Human Resources Management Is a Commitment

Human Resources Management Is a Commitment

A few years ago in the early seventies it was futile for an HR specialist or executive to search for a job or seek employment. His knowledge or specialty was a commodity that was not in demand. It was looked upon as “Western ideas that would ultimately spoil the staff and render them expensive”.  The whole field of HR was not understood and hence was not appreciated. HR management was looked upon as a glorified personnel function; this was the case with the very few medium size businesses. Family businesses on the other hand, which constituted the overwhelming majority of firms, historically were small. Their few staff members who manned the mini posts at those firms were hand picked by the senior family member “Le Patron” and served the family, not the business, for the rest of their working days.

The latter part of the twentieth century has brought with it a marked change in the legal structure of Business Arabia, with the emergence of corporate structures and shareholding companies. This change was introduced by the continuous increase in the price of oil, the building of excessive infrastructures, the oncoming of globalization, and the advent of the internet that brought ideas, information and knowledge to managers and staff alike in the region.

The looming questions are how many of those new corporations are aware of the need for, and the value of HR management; are the contributions of sound human resources management to the well being of the firm been appreciated and given its real value vis-à-vis physical capital; Has the HR Manager in the new environment been given his full value, and has his status been recognized as that of the financial, and marketing managers?

The creation of a well staffed HR Department is only the first step in the right direction, however to be productive and rewarding this Department must have the support and commitment of top management.

 Firms should realize that the fruits of investment in their staff and the efforts to improve their productivity and lot are a long term processes. The rewards are slow to come, but when they begin to flow they are there for good and grow at an increasing rate.

It is definitely different from physical capital where the investment is visually noted. If you purchase a production line or buy new desktops to your staff the following day you will have the satisfaction of seeing your invested capital in operation. The very marked difference, however, is that investment in human capital appreciates with time, while that in physical capital depreciates, and ultimately becomes obsolete.

Sabbah Al Haj, PhD.

Management Plus, GM and Chairman