Water innovation is critical to the development of a better future.
New technology allows for advancements, but contrary to popular belief, we now have the generation required to address the most serious water challenges.
To increase water innovation, we want to provide solutions to those who want the best, at the right time, place and price.
Water-demanding conditions are now a “humans” problem, not a “generation” problem.
Importance of human resources to use the technology
This is why we want to be cognizant of humans, now no longer simply generation.
For me, this indicates growing engagement with neighborhood and international water innovation ecosystems.
Such ecosystems rework thoughts into fact by uniting human beings with various ideas, visions and backgrounds.
The nice ecosystems consist of various institutions of stakeholders (suppose investors, application employees, network activists, marketers, politicians, etc.).
Which might be essential for innovation to succeed.
Through those ecosystems, we will assist extra marketers to expand and install answers to our water problems, faster. And I assume we will all agree that once water innovation wins, all of us succeed.
Technology is reforming the day-to-day digital actuality of the workforce across every aspect of employees’ lives and generating new tools to reshape their environment and implementation.
One fast-moving growth: the development of knowledge anchored on the individual.
Technologies that can be used to increase performance fall on a continuum, ranging from those designed to have a mostly external impact, such as those focused on the task and how it is done, to those focused on the individual’s body and physical, physiological, and psychological function.
Some technologies are focused on the operation of a team or group.
In contrast, others are focused on the dynamics and functioning of a collective organization.
Yet, others are focused on the participation and performance of a collection of individuals coming together in a group.
Even externally oriented technologies can majorly impact an individual’s physical, cognitive, emotional and social states—often in unanticipated or unintentional ways.
What is human resource management?
Human resource management is the process of hiring, choosing, onboarding, orienting, training and developing employees, evaluating their performance, determining compensation and benefits, encouraging employees, maintaining proper relationships with employees and their trade unions, providing for their safety, welfare and health by local labor laws, and finally adhering to orders or judgments of the court.
Planning, organizing, directing, and controlling are management functions that are covered under human resource management.
It covers the acquisition of human resources, training and development, and maintenance.
It aids in achieving personal, professional and societal goals.
The study of human resource management spans many academic fields.
It encompasses the study of sociology, psychology, economics, communication and management.
It also covers encouraging teamwork and team spirit.
It is a never-ending process.
Human resource management as a department
It manages all aspects of employees in an organization and performs a variety of tasks, including human resource planning, conducting job analyses, recruiting and conducting job interviews, selecting human resources, orienting, training, compensating, providing benefits and incentives, appraising, retaining, career planning, quality of work life, employee discipline, eradicating sexual harassment, human resource auditing, maintaining industrial relations and monitoring welfare.
One full-time, qualified human resource professional should be hired for every 100 employees, according to the traditional rule of thumb for staffing needs in this area.
The actual ratio for a company can change depending on elements including the level of centralization of HR, the geographic spread of the employees served, the level of employee sophistication and the organizational complexity of other organizations.
Why do we call it human resource management?
Human: refers to the skilled workforce in an organization.
Resource: refers to limited availability or scarcity.
Management refers to how to optimize and make the best use of such limited or scarce resources to meet the organization’s goals and objectives.
Therefore, the goal of human resource management is to utilize both the organization’s current human resources and the readily available skilled labor force effectively.
The biggest illustration of the current situation is the severe lack of experienced labor in the building business.
Since it is anticipated to triple from its current 30% over the next ten years, industry analysts worry it will hurt the sector’s overall productivity.
Today, many experts contend that technology and machines are displacing human resources and reducing their importance or effort.
But since only humans can build machines and technology, humans must also operate or at least manage them, which is why businesses are constantly looking for talented, and skilled.
Qualified employees to support the ongoing development of the business.
Since humans lack the kind of judgment abilities that artificial intelligence can match, they are still essential resources for any organization, even though AI now handles many duties.
The rise of artificial intelligence is likely to further this job devastation far into the middle classes, leaving only the most caring, creative, or managerial occupations to fill the void left by factory automation, according to British theoretical physicist Stephen Hawking.
Unquestionably, robots with artificial intelligence are replacing people in the workforce.
However, since robots have their limitations, not all jobs can be performed by them.
To put it another way, robots cannot perform all roles.
Even though British theoretical physicist and Cambridge professor Stephen Hawking expressed concern about the loss of middle-class jobs due to the rise of artificial intelligence, he still believed that natural intelligence or the need for the application of the human mind is necessary for some roles.
Great quotations on human resources
“You must treat your employees with respect and dignity because, in the most automated factory in the world, you need the power of the human mind. That is what brings innovation.
If you want high-quality minds to work for you, then you must protect respect and dignity. “ -Mr. N.R. Narayana Murthy, Chairman Emeritus, Infosys Ltd.
“Our progress as a nation can be no swifter than our progress in education.
The human mind is our fundamental resource.” – John F. Kennedy (35th President of the United States).
References
[1] Light, J., & McNaughton, D. (2013). Putting people first: Re-thinking the role of technology in augmentative and alternative communication intervention. Augmentative and Alternative Communication, 29(4), 299-309.
[2] http://advantech-bb.ignitionstudio.us
[3] https://www.whatishumanresource.com/human-resource-management
