Albarkatun mutane

Albarkatun ɗan adam (**HR**) saiti ne na mutanen da suka zama ma'aikata ƙungiya, ɓangaren Kasuwanci, masana'antu, ko tattalin arziki. Wani ra'ayi mai zurfi shine Babban birnin ɗan adam, ilimi da ƙwarewar da mutane ke ba da umarni.

A cikin amfani da harshe, " albarkatun ɗan adam" ko " albarkatar ɗan adam" na iya komawa zuwa sashen albarkatun mutum (sashen haƙƙin mallaka)  na ƙungiya, wanda ke gudanar da gudanar da albarkatun bil'adama, kula da fannoni daban-daban na aiki, kamar bin doka da ƙa'idodin aiki, gudanar da zaɓin, gudanar da fa'idodin aiki na ma'aikata, shirya fayilolin ma'aikata tare da ake buƙata don ambaton nan gaba, da wasu fannoni na ɗaukar ma'aikata (wanda aka fi sani da Samun baiwa), gudanar da ƙwarewa, da ma'aikata. Suna aiki a matsayin hanyar haɗi tsakanin gudanarwar ƙungiya da ma'aikatanta.

Ayyukan sun haɗa da tsarawa, ɗaukar ma'aikata da tsarin zaɓe, sanya tallace-tallace na aiki, kimanta aikin ma'aikata, shirya ci gaba da aikace-aikacen aiki, tsara tambayoyin da taimakawa cikin tsari da tabbatar da Binciken baya. Wani aiki shine gudanar da albashi da fa'idodi, wanda ke hulɗa da tabbatar da hutu da lokacin rashin lafiya ana lissafa su, sake nazarin lissafin albashi, da shiga cikin ayyukan fa'idori, kamar ƙudurin da'awar, sulhunta maganganun fa'iddiga, da amincewa da lissafin kuɗi don biyan kuɗi. Har ila yau, albarkatun ɗan adam suna daidaita ayyukan alaƙar ma'aikata da shirye-shirye, gami da ba da shawara ga ma'aikaci.

Manajan albarkatun ɗan adam na iya samun ayyuka daban-daban a cikin kamfani, gami da:

* Tabbatar da bukatun ma'aikata / ma'aikata

## Tarihi
Gudanar da albarkatun ɗan adam ana kiranta "gwamnatin mutum".   A cikin shekarun (1920), gudanarwar ma'aikata ta fi mayar da hankali kan fannoni na daukar ma'aikata, kimantawa, da biyan ma'aikata. Koyaya, ba su mai da hankali kan kowane dangantakar aiki a matakin aikin ƙungiya ba ko kuma dangantakar tsari a kowane jam'iyya. Wannan ya haifar da rashin haɗin kai a fagen a wannan lokacin.

A cewar labarin mujallar HR, sashen kula da ma'aikata na farko ya fara ne a National Cash Register Co. a cikin (1900). Mai shi, John Henry Patterson, ya shirya sashen ma'aikata don magance korafe-korafe, sallama da aminci, da bayanai ga masu kulawa kan sababbin dokoki da ayyuka bayan yajin aiki da yawa da kuma kullewar ma'aikata.  Wannan mataki ya biyo bayan wasu kamfanoni;  Alal misali, Ford yana da yawan kuɗin da aka samu na kashi 380 cikin 1913, amma bayan shekara guda, ma'aikatan kamfanin sun ninka albashinsu na yau da kullum daga $ 2.50 zuwa $ 5, duk da cewa $ 2.50 yana da kyakkyawan albashi a lokacin.  Wannan misali a fili yana nuna mahimmancin gudanarwa mai inganci wanda ke haifar da sakamako mafi girma na gamsuwar ma'aikata tare da ƙarfafa ma'aikata su yi aiki tare don cimma kyakkyawan manufofin kasuwanci.

A cikin shekarun (1970)s, kasuwancin Amurka sun fara fuskantar ƙalubale saboda karuwar matsi na gasa.  Kamfanoni sun sami haɗin kai na duniya, rushewa, da saurin canji na fasaha wanda ya sa manyan kamfanoni su inganta tsarin dabarun su - wani tsari na tsinkaya canje-canje na gaba a cikin wani yanayi na musamman da kuma mayar da hankali kan hanyoyin da za a inganta tasiri na kungiya.  Wannan ya haifar da haɓaka ƙarin ayyuka da dama ga mutane don nuna ƙwarewarsu waɗanda aka umurce su don amfani da ma'aikata yadda ya kamata don cika burin mutum, ƙungiya, da ƙungiya.  Shekaru da yawa bayan haka an ƙirƙiri manyan / ƙananan kula da albarkatun ɗan adam a jami'o'i da kwalejoji waɗanda aka fi sani da gudanar da kasuwanci.  Ya ƙunshi duk ayyukan da kamfanoni ke amfani da su don tabbatar da ingantaccen amfani da ma'aikata.

Yanzu, albarkatun ɗan adam suna mai da hankali kan bangaren mutane na gudanarwa. Akwai ma'anoni guda biyu na HRM (Human Resource Management); daya shine tsarin sarrafa mutane a cikin kungiyoyi a cikin tsari da cikakkiyar hanya. Wannan yana nufin cewa yana rufe hayar, korar, biyan kuɗi da fa'idodi, da kuma gudanar da aikin. Wannan ma'anar farko ita ce ta zamani da ta gargajiya kamar abin da manajan ma'aikata zai yi a cikin shekarun (1920). Ma'anar ta biyu ita ce HRM tana kewaye da ra'ayoyin gudanar da mutane a cikin kungiyoyi daga hangen nesa kamar abokan ciniki da masu fafatawa a kasuwa. Wannan ya haɗa da mayar da hankali kan yin "dangantaka da aikin yi" don cikawa ga gudanarwa da ma'aikata.

Wasu bincike sun nuna cewa ma'aikata na iya yin aiki mafi girma na yawan aiki lokacin da masu kula da su da manajoji suka ba su kulawa sosai.  Uban dangantakar ɗan adam, Elton Mayo, shine mutum na farko da ya ƙarfafa mahimmancin sadarwar ma'aikata, haɗin kai, da kuma shiga ciki.  A sakamakon haka, mutane sukan ba da daraja fiye da yadda suke ji.[Misali, tsarin lada a cikin sarrafa albarkatun ɗan adam, wanda aka yi amfani da shi yadda ya kamata, na iya ƙara ƙarfafa ma'aikata don cimma mafi kyawun aikin su.

## Asalin kalmomin
Masanin tattalin arziki na farko John R. Commons ya ambaci "haɗin ɗan adam" a cikin littafinsa na (1893) The Distribution of Wealth amma bai yi bayani dalla-dalla ba. An yi amfani da wannan magana a cikin shekarun (1910) zuwa (1930) don inganta ra'ayin cewa 'yan adam suna da daraja (kamar yadda yake a cikin mutuncin ɗan adam); a farkon shekarun (1950), yana nufin mutane a matsayin hanyar kawo ƙarshen (ga masu aiki).  Daga cikin malamai amfani da wannan magana ta farko a wannan ma'anar ta kasance a cikin rahoton (1958) na masanin tattalin arziki E. Wight Bakke.

Game da yadda mutane ke amsawa ga canje-canje a Kasuwar aiki, dole ne a fahimci wadannan:

* Ƙwarewa da cancanta: yayin da masana'antu ke motsawa daga jagora zuwa ƙarin sana'o'in gudanarwa don haka ake buƙatar ƙarin ƙwararrun ma'aikata.  Idan kasuwa ta kasance "mai tsauri" (watau rashin isassun ma'aikata don ayyukan), dole ne masu daukar ma'aikata suyi gasa ga ma'aikata ta hanyar ba da ladan kuɗi, zuba jari na al'umma, da dai sauransu. Yaduwar ƙasa: yaya nisa aikin daga mutum?  Nisan tafiya zuwa aiki yakamata ya kasance daidai da albashi, kuma sufuri da ababen more rayuwa na yankin kuma suna tasiri wanda ya nemi matsayi.  Tsarin Sana'a: ƙa'idodi da ƙimar ayyuka daban-daban a cikin ƙungiya.  Mahoney 1989 ya haɓaka nau'ikan tsarin sana'a (3) daban-daban, wato, sana'a (aminci ga sana'a), hanyar aikin ƙungiya (ci gaba ta hanyar kamfani), da marasa tsari (ƙananan / ma'aikata marasa ƙwarewa waɗanda ke aiki lokacin da ake buƙata).  Bambanci na tsararraki: nau'ikan shekaru daban-daban na ma'aikata suna da wasu halaye, alal misali, halayensu da tsammaninsu na ƙungiyar.

Sabbin kalmomi, da sake fasalin filin HR, sun haɗa da Ayyukan Jama'a, kwarewar ma'aikaci, nasarar ma'aikace, mutane, da albarkatun abokin tarayya.

## Rashin amincewa da kalmominsa da rawar da yake takawa

Ɗaya daga cikin damuwa game da la'akari da mutane a matsayin dukiya ko albarkatu shine cewa za a sayar da su, a yi musu amfani da su, kuma a yi musu cin zarafi. Masu sukar kalmar albarkatun ɗan adam za su yi jayayya cewa 'yan adam ba "kayayyaki" ko " albarkatun" ba ne, amma halittu ne masu kirkirar jama'a a cikin kamfani mai amfani. Binciken (2000) na ISO (9001), ya bambanta, yana buƙatar gano matakai, jerin su, da hulɗa, da kuma bayyanawa da sadarwa da alhakin da hukumomi. Gabaɗaya, ƙasashe masu haɗin kai kamar Faransa da Jamus sun karɓi kuma sun ƙarfafa irin waɗannan hanyoyin. Har ila yau, a cikin shekara ta (2001), Ƙungiyar Ma'aikata ta Duniya ta yanke shawarar sake duba da sake duba Shawarwarin ta (1975),150 akan Ci gaban Albarkatun Dan Adam, wanda ya haifar da ƙa'idar "Aiki ba kaya ba ne".

Wani rikici kuma ya shafi motsin aiki da kuma babban batu na falsafa tare da amfani da kalmar "albarkatun mutane" [Gwamnatocin kasashe masu tasowa sau da yawa suna daukar al'ummomin da suka ci gaba wadanda ke karfafa shige da fice ko "ma'aikatan baƙo" a matsayin abin da ya dace da jarin ɗan adam wanda ya fi dacewa a cikin ƙasashe masu tasowa kuma yana buƙatar ci gaba da ci gaban tattalin arzikinta.  A tsawon lokaci, Majalisar Dinkin Duniya ta kara samun goyon baya gaba daya[maganin kasashe masu tasowa, kuma sun bukaci gagarumin taimako na "taimakon kasashen waje" don kada wata kasa mai tasowa da ke rasa jarin dan Adam kada ta rasa karfin ci gaba da horar da sabbin mutane a sana'o'i, sana'a, da fasaha..

## Ci gaba
Kamfanonin albarkatun ɗan adam suna taka muhimmiyar rawa wajen bunkasa da yin kamfani ko ƙungiya a farkon ko samun nasara a ƙarshe, saboda aikin da ma'aikata suka bayar. An yi niyyar albarkatun ɗan adam don nuna yadda za a sami kyakkyawar alaƙar aiki a cikin ma'aikata. Har ila yau, don fitar da mafi kyawun ɗabi'ar aiki na ma'aikata sabili da haka yin ƙaura zuwa yanayin aiki mafi kyau. Bugu da ƙari, ana ba da shawarar ci gaban albarkatun ɗan adam na kore a matsayin canji na al'ada daga hanyoyin gargajiya na kamfanonin albarkatun mutum don kawo wayar da kan jama'a game da hanyoyin da za a iya amfani da ƙwarewa ga ayyukan kore. Ta hanyar haɗa ƙwarewa, ilimi, da ƙwarewar masu aikin ci gaban albarkatun ɗan adam tare da masu aikin masana'antu, yawancin masana'antu suna da damar canzawa zuwa wani bangare tare da al'adun muhalli da muhalli.

Har ila yau, albarkatun ɗan adam suna hulɗa da mahimman abubuwan motsawa a wurin aiki kamar su lissafin albashi, fa'idodi, halin ƙungiyar da cin zarafin wurin aiki.

## Shirye-shiryen
Gudanarwa da ayyukan sun kasance bangarori biyu na HR. Sashe na tsara dabarun ya shiga aiki ne sakamakon kamfanoni da suka fahimci bukatar yin la'akari da bukatun HR a cikin manufofi da dabarun. Daraktocin HR galibi suna zaune a cikin ƙungiyoyin zartarwa na kamfanin saboda aikin tsara HR. Lambobin da nau'ikan ma'aikata da juyin halitta na tsarin diyya suna daga cikin abubuwa a cikin rawar da ake takawa. Abubuwa daban-daban da ke shafar shirin albarkatun ɗan adam sun haɗa da tsarin ƙungiya, ci gaba, wurin kasuwanci, canje-canje na yawan jama'a, rashin tabbas na muhalli, faɗaɗa.