| Human Resource Management (HRM) is both
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| | natural capital.
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| an academic theory and a business
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| | The debate regarding "human resources"
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| practice. It is based on the notion that
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| | versus human capital thus in many ways
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| employees are firstly human, and secondly
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| | echoes the debate regarding natural
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| should NOT be treated as a basic business
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| | resources versus natural capital. Over
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| resource. HRM is also seen as an
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| | time the United Nations have come to more
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| understanding of the human aspect of a
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| | generally support the developing nations'
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| company and its strategic importance. HRM
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| | point of view, and have requested
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| is seen as moving on from a simple
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| | significant offsetting "foreign aid"
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| "personnel" approach (or was supposed to)
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| | contributions so that a developing nation
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| because it is preventative of potential
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| | losing human capital does not lose the
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| problems, and secondly it should be a
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| | capacity to continue to train new people
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| major aspect of the company philosophy,
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| | in trades, professions, and the arts.
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| in which all managers and employees are
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| | An extreme version of this view is that
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| champions of HRM-based policies and
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| | historical inequities such as African
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| philosophy.
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| | slavery must be compensated by current
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| Human resources has at least two meanings
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| | developed nations, which benefitted from
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| depending on context. The original usage
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| | stolen "human resources" as they were
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| derives from political economy and
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| | developing. This is an extremely
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| economics, where it was traditionally
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| | controversial view, but it echoes the
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| called labor, one of three factors of
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| | general theme of converting human capital
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| production. The more common usage within
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| | to "human resources" and thus greatly
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| corporations and businesses refers to the
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| | diminishing its value to the host
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| individuals within the firm, and to the
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| | society, i.e. "Africa", as it is put to
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| portion of the firm's organization that
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| | narrow imitative use as "labor" in the
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| deals with hiring, firing, training, and
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| | using society.
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| other personnel issues. This article will
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| | In the very narrow context of corporate
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| address both definitions.
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| | "human resources", there is a contrasting
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| Modern analysis emphasizes that human
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| | pull to reflect and require workplace
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| beings are not predictable commodity
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| | diversity that echoes the diversity of a
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| "resources" with definitions totally
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| | global customer base. Foreign language
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| controlled by contract, but are creative
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| | and culture skills, ingenuity, humor, and
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| and social beings that make contributions
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| | careful listening, are examples of traits
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| beyond "labor" to a society and to
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| | that such programs typically require. It
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| civilization. The broad term human
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| | would appear that these evidence a
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| capital has evolved to contain the
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| | general shift to the human capital point
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| complexity of this term, and in
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| | of view, and an acknowledgement that
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| macro-economics the term "firm-specific
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| | human beings do contribute much more to a
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| human capital" has evolved to represent
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| | productive enterprise than "work": they
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| the original meaning of term "human
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| | bring their character, their ethics,
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| resources".
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| | their creativity, their social
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| Advocating the central role of "human
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| | connections, and in some cases even their
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| resources" or human capital in
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| | pets and children, and alter the
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| enterprises and societies has been a
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| | character of a workplace. The term
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| traditional role of socialist parties,
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| | corporate culture is used to characterize
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| who claim that value is primarily created
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| | such processes.
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| by their activity, and accordingly
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| | The traditional but extremely narrow
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| justify a larger claim of profits or
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| | context of hiring, firing, and job
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| relief from these enterprises or
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| | description is considered a 20th century
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| societies. Critics say this is just a
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| | anachronism. Most corporate organizations
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| bargaining tactic which grew out of
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| | that compete in the modern global economy
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| various practices of medieval European
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| | have adopted a view of human capital that
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| guilds into the modern trade union and
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| | mirrors the modern consensus as above.
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| collective bargaining unit.
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| | Some of these, in turn, deprecate the
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| A contrary view, common to capitalist
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| | term "human resources" as useless.
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| parties, is that it is the
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| | As the term refers to predictable
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| infrastructural capital and (what they
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| | exploitations of human capital in one
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| call) intellectual capital owned and
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| | context or another, it can still be said
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| fused by "management" that provides most
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| | to apply to manual labor, mass
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| value in financial capital terms. This
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| | agriculture, low skill "McJobs" in
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| likewise justifies a bargaining position
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| | service industries, military and other
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| and a general view that "human resources"
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| | work that has clear job descriptions, and
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| are interchangeable. The unicist approach
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| | which generally do not encourage creative
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| defines the integration of humans and
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| | or social contributions.
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| business as a sole unified field.
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| | In general the abstractions of
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| A significant sign of consensus on this
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| | macro-economics treat it this way - as it
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| latter point is the ISO 9000 series of
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| | characterizes no mechanisms to represent
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| standards which requires a "job
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| | choice or ingenuity. So one
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| description" of every participant in a
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| | interpretation is that "firm-specific
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| productive enterprise. In general,
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| | human capital" as defined in
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| heavily unionized nations such as France
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| | macro-economics is the modern and correct
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| and Germany have adopted and encouraged
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| | definition of "human resources" - and
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| such descriptions especially within trade
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| | that this is inadequate to represent the
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| unions. One view of this trend is that a
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| | contributions of "human resources" in any
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| strong social consensus on political
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| | modern theory of political economy.
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| economy and a good social welfare system
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| | Though human resources have been part of
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| facilitates labor mobility and tends to
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| | business and organizations since the
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| make the entire economy more productive,
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| | first days of agriculture, the modern
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| as labor can move from one enterprise to
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| | concept of human resources began in
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| another with little controversy or
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| | reaction to the efficiency focus of
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| difficulty in adapting.
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| | Taylorism in the early 1900s. By 1920,
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| An important controversy regarding labor
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| | psychologists and employment experts in
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| mobility illustrates the broader
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| | the United States started the human
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| philosophical issue with usage of the
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| | relations movement, which viewed workers
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| phrase "human resources": governments of
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| | in terms of their psychology and fit with
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| developing nations often regard developed
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| | companies, rather than as interchangeable
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| nations that encourage immigration or
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| | parts. This movement grew throughout the
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| "guest workers" as appropriating human
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| | middle of the 20th century, placing
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| capital that is rightfully part of the
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| | emphasis on how leadership, cohesion, and
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| developing nation and required to further
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| | loyalty played important roles in
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| its growth as a civilization. They argue
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| | organizational success. Although this
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| that this appropriation is similar to
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| | view was increasingly challenged by more
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| colonial commodity fiat wherein a
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| | quantitatively rigorous and less "soft"
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| colonizing European power would define an
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| | management techniques in the 1960s and
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| arbitrary price for natural resources,
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| | beyond, human resources had gained a
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| extracting which diminished national
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| | permanent role within the firm.
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