Human resources have always been and will always remain the primary resources of any organization. Moreover, in the new information society, human capital replaces financial capital as a strategic resource.
Human resources are a great human potential that must be understood, motivated and involved as fully as possible in achieving the goals of the organization. Therefore, the managerial decisions in the field of human resources must always be adapted to the personality and traits of the employees.
The development of the organization is based on the development of our human capital and internal promotion: developing new skills for our employees, identifying the potential and shaping it, supporting future managers, exposing new management trends to top management.
In the competition frame, over the last few years, several authors in the field have approached human resources as a strategic resource of the organization. A staff with adequate training, able to meet the employment requirements on the real labour market and the employers‘ expectations, is the key for qualitative develop of any economic activity.
In this context, it is worth noticing that the defining characteristic of human resources management is the integrated nature where, generally, the human resources policies are vertically integrated with the business strategy of the organization and horizontally with each other. Human resources policies developed through an approach to human resources management are essential components of economic strategy of the organization.