The term “Human Resources” is one of the most common and classic terms in the business world, but in my opinion, it inadequately describes the role and value of people in organizations. Globalization, cultural diversity, and the growing importance of the human being as a partner in the organization force us to reflect on how we call the field of “personnel management”. The shift from “Human Resources” to “Human Relations” is a step towards a more partnership approach. Why is this so important?

Changes in the labor market

The labor market has undergone a revolution. Traditional employment models are giving way to more flexible and diverse forms of work. In the era of gig economy and flexibility, “Human Resources” no longer fully reflects the reality of the labor market. On the other hand, “Human Relations” suggests a more partnership approach to people management.

Globalization and cultural diversity

In a globalized world, organizations work with employees from different cultures, languages, and experiences. “Human Resources” does not fully reflect this diversity. “Human Relations” emphasizes the importance of building relationships based on understanding and respect for diversity.

Organizational culture

Organizational cultures are evolving towards more open and human ones. Companies are starting to appreciate the importance of healthy relationships within the organization. The term “Human Resources” does not emphasize the role of employees as partners in creating organizational culture.

The human being as a partner

In today’s organizations, success is based on people. They bring with them knowledge, experience, and commitment that are invaluable. “Human Relations” accentuates their role as partners in creating the company’s value. This approach helps to build trust, engagement, and lasting relationships.

Ethics and sustainable development

More and more companies are guided by sustainable development and ethical business approaches. “Human Relations” reflects the respect and recognition in the approach to personnel management. The human being as a partner contributes to the success of the organization, which should be recognized in the language and approach to personnel management.

Benefits of using the term “Human Relations”:

The term “Human Relations” reflects the value of a partnership approach, emphasizing that the human being is not only an employee, but also a partner who has an impact on the success of the organization.

• Increased employee engagement – the term “Human Relations” emphasizes the importance of relationships between employees and the organization, which can increase employee engagement in their work
  
• Better employee retention – building positive relationships within the organization can help to retain talented employees
  
• Increased creativity and innovation – people who feel treated with respect and appreciation are more likely to share ideas and get involved in innovation processes
  
• Improved organizational culture – the term “Human Relations” promotes building a positive organizational culture, which can contribute to the better functioning of teams and the organization as a whole
  
• Increased diversity and inclusion – “Human Relations” accentuates the importance of understanding and respect for cultural diversity, which helps to create more inclusive work environments
  
• Better internal communication – by focusing on relationships between employees, organizations can more effectively manage internal communication and resolve conflicts
  
• Increased trust within the organization – “Human Relations” suggests that the organization treats employees as partners, which can build greater internal trust
  
• Improved corporate image – organizations that promote positive relationships with employees can build a better image on the market, which can attract better candidates and customers
  
• Ethics and sustainable development – “Human Relations” more accurately reflects the ethical approach to team management, which is in line with sustainable development trends
  
• More effective problem solving and conflict resolution – by focusing on relationships between people, organizations can more effectively resolve conflicts and internal problems
  
• Better leadership – focusing on relationships between leaders and the team can lead to better leadership. Managers who treat employees as partners often build more effective and inspiring teams
  
• Increased customer and corporate customer trust – companies that promote a more partnership approach to personnel management often build a better image and gain greater trust from both individual and corporate customers.
  

In conclusion, the term “Human Resources” is outdated in today’s work environment and organizational culture. “Human Relations” reflects a more human and partnership approach to personnel management, which is not only more adequate, but also leads to better results and greater competitiveness in the market. It is time to change the terminology and approach to people management.

Of course, changing the term is only the first step, and for the “Human Relations” approach to be effective, the organization must make changes in its culture and people management practices. Nevertheless, language influences what aspects we focus on and how we act on a daily basis.