Respond to discussion 2
Referring to employees as human resources does place them on a level of being an investment for the future and not an expense in the present. This is seeing employees as contributing to long-term business success and not as expenditures. Organizations that invest in employees through training, professional development, and workplace involvement build a stronger and more dedicated workforce. As TriNet (2023) emphasizes, the HR role has an integral role in hiring and developing employees to support them to grow and develop within the organization. This ongoing investment in human capital drives productivity, retention, and overall organizational performance, making employees valuable assets and not expenditures. In judging the value of an employee of a company, tangible and intangible factors need to be considered. Employees contribute in the form of skill, creativity, and commitment to the goals of a company. Employees contribute to company culture, train new staff, and provide customer satisfaction. Leddy (2017) adds that employees are also responsible for making a company agile and profitable, making them all the more assets.
From a moral perspective, lowering workers to costs is forgetting that workers are responsible, moral beings who contribute immensely to an organization. Companies need to create a culture that respects employees more than quantifiable aspects. The Institute of Business Ethics (n.d.) recommends that companies focus on treating workers justly, being honest with them, and rewarding good deeds to maximize the morale and productivity of the workplace. Lastly, valuing human capital can support human dignity by valuing employees for their crucial role in making an organization thrive. Properly utilized, this practice aims at the valuing of human contribution over reducing them to financial considerations. Misused, however, it can contribute to exploitative business practices contrary to sound ethical business practice. Generally, organizations have to try and strike a balance between financial evaluation and regard for the well-being and contribution of workers.
Amber,
Labeling the employees as “human resources” can change business strategy by letting the companies view their people as long-term investments rather than becoming immediate costs. Once the companies look at the perspective, they become better placed to focus on employee development, which can improve retention and provide skills critical for company success (Henderson, 2023). This is because of growing perception among leaders that investing in growth forms not only closes critical talent gaps but also strengthens the future of the organization.
While largely considered an accounting expense, that is, salaries or benefits together with training costs, employees are also intangible assets because they bring creativity, problem-solving, and positive company culture that fuels innovation and customer satisfaction. Intangible contributions are more difficult to quantify but are critical to defining the real value of a company’s workforce, giving businesses a more holistic view about assessing the impact of employees on more than just simple cost metrics. Ethical standpoint must be addressed. Companies give employees priority by valuing “human capital,” which risks the dehumanizing aspect when not handled sensibly. Companies can address this by showing proper respect and ethical care for employees. Some companies, for example, conduct regular sessions to check up on the well-being of their employees, thereby promoting work conditions (Meier, 2024). This is the equilibrium approach that gives employees individual importance while seeing the individual as a critical player in business success.
