COMPLEXITY OF HUMAN RESOURCES ISSUES
INTRODUCTION
Human Resources is very complex and this can be noticed from the very beginning when we try to define it. There are continuous debates about it, due to the many interpretations of the tasks a HR manager has to perform. For example, Boxall and Purcell’s define HRM as "... all those activities associated with the management of the employment relationship in the firm.”
This definition is considered too broad by many experts as for example Bach, who highlights the lack of understand controversy surrounding HRM, the Chart changes, or the distinctive features or values of HRM. But what about strategy? Is not important for HRM manager? And People?
We could also try to define it as Ailson de Moraes did in lectures at ESCP-EAP, as a way of management that links people-related activities to the strategy of the business or organization, often related as strategic HRM. He even includes that the purpose of HRM plan is to analyze the different requirements of the business in terms of manpower and then find a way of meeting the required demand of labour.
Ok, here we have a definition that takes into account the strategy of the company, the demand of labour and also business requirements, all key factors. But are they all? If we focus on meeting the demand of labour we have in a business following the strategy is all? We can say that this is an interesting beginning of HRM, but it is just the tip of the iceberg because HRM deal with cultural forces, economic forces, political forces but the most complex factors are human being.
We can conclude that it would be impossible to try to produce a definition that includes all the factors affecting HRM and the continuous changes would produce it to change ...