HR is one of the spokes that keeps the corporate wheel spinning. Human Resources had its inception at the beginning of the 20th Century with the advent of large corporate entities such as the Ford Motor Company and the realization that employees had needs beyond the workplace and that when those needs went unmet, work in turn suffered.
At around this time, the first system of employee benefits and safety was created. As this progressed, there was an increased emphasis on the psychology of the workplace and mental health. All these dimensions factored into what is now known as Human Resources.
HR stresses areas like leadership, cohesion, and loyalty with the belief that all play important roles in organizational success. In simple terms, an organization's human resource management strategy should maximize return on investment in the organization's human capital and minimize financial risk.
Human resource managers seek to achieve this by aligning the supply of skilled and qualified individuals and the capabilities of the current workforce, with the organizations ongoing and future business plans and requirements to maximize return on investment and secure future survival and success.
In ensuring such objectives are achieved, the human resource function is to implement an organization's human resource requirements effectively, taking into account federal, state and local labor laws and regulations; ethical business practices; and net cost, in a manner that maximizes, as far as possible, employee motivation, commitment and productivity.