The proposed business park will be the first in Sofia to offer office and warehouse space in excess ofm2, and will be constructed over the next two or three years.
History[ edit ] Antecedent theoretical developments[ edit ] The Human Resources field evolved first in 18th century in Europe. It built on a simple idea by Robert Owen and Charles Babbage during the industrial revolution.
These men concluded that people were crucial to the success of an organization. They expressed the thought that the well-being of employees led to perfect work; without healthy workers, the organization would not survive. Taylor explored what he termed "scientific management" others later referred to "Taylorism"striving to improve economic efficiency in manufacturing jobs.
He eventually focused on one of the principal inputs into the manufacturing process—labor—sparking inquiry[ by whom? This movement, on both sides of the Atlantic, built on the research of Elton Mayo and others to document through the Hawthorne studies — and other studies how stimuli, unrelated to financial compensation and working conditions, could yield more productive workers.
Roosevelt and the New Deal had transformed the employer-employee relationship, and the discipline became formalized as " industrial and labor relations ".
Corporations began viewing employees as assets. Likewise, other terms sometimes used to describe the field include "organizational management", "manpower management", "talent management", "personnel management", and simply "people management".
In popular media[ edit ] Several popular media productions have depicted human resource management in operation. Business function[ edit ] Dave Ulrich lists the functions of HR as: HR also ensures compliance with employment and labor lawswhich differ by geography, and often oversees health, safety, and security.
In circumstances where employees desire and are legally authorized to hold a collective bargaining agreementHR will typically also serve as the company's primary liaison with the employee's representatives usually a labor union.
Consequently, HR, usually through representatives, engages in lobbying efforts with governmental agencies e. Human Resource Management has four basic functions: Staffing is the recruitment and selection of potential employees, done through interviewing, applications, networking, etc.
Training and development is the next step in a continuous process of training and developing competent and adapted employees.
Here, motivation is seen as key to keeping employees highly productive. This function can include employee benefits, performance appraisals and rewards.
The last function of maintenance involves keeping the employees' commitment and loyalty to the organization. Some businesses globalize and form more diverse teams.
HR departments have the role of making sure that these teams can function and that people can communicate across cultures and across borders. The discipline may also engage in mobility management, especially for expatriates ; and it is frequently involved in the merger and acquisition process.
HR is generally viewed as a support function to the business, helping to minimize costs and reduce risk. In larger companies, an entire functional group is typically dedicated to the discipline, with staff specializing in various HR tasks and functional leadership engaging in strategic decision-making across the business.
To train practitioners for the professioninstitutions of higher education, professional associationsand companies have established programs of study dedicated explicitly to the duties of the function.
Academic and practitioner organizations may produce field-specific publications. Careers[ edit ] There are half a million HR practitioners in the United States and millions more worldwide.Argumentative Essay Topics From Team At Essay Basics Click To See Examples Of Argumentative Writing.
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Types. There are several types of human capital flight: Organizational: The flight of talented, creative, and highly qualified employees from large corporations that occurs when employees perceive the direction and leadership of the company to be unstable or stagnant, and thus, unable to keep up with their personal and professional ambitions.
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