“From Human Resources to Human Relations”

By Mónica Fronti  de Buenos Aires, Argentina

Text translated by Lucila Agustina Norry, Buenos Aires City, Argentina.


A new strategic vision of the area, in Personnel Management

As professionals specialized in Human Relations at work, we, with a team of colleagues, have been developing, for longer than a year, a new vision or rather a definition of a more integrative concept of the individuals within the Organizations.

Gradually, we’ve been considering if it was correct to refer to individuals as “Resources”. According to the Spanish Dictionary La Real Academia Española, the definition of the term “resources” is: means to which we resort to obtain something; group of goods or material means.

As we see in the definition given in the Spanish dictionary, we are neither means nor a group of goods. Sometimes, I interpret that we are still ruled by Taylor’s and Fayol’s concepts, although we are in a new emerging reality: the concept of “Constructivism”, whereby individuals are challenging the thoughts of order and obedience which ruled our lives for long years.

From this premise, individuals have a personality which is the usual means through which an individual thinks, feels, speaks and acts to satisfy their needs in a physical and social environment. That’s to say, individuals have an objective conduct (what they say or do) and a subjective conduct (what they think or feel), definitions taken from Transactional Analysis approach, developed by psychiatrist Eric Berne.

As we keep considering individuals to be Resources, we lose sight of Human beings who have motivations, feelings, own ideas, criteria and knowledge, they want to belong and take responsibilities. As we let them act by themselves and don’t treat them as children, we will begin to evolve in labor contexts, in more responsible speaking terms, to generate and coordinate actions, providing room for constructing the change and implementing new ideas.

From our viewpoint, we propose some alternatives to the change:

Producing a change in mental models, as we create opportunities to show ourselves as adults, we will obtain adult responses and results from our people.

Removing from our planning and profession the definition of individuals as Resources, as we are human energy which generates results and makes things happen.

Generating a new paradigm, considering that the human beings who daily work with us simply have needs and motivations as we do. By this way, we will understand the new value that Human Resources professionals need to be strategic partners in the Organization.

From our perspective, we believe that by transforming the concept of Human Relations at work, we will generate more confindence in the business community, since, from the viewpoint of coaching discipline, “Language is not innocent”.

All of the above mentioned makes us reflect on some of these topics:

Does the position tend to bring the team together around the project of the organization, more creative, responsible of their own decisions, to improve management aspects?

Are the new tendencies of the area to develop new leaders’ skills with the aim of continuously adapting to changes, ongoing learning, the need of new interpersonal relationships and interdisciplinary teamwork to achieve better quality results? Therefore, do we train or educate?

People working in Personnel Management or Human Resources areas must know and understand the current affairs of their organization to add value and continuously adapt to changes, to develop skills management for making both staff and organization achieve their results.

In the past, HR staff did not know the sales budget, they did not bring individuals together around strategic plans. HR staff was in charge of having highly controlled (burocratic) planning. At the present, those needs are at odds with current tendencies. Today, it is necessary to know where the business goes, its vision, mission and objectives.

Nowadays, we have to build effective and affective relations oriented to results pursuing continuous productivity and excellence (coaching).

HR profile, together with the changes which have been taking place worldwide, tends to have a widely-held business vision and high personal effectiveness (skill), teamwork and the capability of integrating, through various tools, the members of the organization into new skills by ongoing learning, as aforesaid.







Translator’s profile:

Lucila Agustina Norry es Traductora Pública en idioma inglés egresada de la Universidad de Buenos Aires. Se dedica a la capacitación en idioma inglés de negocios y con objetivos específicos, principalmente inglés técnico, económico y legal, tanto en instituciones públicas (BCRA, CNV, Aerolíneas Argentinas) como en empresas privadas de primera línea. Brinda servicios de traducción en los pares de idiomas inglés <>español de documentos Comerciales (Contratos, actas, minutas, informes, estados contables), documentos legales (demandas, sentencias, escritos judiciales), documentos Públicos (Certificados, Diplomas, C.V.), documentos técnicos (manuales, informes técnicos) y sitios web.


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