Human resources (HR) is the set of people who make up the workforce of an organization, business sector, industry, or economy. A narrower concept is human capital, the knowledge and skills which the individuals command. Similar terms include manpower, labor, or personnel.
Staffing is the process of finding the right worker with appropriate qualifications or experience and recruiting them to fill a job position or role. Through this process, organizations acquire, deploy, and retain a workforce of sufficient quantity and quality to create positive impacts on the organization's effectiveness. In management, staffing is an operation of recruiting the employees by evaluating their skills and knowledge before offering them specific job roles accordingly.
Knowledge workers are workers whose main capital is knowledge. Examples include ICT Professionals, physicians, pharmacists, architects, engineers, scientists, design thinkers, public accountants, lawyers, editors, and academics, whose job is to "think for a living".
Human resource management is the strategic and coherent approach to the effective and efficient management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer's strategic objectives. Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems. HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and reward management, such as managing pay and employee benefits systems. HR also concerns itself with organizational change and industrial relations, or the balancing of organizational practices with requirements arising from collective bargaining and governmental laws.
Health human resources (HHR) – also known as human resources for health (HRH) or health workforce – is defined as "all people engaged in actions whose primary intent is to enhance positive health outcomes", according to World Health Organization's World Health Report 2006. Human resources for health are identified as one of the six core building blocks of a health system. They include physicians, nursing professionals, pharmacists, midwives, dentists, allied health professions, community health workers, and other social service and health care providers.
Workforce management (WFM) is an institutional process that maximizes performance levels and competency for an organization. The process includes all the activities needed to maintain a productive workforce, such as field service management, human resource management, performance and training management, data collection, recruiting, budgeting, forecasting, scheduling and analytics.
African Journals OnLine (AJOL) is a South African non-profit organisation, which is in the headquarters of Grahamstown, it is dedicated to improve the online visibility and access to the published scholarly research of African-based academics. By using the internet as a gateway, AJOL aims to enhance conditions for African learning as well as African development.
Talent management (TM) is the anticipation of required human capital for an organization and the planning to meet those needs. The field has been growing in significance and gaining interest among practitioners as well as in the scholarly debate over the past 10 years, particularly after McKinsey's 1997 research and the 2001 book on The War for Talent. Michaels, Ed; Handfield-Jones, Helen; Axelrod, Beth (2001). The War for Talent. Harvard Business Press. ISBN 9781578514595. Talent management in this context does not refer to the management of entertainers. Talent management is the science of using strategic human resource planning to improve business value and to make it possible for companies and organizations to reach their goals. Everything done to recruit, retain, develop, reward and make people perform forms a part of talent management as well as strategic workforce planning. A talent-management strategy should link to business strategy and to local context to function more appropriately
IntraHealth International is a non-profit organization based in Chapel Hill, North Carolina, U.S.A. dedicated to working with developing countries to improve their public health capabilities. Originally established as a program of the medical school of the University of North Carolina at Chapel Hill in 1979, IntraHealth became an independent non-governmental organization in 2003. The organization has worked in more than 50 countries, and is currently active in 28.
mHealth is an abbreviation for mobile health, a term used for the practice of medicine and public health supported by mobile devices. The term is most commonly used in reference to using mobile communication devices, such as mobile phones, tablet computers and personal digital assistants (PDAs), and wearable devices such as smart watches, for health services, information, and data collection. The mHealth field has emerged as a sub-segment of eHealth, the use of information and communication technology (ICT), such as computers, mobile phones, communications satellite, patient monitors, etc., for health services and information. mHealth applications include the use of mobile devices in collecting community and clinical health data, delivery/sharing of healthcare information for practitioners, researchers and patients, real-time monitoring of patient vital signs, the direct provision of care as well as training and collaboration of health workers.
E-HRM is the planning, implementation and application of information technology for both networking and supporting at least two individual or collective actors in their shared performing of HR activities.
A human resource for health information system (HRHIS), also known as human resource information system (HRIS) — is a system for collecting, processing, managing and disseminating data and information on human resource for health (HRH). Depending on the level of development of a country's health care system and the organization of its workforce, an HRHIS can be computerized or paper-based, including information on numbers and distribution of health workers and track their career information. It is usually an integral part of a comprehensive health management information system, and may be used to monitor and assess the performance of the overall health system.
Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization. Ageing workers population in most western countries and growing demands for qualified workers in developing economies have underscored the importance of effective human resource planning.
Kenexa, an IBM Company, provides employment and retention services. This includes recruitment process outsourcing onboarding tools, employee assessment, abilities assessment for employment candidates ; and Kenexa Interview Builder, a structured interview archive with example questions.
Human Resources for Health is a peer-reviewed open-access public health journal publishing original research and case studies on issues of information, planning, production, management, and governance of the health workforce, and their links with health care delivery and health outcomes, particularly as related to global health.
Society for Local Integrated Development Nepal (SOLID Nepal) is a nongovernmental, apolitical and nonprofit organization, established in 1997, that works to address certain complications like sexual and reproductive health problems, non-communicable diseases and other issues like crosscuts.
RLDatix is a global enterprise software company offering software and services tailored to healthcare organizations. The technology platform is designed to support hospitals and other providers with risk mitigation, regulatory compliance, and workforce management resources.
A human resources management system (HRMS) or Human Resources Information System (HRIS) or Human Capital Management (HCM) is a form of Human Resources (HR) software that combines a number of systems and processes to ensure the easy management of human resources, business processes and data. Human resources software is used by businesses to combine a number of necessary HR functions, such as storing employee data, managing payroll, recruitment, benefits administration, time and attendance, employee performance management, and tracking competency and training records.
Human resource information systems (HRIS) are software designed to help businesses meet core HR needs and improve the productivity of management and employees. HRIS is used to manage human resources in a more structured way. Human resource management needs timely and reliable information on the present and potential workforce in order to acquire a competitive advantage in the marketplace. HRIS and technological innovation have made it much easier to meet this information demand. HRIS is also hardware, support functions, policies, and systematic procedures that support the strategic and operational processes of HR departments into automated processes. It involves databases and computer programs that are utilized in HRIS implementation to store, manages, record, deliver, and manipulate data for a variety of human resource operations.
