How did HR in Poland go from being the proverbial “human resources” to a path to following one’s own career, employee development, human resource management and began to reach out to Western models? For many years, companies did not think about the proper use of employee potential. Labor was looked at through the prism of money, and the first HR departments, responsible for checking the competence of employees, appeared only after 1995.
Lack of universal access to the Internet
Although it may seem rather unrealistic, in 1996 not every company had widespread access to the Internet. Companies often had only a few devices that were difficult to get to – the queue of applicants was long. The people working on them were those who currently needed it most. Access to know-how was very limited. Employees encountered problems – how to properly prepare payroll reports, and did not realize the huge role played by bonus systems and job valuation.
Increased importance of the employee in the company
After 2001 there is a breakthrough – employers began to realize the value that the employee gives to the company and that the employee is the foundation of success. The first human resources teams emerged, and so came a change in the organization of work in companies. HR teams focused on developing the potential of employees, so that their skills and talents were properly utilized. There was also a focus on taking care of employees so that they felt comfortable with the work they were doing. There have also been the first tests and assessment center sessions to check the competencies of new candidates.
HR division
Then there was also a division of HR, into soft and hard, where:
- Soft HR – is taking care of employees; helping them improve their competencies, as well as taking care of and identifying career opportunities.
- Hard HR – these are elements that focus on labor and civil law compliance, as well as administrative issues.
Although the division is quite clearly outlined, it is worth noting that after 2010 in Poland, HR departments are associated more with soft HR than hard HR.
The road full of change
HR has come a long way over the years, full of positive changes. For many years it was debated whether the polonized term human resources – human resources, was appropriate. At the time, it was decided to use the term , “human capital” to emphasize the uniqueness of people, as employees, and also to show that the relationship between the employee and the employer has changed. Now it is a relationship based on mutual benefit, respect and partnership.
Present
Today, HR is based on a well-thought-out strategy. Recruitments include several stages, such as tests to check employees’ competencies. Departments cope with rapid change and development in companies. Awareness of the need for human resource management has grown and today HR is an important part of any organization, regardless of the scale of the business.
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