Introduction One can literary define human resources as the workforce or those individuals working for a certain organization, business entity or economy. It may also refer to a section or department within that organization that deals with the management of those resources, for instance, the hiring of new employees and their training, besides overseeing the overall provision of the necessary benefits plus the compensation packages to best suit all parties. This term was initially coined in the United States during the 1960s due to the major concerns that arose in the business world regarding labor relations, and since then, has spread to the entire world (Society for Human Resource Management, 2007). In any successful organization, the human resources or the workforce is regarded as a great asset, equated to its material and financial resources such as machinery, buildings among other equipment. Therefore, it is necessary for an organization to manage its resources including the workforce with a lot care and formulate the best practices to capitalize on those assets in order to triumph (Maidenhead, Chartered Institute of Personnel and Development, 2002). This is the main reason why so many organizations or companies have embraced the human resource section or department. Though the contributions of this department may not be directly associated with the company’s production, profits, or even its general success, this human resource department gives the employees an opportunity to perform even better by encouraging them, which later on translates or contributes to the company’s or organization’s success. In managing the human resources, three major factors must be considered; firstly, the demographics: these are the characteristics of the people or the work force for instance the social class of the people their gender or age. This kind of trend may have an influence on the pension packages, the insurance contributions among others. The second factor is diversity; these are the variations within the work place. That the employee base reflects the general make-up of the society for as long race, sexual or ethnic orientation is concerned. The third factor is skills and qualifications; that employers ought to compete for quality employees through offering incentives or community investment (Society for Human Resource Management, 2007). Other factors influencing the management of human resource include:   * Geographical spread: the distance difference between the individual and the work place, the transportation and the infrastructure of that area must be reflected in the pay.   * Occupational structure: According to Mahoney 1989, there are three kinds of occupational structure, that is, craft (being loyal to the profession), organization career (endorsement or promotion within the firm) and lastly unstructured (unskilled employees who only work when required).   * Generational difference: this is the disparity in terms of age among the members of a certain firm. It defines the way people think and their perspective of various life and business aspects (Maidenhead, Chartered Institute of Personnel and Development, 2002). The role of human resource to the organization and society In any organization, the challenge is always to offer administrative functions that are faultless li