There are a wide variety of services and jobs that corporate human resources are involved in, such as employment navigation and human resources agents used for job hunting and career changes, and career consultants who help people change their lives.
These are collectively known as the human resources industry.
The HR industry
is a similar word to the human resources industry, but these two words are actually not synonymous.
What’s different? This time, I will explain the difference between the HR industry and the human resources industry.
What is the human resources industry?
There are four main types of human resources industry.
These are human resources dispatching, which dispatches human resources to companies, human resources introduction, which introduces human resources to companies, human resources advertising, where companies post job advertisements, and human resources consulting, which provides solutions to companies’ human resources issues.
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Staffing: A staffing company dispatches its own registered staff to a contracted company and receives compensation.
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Recruitment: Human resources agents introduce job seekers to companies and match companies with individuals.
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Human resources advertising: Companies place job advertisements in media that job seekers register and view.
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Human resources consulting: We provide consulting in specialized areas such as recruitment, education and training, and personnel systems. Also includes outsourcing services such as recruitment and payroll calculations.
Among the four categories, the human resources industry often refers to temporary staffing and recruitment
.
The difference between the human resources industry and the HR industry is categorized
From a company’s perspective, the human resources industry seems to be dominated by recruitment.
Securing human resources is an important management issue, but
human resources also includes retention after recruitment, maximizing performance, revitalizing the entire organization, labor management such as attendance and salary, and improving the productivity of human resources operations themselves.
This is
a very important mission
.
Human resources support services and solutions are what solves these issues, and the industry to which companies that have these services belongs is the HR industry
.
Of course, there is a perspective on human resource utilization in the human resources industry, but I have the impression that the perspective of human resources and organizations is not included as strongly.
The human resources industry regards each person as a human resource, and the related services are categorized and grouped together as an industry.However, the HR industry focuses on the human resources department of a company and provides various services and solutions that support human resources. The companies that have the following are grouped together as one industry.
As a result
, the services that belong to the human resources industry and the HR industry overlap in many ways, but it can be said that the axes of classification are different in the first place
.
Four pillars of the HR industry
The HR industry can be broadly
divided into
four categories: “recruitment”, “human resource development/training”, “human resources/labor affairs”, and “systems/business tools”
. This is an image of passing “HR technology” horizontally through these four categories. Let’s take a closer look at what is included in the four types.
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Recruitment‥Recruitment of new graduates, mid-career employment, part-time jobs, temporary staffing, contract work, etc.
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Human resource development/training‥Level-specific training, theme-specific training, job-specific training, etc.
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Human resources/labor affairs: organizational culture, personnel system, employment management/wages, welfare benefits, etc.
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Systems and business tools: Human resources and business systems, aptitude tests and assessments, etc.
Future of the HR industry
HR Research Institute conducted a questionnaire survey of human resources managers and managers at companies entitled ”
Survey on Human Resources Issues and Careers – Human Resources Issues [2]
“, which asked what roles are expected of the human resources department. In response to this question, we investigated the four classifications proposed by Professor David Ulrich of the University of Michigan, who is famous for his book “MBA Human Resources Strategy,” and divided them into current and future categories, and the following results were obtained.
In terms of “currently required roles,” 38% of respondents said they would “accurately manage personnel management (management experts),” while 32% of respondents said they would “take a central role in implementing organizational and cultural reforms (change agents).” ) was in first place by a narrow margin.
On the other hand, when asked about “roles that will be required in the future,” the answer for “performing precise personnel management” fell significantly to 13%, and 51% said “contributing to business results (strategic partner)” instead. This is an overwhelming 1st place with an increase of more than 20 points. (Excerpt from HR Research Institute:
Survey on HR Issues and Careers HR Issues [2]
)
The survey shows that the role that human resources will be required to play in the future is changing from a management department to a strategic department, and it is predicted that human resources support services and solutions and the entire HR industry will change in line with this change.
◆Summary
◆The HR industry focuses on corporate human resources departments, and human resources support services are categorized.
◆The HR industry has four types: “Recruitment,” “Human Resource Development/Training,” “Human Resources/Labor Affairs,” and “Systems/Business Tools.”
◆The HR industry as a whole will change as the required role of human resources changes in the future.