Dissecting HR terminology
Human Resources, HR, Workplace Relations, People & Culture – just some of the just some of the common terms used to identify the function of dealing with employees in a business structure. Same, same but.....different? Are they interchangeable? Which one do you choose? Does your brain hurt just trying to figure this one out? You’re not the only one!
Let’s first take a look at the term that is probably the most recognised and used within the context of businesses who employ people – Human Resources, or HR as it is typically abbreviated to.
Human Resources is exactly what it says – resources (defined as a useful or valuable possession or quality of a country, organisation, or persons by the Cambridge Dictionary) that are human and can be utilised by a business to undertake its operations. It would be fair to say that a business needs at least one living, breathing human to operate, amongst other kinds of resources such as financial, intellectual and material. However, this term is also used to define the function of a business which deals with people. In general, this would be the employee lifecycle, from recruitment to performance management, and Health and Safety, to when an employee exits the business. It can be perceived as procedural, ticking legal boxes, and making people problems go away.
Workplace Relations as a term can be unfamiliar and somewhat of a mystery so again, lets break it down by defining the word “Relations”: the relationships that exist between two people, organisations, or countries, and whether these are good or bad (Cambridge Dictionary). So, it is focusing on the relationships within a workplace setting. This extends well beyond the procedural element of the employer doing all the right legal things, and works to foster positive relationships between all people who work within an organisation.
People & Culture is perhaps another newish term which may have you scratching your head – what does it actually mean?!?! The answer is in the name – it’s focus is on the people and in cultivating the culture (think the ‘feel’ of your organisation’s environment) that your people are working in. It is both the tangible and intangible, and in its heart is the most valuable asset you have – your people.
So, in short, when deciding on which term to use, think first about how you want the message to be received and perceived by the people you are leading and choose accordingly.
Disclaimer This article, and any information contained on our website is necessarily brief and general in nature, and should not be substituted for professional advice. You should always seek professional advice before taking any action in relation to the matters addressed.
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