource of any organization.

Least Understood

Human are hard to understood, mosly people are arrogance they have their own shall we say the high pride, they don't show their weakness. they don't take advise even though they are not suit in that certain situation.

Worst Manage

In a worst manage human resource may happen, we all we each of us have a unique features, soo each of us also have their own set of goals to be achieve and set of ways to manage each.. in that case mostly people achieve high quality, targeted and individualized tutorial services and innovative, creative, high impact knowledge... it will cost some individual


Sovereignty


Human Beings … Are We Important?






In
view of the evil that human beings have wrought and continue to bring
about, as well as in view of the destructive human caused global
warming and abuse of natural resources on the planet earth, the
question whether our world and the universe would be better off without
human beings around, seems a legitimate one. Add to that that human
beings are one, merely one, of the many living beings that originated
in a long and complicated process of evolution … despite the fact that
many philosophical and religious arguments have been constructed to
ideologically underpin the idea that human beings are the focus and
goal of the cosmos and of cosmic evolution. Should we not be more
humble about ourselves, all the more so when we consider that amongst
living beings, humans enjoy great abilities and capacities, not in the
least their developed skills of thinking and of (self-)reflection which
provide them with means to order their world? Is humility not
appropriate when one realizes that one has received these gifts not for
oneself, but as part of the cosmos and towards the service of the
cosmos. In a way, it as is if the cosmos, over a long period of time
and complicated processes of evolution and change, has given itself
possibilities for further development.

Reflections as these point towards a balanced view on human beings
as part of the world, the universe, the cosmos. Of course, human beings
are special and precious – there are not many of us around in our own
corner of the galaxy, as Stephen Hawking reminds us on a TED talk
-, and that means that they have a role and a responsibility as part of
the world. “As part of the world” cannot, I think, be replaced by “as
goal of the world”. Overshooting on the side of the importance of human
beings, has rightly been criticized – when human beings belong their
sense of belonging to the universe and start to instrumentalize all
other beings and resources just in view of themselves, then a
destructive dynamism ensues that will, in the end, also lead to the
destruction of the living conditions and possibilities of the human
beings themselves. But, not recognizing the special role and capacities
of human beings at the service of change in the universe and not
allowing for human beings to be considered “something special”,
deprives the world of a capacity it has given itself. It’s important to
strike the balance well, when considering the role and place of human
beings in the universe, when asking the question of anthropocentrism.


The issue is of great importance for philosophers and theologians,
as well as for scientists. All of them are aware that our knowledge
about the world – and if one wants to say: a kind of knowledge that the
world reaches about itself – is human. But this capacity of
knowledge and reflection seems to, so to say, separate the knowing
subject from the known object, and it is highly tempting, as a
consequence, to consider the knower, the human being, as something very
special ánd separate from the rest. What I would plea for – and after
re-reading Pierre Teilhard de Chardin’s introduction to his Le phénomène humain,
I have the impression that I am here in his good company – is to be
aware of the human being as “special” but “not-separate” from the rest
of the world, and even dependent on the whole rest of the world for
survival. As a theologian, I would say it as follows: in creating the
universe and allowing it to bring forth human beings, the Creator gave
creation a potential for development and ran a risk. Our interwoven
anthropologies and cosmologies should articulate this double
perspective.



+------------------------------------------------------------------+http://jacqueshaers.wordpress.com/2008/09/06/human-beings-are-we-important/
+------------------------------------------------------------------+
+GodBless+
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basith_jumat

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PostSubject: Re: Assignment 7 (Due: August 28, 2009, 13:00hrs)   Sun Oct 11, 2009 3:00 pm

Human resources is an increasingly broadening term that refers to managing "human capital," the people of an organization. The field has moved from a traditionally administrative function to a strategic one that recognizes the link between talented and engaged people and organizational success. The field draws upon concepts developed in Industrial/Organizational Psychology and System Theory. Human resources has at least two related interpretations depending on context. The original usage derives from political economy and economics, where it was traditionally called labor, one of four factors of production although this perspective is changing as a function of new and ongoing research into more strategic approaches at national levels.This first usage is used more in terms of 'human resources development', and can go beyond just organizations to the level of nations. The more traditional usage within corporations and businesses refers to the individuals within a firm or agency, and to the portion of the organization that deals with hiring, firing, training, and other personnel issues, typically referred to as 'human resources management'.

Human beings are definitely the most important resource in an organization. Above everything else humans are the most superior in an organization. We all know that humans are essential in every organization because without them organizations would definitely not work out. If the technology or the department wherein IT id present is said to be the brain of an organization, human are the heart of every organization and without them the organization could not live and stand on its own. Human beings are also, to a certain extent, selfish, both by nature and by environment. A person who is an altruist is one who has regard for; and is devoted to the interest of others than himself alone. Altruism is a desirable trait to be aspired for but is, generally, hard to find among people in its ideal form. There are some people who seem to lack even a trace of altruism in their makeup; still others believe that there is such thing as enlightened self-interest, which may be made to benefit everybody through cooperation. Thus,
self-interest and the welfare of others do not have to conflict with each other.
Both can be achieved or satisfied at the same time.
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Fritzielaine A. Barcena

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PostSubject: Re: Assignment 7 (Due: August 28, 2009, 13:00hrs)   Sun Oct 11, 2009 10:04 pm

If there’s UNITY, there’s success..
UNITY means
U-Understanding
N-Neutral
I-Involvement
T-Teachable
Y-YOU!

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We all know that every human being have their own human attitude, human behavior. And the very most important in a community, organization.. People are the real assets of an organization. If treated well, they can take organizations to commanding heights.
Human resources are the most important assets a modern organization has because only human beings can make, transfer and exercise knowledge. And also only human being s can create the holistic values by planning all the other resources as a whole. So, human beings are the key roles organization, organization should pay more efforts on HRD. Moreover, organizations should conform to the new environment of the strategic plans.

The strategic plans of HRD must relate with the organization's mission and objectives. All in all, people are an organization's most precious resource, so, organization must attach importance to HRD. Human resource plays a very important role in a management and without it an organization cannot function effectively. It can also be called as the nerve center of the organization. Human resource is actually referred to as the employee who does all the physical activities to create production. Even though in today's modern world all the production huge and effective machines do work, the workmen handle it and therefore indirectly it shows how important employees are in an organization because otherwise the machines will not work to it's efficiency. It requires regular maintenance, proper usage according to the standard operating procedures.
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aeros salaga



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PostSubject: Assignment 7: Human resource   Mon Oct 12, 2009 4:22 am

Smartest Employees Most Difficult to Manage
Christopher Rice
Technical professionals are highly skilled individuals representing a wide variety of functional disciplines and industries. Some are clustered in specialized teams and secluded research and development labs, and others are woven into the fabric of the workforce. They include programmers, software developers, engineers, scientists, analysts, mathematicians, statisticians, etc.
These expert employees, who are so essential to your organization's innovation and competitiveness, are also demanding, sometimes rebellious, intellectually agile and often insular and uncommunicative with those outside their circle — the brightest minds can be your organization's biggest headache.
So-So Managers

The bosses of these difficult-to-manage employees are often not great managers. They are apt to be technical professionals themselves, rising through the ranks because of their specific expertise, not their people skills. They tend to err toward two extremes: telling their people exactly how to do things or spending so much time on their own projects that they don't "get around to" their leadership duties until there's a crisis.
Being Nice is Not Enough

In BlessingWhite's recent survey of 898 executives in charge of technical professionals, the leaders rated themselves as most competent in soft skills such as "building trust with my team" (78 percent) and "building collaborative relationships throughout my organization" (66 percent).
At the same time, the greatest shortcoming these leaders share appears to be coaching and developing their teams. Although 83 percent rated this leadership action as critical, fewer than half (46 percent) think they do it well.
The implication here: They're good at being nice but not so good at helping their people acquire skills or apply their expertise in challenging and innovative assignments. This finding is particularly disturbing because technical professionals place high value on personal development and crave exciting work.
Advanced Maneuvers Required

The individuals who design bridges, discover vaccines and create tomorrow's killer applications might not speak the same technical language, but they do share a combination and intensity of similar characteristics. It takes deft leadership, not supervision, to unleash and align their energy and talents to deliver what your organization requires. Four tactics, in particular, are most effective in leading these talented employees.
• Understand what makes technical professionals tick. This expert slice of the workforce exhibits a high need for achievement, autonomy, collegial support and sharing, keeping current, professional identification and participation in the mission and goals. Leaders who understand these characteristics can apply their leadership skills more strategically. For example:
o Setting and supporting goals without impinging on team members' desire for autonomy.
o Delegating responsibility in a way that involves team members in the decision-making process and connects the work with a larger organizational goal.
o Creating a work environment that fosters creativity, camaraderie and individual achievements while focusing efforts on team goals and organizational priorities.
• Be leaders of people, not managers of projects. Leaders of technical professionals must learn to rely on their team members — not their own know-how and project management savvy — to deliver results. That requires:
o Delegating and coaching to leverage team members' unique skill sets.
o Overcoming the inclination to micromanage.
o Investing in conversations, setting goals, explaining "the why" behind "the what," handling resistance and giving performance feedback. Otherwise, team members won't have the information or motivation they need to take initiative.
• Be just enough of an expert to lead, not do. The majority of individuals who lead technical professionals owe their successes to their exceptional know-how. They relish the role of expert. Because their current job is about delivering results through others, they need to figure out how much knowledge is "just enough" to be able to lead a team of experts. BlessingWhite's findings suggest they struggle with finding that balance. They need to prioritize equipping their team members with the latest knowledge and skills, and they need to be more selective about their own development.
• Increase their influence outside of their team or department. BlessingWhite research indicates leaders of technical professionals understand they need to be less insular, that they need to build collaborative relationships and communicate effectively at all levels of the organization. Most also see room for improvement. They need to:
o Be able to translate their team's core capabilities, ideas and accomplishments for nontechnical colleagues.
o "Influence up" to secure resources or promote innovative ideas.
o Broaden their understanding of their organization's business so they can be more valued partners in product strategy, delivery and support.
A New Type of Expert

Your organization no doubt looks to your highly technical workforce to keep your business humming or deliver the innovation needed to stay ahead of a crowded pack of competitors. Yet, the challenges leaders of technical professionals face are substantial.
They often hold player/coach positions and must juggle the competing priorities that come with those roles. Interpersonal skills tend to not be their strong suit, and their team members exhibit a complex combination of needs that make them among the most difficult to manage in today's workforce.
To succeed, leaders of technical professionals must move out of their comfort zones and redefine themselves as expert leaders. They also need to move beyond Leadership 101 to apply their knowledge and skills strategically to make the most of their team members' valuable qualities and skills.

Reference: http://www.talentmgt.com/performance_management/2007/September/427/

… “Human beings are the most important, potent and critical, resource of any organization, and yet the least understood and the worst managed of its resources” Human resources are the most important assets a modern organization has because only human beings can make, transfer and exercise knowledge. And also only human being s can create the holistic values by planning all the other resources as a whole. So, human beings are the key roles organization, organization should pay more efforts on HRD. Moreover, organizations should conform to the new environment of the strategic plans. And the strategic plans of HRD must relate with the organization's mission and objectives. All in all, people are an organization's most precious resource, so, organization must attach importance to HRD. my understanding about this is base to the idea given to by our instructor in MIS and HRM. The question is, why human is difficult to manage but the most important resources of an organization. In a very short explanation of our instructor I came up with a very short conclusion. Human are the most important, potent and critical, resource of the organization because of the ff:
Main resource of the organization
Human being is the main resources of the organization or the heart of a society. In short there were no organizations if there were no human involve.
Brain of an organization
A natural capability or ability of a human is to think. Human’s powerful key to success is knowledge or the ability to think. In an organization, there should be information moving inside of it. Human are the most capable tool or resource to produce information because of their ability to think.
Dangerous resource of an organization
Everything created in an organization was created through human being and it could be terminated by their own hand. They have almost all of the ability, such as the ability to create information, produce information and etc, that also can cause an opposite events.
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emilio jopia jr.



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PostSubject: HRM Assignment 7   Tue Oct 13, 2009 4:58 am

Reflection:

"Human beings are the most important, potent and critical, resource of any organization, and yet the least understood and the worst managed of its resources"

Human beings are the most important, potent and critical, resource of any organization because human beings constitute an organization’s most important and vital factor in its success or failure. Through and by men, the money, machines, materials, methods and markets are acquired and utilized. The accomplishment of the goals of an organization depends upon the availability and utilization of all these ingredients the interaction of which are people-caused. The acquisition, utilization, and development of financial, material, technological, and market resources which may be exhaustible are dependent on human resources. An organization may start with zero funding, but with creative, resourceful, hardworking and honest people, it becomes financially viable. On the other hand, a plethora of financial and material resources in an organization may go down the drain if handled by an incompetent and dishonest staff.

Yet the least understood and the worst managed of its resources

Unlike material and financial assets, human beings, by their nature , are highly dynamic and elusive, defying foolproof quantitative analysis and predictability. The challenge of management is not so much in its money, machines, methods, markets but in its people. They are least understood because every man or each one us has its own mind, style and uniqueness, complex in any ways. Also the personal goals of an individual are not realized, because there is and incongruence between individual goals and the organization’s goal and this is likely result in conflict.

Human resources are the worst managed because some companies look at people as an expense items and as factors of production. Hence, relatively fewer funds are provided for activities like screening, selection, training and education. The budget is nil for human resources planning, counseling and research. The management would rather put its money in production, marketing or finance where the returns are visible and countable. This is because their work orientation’s priorities are on organization and management welfare which is mainly for profit.

“Companies are truly unusual in their ability to achieve extraordinary results through ordinary people.”
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joverly gonzales

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PostSubject: Re: Assignment 7 (Due: August 28, 2009, 13:00hrs)   Tue Oct 13, 2009 1:02 pm

"Human beings are the most important, potent and critical, resource of any organization, and yet the least understood and the worst managed of its resources"

REFLECTION



Reflections at this point towards a balance view on human beings as part of the world, the universe, and the cosmos. Of course, human beings are special and precious – there are not many of us around in our own corner of the galaxy, and that means that they have a role and a responsibility as part of the world. “As part of the world” cannot, I think, be replaced by “as goal of the world”. Overshooting on the side of the importance of human beings, has rightly been criticized – when human beings belong their sense of belonging to the universe and start to instrumentalist all other beings and resources just in view of themselves, then a destructive dynamism ensues that will, in the end, also lead to the destruction of the living conditions and possibilities of the human beings themselves. But, not recognizing the special role and capacities of human beings at the service of change in the universe and not allowing for human beings to be considered “something special”, deprives the world of a capacity it has given itself.

People are the most powerful resource to build the world and human mind is the most potent to convert any dream into reality. An organization is only as good as the sum total of its human resources. For an organization to be successfully competent it needs to be progressive and provide an environment of transparent growth through learning and value -based development in a structured manner. Modern analysis emphasizes that human beings are not "commodities" or "resources", but are creative and social beings in a productive enterprise. Throughout the civilization process human beings have tried to organize themselves. Human well being goal has given rise to political system, economic system, social institutions. But all are governed by time bound action programmers which does not look beyond life time of maximum of two generations as private motive, time preference for present over future dominate. Non human biodiversity, their space in the ecosystem, role in human well being are least understood.


new blog: http://jags-in-love.blogspot.com/2009/10/refection.html


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PostSubject: Re: Assignment 7 (Due: August 28, 2009, 13:00hrs)   Wed Oct 14, 2009 5:24 pm

Make a reflection on this statement...
"Human beings are the most important, potent and critical, resource of any organization, and yet the least understood and the worst managed of its resources" (1500words)
Due: August 28, 2009, 13:00hrs


Human beings are the most potent resource of an organization it’s because we people are effective to others. Why? Because we have the strength to speak out what we feel is right and if you observe that when you are an employee and your manager ask you to give some advice with that kind of plan then you can share your some details it’s because you also know what is right with your company or with your organization. And why do humans is critical resource of any organization? As what others say that human are so judgmental but for me we are not because it is better to let others know what are those things that are right for them but not just if you correct the mistake of your co-employee it does not mean that you judge him/her but you just want him/her to know what’s better.


As all we know human is the highest creation that God made and we do believe that human is important but still human is hard to manage it is because we, people don’t have the same attitude and in times of work sometimes we feel that we always right that we don’t have time to listen to others and as well as we forget to follow the rules and regulation of the company where we are working.

People don’t care about what they can’t immediately relate with, unfortunately plus we people refuse to admit our mistakes. We are right that we people are important resource of any organization because if there are no people in an organization do you think the organization will be managed? Maybe not, because there is no other living things that can managed an organization because we humans have the ability to think what’s right for that organization and we can control what happens to the organization.

Maybe some of employees are not following rules and regulation in the company or in the organization, best example of it was those people who are in a big position they are the first person who didn’t follow rules. We all know that being a corrupt is one of the big mistake but why those people do it? It is because of being greedy? But being greedy is a big mistake.

Human beings are important in an organization because we have logic as well as the ability to predict the future, and overall more intelligent. Human beings had a big role in making the organization successful. We cannot build an organization without human because only human can know how to operate a computer just to manage it as well as computers are useless without us because we are the one who knows how to explore every little thing here in the world. In an organization human is important because we have the strength to overcome all the problems and if there is no human that will handle an organization then it will not be successful.

Human had a big contribution in an organization because even though how big the problem is, they pursue their best just to solve it because human always think about the other human.

Come to think of it, when you are in the center of a big forest then do you think we can call it a forest if there are no animals and some living things living there? No, you can’t call it as a big forest then it looks like an organization without human managing it. You cannot call it organization unless there is a human who will prioritize it. Human is a very big help to all things around us here because as what I’ve said earlier we can control everything around here because we have the knowledge to work with things even though it is very hard, for us human we don’t even think what might happen to the things that even though we know it is hard.

By the way when we can hear a human beings what comes to our mind? It could be human beings will be destroying in everything. Well human is a creation or an individual. What is the contribution of the human beings here or in an organization? Well, human beings are the one who will let the problems to overcome, to manage and even to decide what’s better for us even we, we know what is better to others.
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