Developing Professional Practice and Using Information in HR "What is the organization without its employees? There is nothing in the absence of human resources; eventually, a lot of expensive equipment. If all employees of different companies were dismissed What will be left?…
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The first indications referring to the importance of human resources (HR) are provided by the utopian R. Owen (1820-1850). The interest for HR management appeared at the confluence of psychology, sociology, legal sciences, operational research and statistics. Nowadays, events succeed rapidly and the information moves with a dazzling speed so the business arena needs individuals capable of change, adaptation, creative and extremely skilled, with strong experience and know how. According to Adler and Bartholomew (1992) vision on the importance of human resources within an organization, the prerequisites for a competitive company are the traditional purposes, transnational representation and cross-border activities. HR development is one of the strategic options of any structure interested in its growth. The company’s ability to adapt to environmental changes and evolve, largely depends on how it selects and trains the employees, taking into account their aspirations and potential (Radu et al. 2003). Performance assessment should not only indicate how well the staff works, but also how to influence and improve its results in terms of labour productivity, social climate, stability and efficiency level. McGregor (1972) argued that there are three main reasons for the assessments of the organizations performance: 1. ...
3. They provide a useful basis for guidance and counselling. Performance improvement as a result of continuous development increases motivation (Damian, 2010). Organization’s employees will enhance their efficiency if they understand that based on a higher quality of their activity the chances of being promoted and gain higher salaries will significant grow. Investing in education and permanent training and thus embracing every single new market challenge is vital. The new economic realities and opportunities emphasize the need to adapt and improve skills and qualifications based on research and previous experience. Continuous professional practice, whether in a formal system, at work or informally is the key for a strong career and personal development. Training is important to facilitate workforce transformation, as it supports the adaptation to market requirements, thus enhancing mobility between different sectors. Knowledge and competencies can strengthen the market position and lead to increased productivity. Rapid changes in all fields translate in a much more dynamic spectrum of needs for new skills. Investment in training benefits both the individual and the society. In this light, one of the major challenges of the new era is the development of networking which can bring significant benefits to the businesses that seize its true potential. Social networks now have a high growth rate. What a quantum leap from the first century newspapers published in the Venice of the sixteenth century, to the present digital media and online world. From a specialized platform destined to certain restricted areas, Internet has become the most important and widespread communication service on the planet. Networks have a few dominant
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Developing Professional Practice and Using Information in HR
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