Human Resources

Human resources has at least two meanings depending on context. The original usage derives from political economy and economics, where it was traditionally called labor, one of three factors of production. The more common usage within corporations and businesses refers to the individuals within the firm, and to the portion of the firm's organization that deals with hiring, firing, training, and other personnel issues. Human resource management serves 5 key functions:
1) Hiring
2) Compensation
3) Evaluation and Management (of Performance)
4) Promotions
5) Managing Relations.

It is the responsibility of human resource managers to conduct these activities in an effective, legal, fair, and consistent manner. The objective of Human Resources (HR's raison d'etre) is to maximize the return on investment from the organization's human capital. "Human resource management aims to improve the productive contribution of individuals while simultaneously attempting to attain other societal and individual employee objectives." Schwind, Das & Wagner (2005)

In reality, human resources deals with two different worlds:
1) Non-Unionized - Where management has the control, and
2) Unionized - Where there is shared control through a collective agreement - Management and a union negotiate a collective agreement with respect to terms and conditions of employment.
The Union represents employees to management (that is the Union speaks for employees, both collectively and individually).
Collective Agreements - Can cover any and all terms and conditions of employment. Collective agreements become "the Bible," the code and are binding in law. - Disputes of the collective agreement are resolved by arbitration.