The name means..
In the East, HR is called "人事" which means "人 people" and "事 work" in Chinese characters. It refers to the work related to managing people and the tasks they perform.In the West, it's called "Human Resources," focusing on the idea that people are resources. Resources turn into energy. In physics energy is work. So HR deals with the "work of people" in a similar way in both cultures.
When ordinary people think of the HR department, they often see it as the part of the company that manages just people. But that’s only half the story. Companies care more about the "work" itself. HR functions like hiring, training, evaluating, and rewarding are all about helping people work better or recognizing good work. They focused on work more than person. Companies are mostly interested in things related to their business.
People and work are deeply connected
Without people, there’s no work, and people need to work to survive. Even basic activities like eating can be considered work. So, HR is about managing both people and work, which are essential for life.
However, understanding human being is not easy. People are influenced by their emotions, logic, and unique personalities. Each person is complex, like a universe of their own. Even though many philosophers, religious leaders, and psychologists have studied human nature for centuries, it’s still a mystery.
Everyone is different, and people change based on circumstances and over time. The saying "You can’t see inside a person" exists for a reason. People are affected by many factors, including emotions, unconscious thoughts, personal situations, and their environment. Yet, many still believe they fully understand others.
Work is also a complex concept with many meanings, such as survival, self-fulfillment, duty, freedom, and responsibility. But in a company, work is easier to understand because everyone is there with a clear purpose—to get things done. We can even apply some ideas from science to understand work in a company better.
We can think of an employee’s energy flow as a "HR cycle." When an employee works, 1) they create value (like money, brand reputation, or influence). 2) This value is the result, and the employee is rewarded (with salary, praise, or bonuses). 3) These rewards then turn into energy (like motivation, enthusiasm, or morale), which 4) the employee uses to do more work. In this way, work and energy cycle around the employee. HR is less about managing just people directly and more about managing this whole energy flow. So, HR managers are like "energy managers."
When many employees come together, they form an "organization." An organization is like a big living organism made up of many people. It also has its own HR cycle. The organization is influenced by its environment, including competitors, government, partners, and customers. Because of these outside influences, the organization is an "open system," where energy can come in or go out. The organization grows or declines based on how its energy changes.
However, understanding human being is not easy. People are influenced by their emotions, logic, and unique personalities. Each person is complex, like a universe of their own. Even though many philosophers, religious leaders, and psychologists have studied human nature for centuries, it’s still a mystery.
Everyone is different, and people change based on circumstances and over time. The saying "You can’t see inside a person" exists for a reason. People are affected by many factors, including emotions, unconscious thoughts, personal situations, and their environment. Yet, many still believe they fully understand others.
Work is also a complex concept with many meanings, such as survival, self-fulfillment, duty, freedom, and responsibility. But in a company, work is easier to understand because everyone is there with a clear purpose—to get things done. We can even apply some ideas from science to understand work in a company better.
Work is "Energy"
Scientists have studied work and energy for centuries, proving that work involves energy, which can change form. If we think of an employee as a "closed system," we can simplify how we understand their work in terms of energy. Although this is a very simplified view, it helps us understand the big picture of how work happens.We can think of an employee’s energy flow as a "HR cycle." When an employee works, 1) they create value (like money, brand reputation, or influence). 2) This value is the result, and the employee is rewarded (with salary, praise, or bonuses). 3) These rewards then turn into energy (like motivation, enthusiasm, or morale), which 4) the employee uses to do more work. In this way, work and energy cycle around the employee. HR is less about managing just people directly and more about managing this whole energy flow. So, HR managers are like "energy managers."
When many employees come together, they form an "organization." An organization is like a big living organism made up of many people. It also has its own HR cycle. The organization is influenced by its environment, including competitors, government, partners, and customers. Because of these outside influences, the organization is an "open system," where energy can come in or go out. The organization grows or declines based on how its energy changes.
HR managers are "energy managers"
HR managers shouldn’t just hire, evaluate, and pay employees mechanically. They should carefully manage the energy of each person. This is real HR management. HR managers should think about how to bring more energy into the organization and keep it circulating through work, results, rewards, and more energy. They must always be aware of energy leaving the organization and take steps to prevent it.
To sum up, HR managers are "energy managers" who need to ensure that there’s always plenty of energy within the company. They should invest their own energy and get energy back from the organization. This is why HR managers are both employees and leaders, and it’s the core of their role and purpose.
To sum up, HR managers are "energy managers" who need to ensure that there’s always plenty of energy within the company. They should invest their own energy and get energy back from the organization. This is why HR managers are both employees and leaders, and it’s the core of their role and purpose.
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