Editing Human resources (section)

==Origins of the terminology==

Pioneering economist [[John R. Commons]] mentioned "human resource" in his 1893 book ''The Distribution of Wealth'' but did not elaborate.<ref>{{Cite web|url= http://faculty.mu.edu.sa/public/uploads/1360248405.7529human%20resource140.pdf |archive-url=https://web.archive.org/web/20150513040911/http://faculty.mu.edu.sa/public/uploads/1360248405.7529human%20resource140.pdf |archive-date=2015-05-13 |url-status=live|title= Human resources and industrial relations: Commonalities and differences|last= Kaufman|first= Bruce E.|date= 2001}}</ref> The expression was used during the 1910s to 1930s to promote the idea that human beings are of worth (as in human dignity); by the early 1950s, it meant people as a means to an end (for employers).<ref>E McGaughey, "A Human is not a Resource" (2018) [https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3099470 Centre for Business Research, University of Cambridge Working Paper 497]</ref> Among scholars the first use of the phrase in that sense was in a 1958 report by economist [[E. Wight Bakke]].<ref>{{cite book | title= Managing the Human Factor: The Early Years of Human Resource Management in American Industry | first= Bruce E. | last= Kaufman | publisher= Cornell University Press | location= Ithaca, New York | year= 2008 | page= 312n28}}</ref>

In regard to how individuals respond to the changes in a [[labor market]], the following must be understood:
* Skills and qualifications: as industries move from manual to more managerial professions so does the need for more highly skilled staff. If the market is "tight" (i.e. not enough staff for the jobs), employers must compete for employees by offering financial rewards, community investment, etc.
* Geographical spread: how far is the job from the individual? The distance to travel to work should be in line with remuneration, and the transportation and infrastructure of the area also influence who applies for a position.
* Occupational structure: the norms and values of the different careers within an organization. Mahoney 1989 developed 3 different types of occupational structure, namely, craft (loyalty to the profession), organization career path (promotion through the firm), and unstructured (lower/unskilled workers who work when needed).
* Generational difference: different age categories of employees have certain characteristics, for example, their behavior and their expectations of the organization.<ref>{{cite web|title=Managing Generational Differences in the Human Resources Role|date=27 June 2014 |url=http://onlineprograms.smumn.edu/resource/business-leadership/managing-generational-differences-in-hr}}</ref>

New terminology includes people operations, employee experience, employee success, people@, and partner resources.<ref>{{cite news |title=What's in a Name? 5 New HR Titles to Replace HR |url=https://www.cornerstoneondemand.com/resources/article/whats-name-5-new-titles-replace-hr/ |access-date=1 February 2025 |work=www.cornerstoneondemand.com |language=en}}</ref>