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ISSN 2067-3310, E-ISSN 2067-7669 

Vol. 18, No. 2 (2024), pp. 212-217 

 

212 

 

THE İMPORTANCE OF HUMAN RESOURCES İN ENTERPRİSES 

  

I. MUSAYEV                                                                                                           

 

İnşallah Musayev 

Azerbaijan University of Economics, Azerbaijan 

E-mail: musayev54musayev@gmail.com  

 

Abstract: Human resources have an important position in every organization. The main 

goal of human resource management is to maximize the potential and creative capabilities of 

employees. Human resource management in all Organizations is a resource aimed at achieving 

a strategic goal. The concept of human resources management includes several important 

factors: hiring, firing, work leave, social leave, performance evaluation, job analysis, career 

planning nuances related to salary, attendance are necessary tasks related to HR. The purpose 

of this study is to provide information about the importance of human resources in enterprises 

and their basic functions. In human resources management, it is inevitable to achieve the goal 

with the right step forward in terms of HR planning and HR Strategy.  Management of Human 

Resources; It is a process carried out by organizations to maximize the work of workers in 

accordance with the strategic objectives of the employer. 

               Keywords: Human resource management, HR organization, HR planning 

 

INTRODUCTION 

Human resources are one of the most important resources for every organization, which 

is a factor that leads to the formation and development of human capital in the enterprise. 

Human resources are planned according to the improvement of the person and the required 

quality indicators. In today's competitive business world, employees must be committed to 

achieving the company's overall goals and strive for productivity, including understanding 

human resource management (Marthalia, 2022, s. 700). 

Human resource management in all Organizations is a resource aimed at achieving a 

strategic goal. The concept of human resources management includes several important factors: 

hiring, firing, work leave, social leave, performance evaluation, job analysis, career planning 

nuances related to salary, attendance are necessary tasks related to HR (Salasiah & others, 2023, 

s. 262). 

 

1. About Human Resources 

The academic aspect of human resources originated in the industrial age. Although 

manual labor was widespread in those days, later with the development of mechanization, it 

revealed its importance in human capital (Ömer, 2018, s. 125). 

According to Sadullah as large enterprises develop in the world, as production becomes 

mass-produced, there will be a need for mature human capital. With this, Human resources will 

reveal their existence and labor force will be distributed with mechanization (Yıldırım, 2022, 

s. 2). Human resources are also important in increasing the economic and social power of 

organizations through their management effectiveness and productivity. Management in an 

mailto:musayev54musayev@gmail.com


İnşallah MUSAYEV 

213 

 

enterprise reveals the functions of human resources and paves the way for a change in the 

employer-employee relationship for the better by increasing the importance of personnel policy 

(Məhəmməd, 2019, s. 11). 

Human Resource managment ? It is a whole of systems that include providing new 

human resources, protecting and developing existing human resources for the organization of 

the organization's goal (ESKİCİ, 2014). Human resources have an important position in every 

organization because it is necessary to use the resources it has, including human resources, to 

achieve maximum organizational performance. The research aims to identify the role of human 

resources management in organizations (Erdem, 2007, s. 4). 

The main functions of human resources are: 

 

2. Planning Of Human Resources 

According to Arslan's one of the first definitions of human resource planning was 

developed by E.B. Geisler in 1967. Geisler defines workforce planning as “the process of 

identifying, developing, supervising, and employing the right people, who will do the most 

useful work, in the right place, and in an economically efficient manner.” It is defined as “the 

process of identifying, developing, supervising, and employing the right people, who will do 

the most useful work, and who have the right qualifications.” (Arslan, 2012, s. 90). 

Human resource planning, which involves correctly estimating how many employees 

are needed in the labor market using various technical and innovative indicators and correctly 

determining what kind of workforce is in demand, is a very important process in the formation 

of the workforce base as well as in employee recruitment planning (Okakın, 2008, s. 2) 

 

3. Career Management 

According to Kirel, another definition of career is in hierarchical organizations. It is 

"moving up the organizational ladder." In lean organizations, which are considered effective 

organizational structures today, career refers to the behaviors and attitudes that emerge as a 

result of work-related activities and acquired knowledge. According to this definition, 

employees can sometimes build successful careers by holding the same job and position 

without moving up (Bayrak and İrmiş 2000,s. 179). 

Defining and properly managing career development depends on many factors. career 

should be understood not only as a continuous process while working in the workplace, but 

also in a digital career, even when starting a new business and building a general system or in 

a digitalized system. 

Career management is the planning of career development activities to support the 

skills, interests, and competencies of the employee (Ölçer, 1997). 

 

4. Performance and Motivation Management 

Performance is the numerical or non-numerical results that emerge as a result of 

previously planned and intended activities. According to another definition, performance is the 

results that business employees achieve while performing their duties (Bakan, 2003, s. 109). 

What does a motivated worker look like? They are pleasant when it comes to work, 

enjoy the difficulties of their work, avoid evil and are loyal to their neighbors. Their enthusiasm 

is a matter of course and affects the general mood and productivity of the commander. They 



THE İMPORTANCE OF HUMAN RESOURCES İN ENTERPRİSES 

 

214 

 

arrive at work on time, stay busy all day long, and don't look for excuses to leave work quickly. 

Motivated workers value their work with sincerity. Their motivation has a positive impact on 

other workers (Ölçer, 1997, s. 90). 

Motivation is the psychological process that brings workers to action, makes them 

continue this process, and determines the direction and strength of the action they implement. 

This is what causes them to endure and apply their energy elsewhere. Essentially, workers are 

motivated by the jobs they see and the context of those jobs (Bayraktar, 2019-2020). 

Employee performance cannot be separated from organizational performance. 

Therefore, employee performance and organizational performance must be measured together. 

It is not possible to achieve organizational performance by measuring individual employee 

performance alone. In units where a performance management system is not implemented, 

establishing an individual performance management system without establishing 

organizational performance management can prevent success (Uysal, 2015, s. 35). 

Human resources within an organization should provide motivational methods and 

technical information in the workplace to increase employee performance and motivation 

(Eroğlu, 1999, s. 277). 

 

5. Training and Development 

In every enterprise, training, which is essential for the education and development of 

employees, is an important factor for the company, and development is directly related to the 

company's internal personnel policy (Singh, 2012, s. 275). 

A comprehensive training and development program helps to assess the necessary 

knowledge, skills, competencies, and work relationships, as well as create an advantage in the 

fight (Niazi, 2011, s. 43).  According to Yıldız “ Personnel Training is the entirety of the growth 

that aims to separate people and what they create, to make positive contributions to their skills, 

product development, decision-making, behavior and attitude, understanding and perception, 

and to increase their knowledge and developments so that they can perform the operations they 

currently have or will have in the future in the business more effectively” (MERCİN, 2005, s. 

133). 

In today's age, with technological innovations and innovative developments, a new 

page is being opened in human resources and it is necessary to review and evaluate the qualified 

workforce that can continue in today's competition (Büyükyılmaz, 2013, s. 89). 

 

6. Recruitment 

When recruiting, it involves the process of searching for suitable candidates, providing 

applications and selecting them. Vacancy of positions in the workplace, increase in work to be 

done, and opening of different positions due to organizational change or other related 

requirements are the first initiatives that lead to the need to find new employees (Duygu 

ERARSLAN, 2013, s. 12).  In today's organizations, many human resources functions such as 

recruitment, performance and training use communication technologies. In the recruitment 

process, applications such as digital e-performance management, e-learning and e-career 

management allow human resources departments to do their jobs in a shorter time. Another 

human resources function where organizations effectively use communication technologies is 



İnşallah MUSAYEV 

215 

 

recruitment. Communication technologies enable many recruiting experiences, such as online 

job postings, online interviews, and online tests (Öksüz, 2011, s. 268). 

The recruitment specialist is an important actor who effectively carries out the 

recruitment process so that the business can achieve its goals and objectives. Therefore, 

determining the perceptions of recruiters towards the candidates during the recruitment process 

is important for recruiting the appropriate employee (MEMİŞ, 2022, s. 1). 

 

7. Salary or Wage Management 

The labor rights granted to employees in every workplace must be balanced so that the 

livelihood and financial interests of employees are ensured and that employees have a duty that 

creates incentives (Öztürk, 2010, s. 5). Wage concept; All activities for the creation of economic 

goods and services are called "production". The total of people in the labor force who 

participate in production with the labor factor and receive wage income in return forms the 

group of wage earners. The fee is; It is the value in kind or cash received by the labor force 

who adds mental and/or physical labor for the work performed (Öztürk, 2010, s. 5). 

When the results of the wage survey are to be used in the wage structure of the 

enterprise, they should be organized according to the wage grades in the enterprise and should 

be compared according to key jobs or wage grades in the enterprise. These fees are the 

standards for determining grade wages will create. The starting wages of the ranks and their 

distribution to jobs will be spent through wage surveys (Erdem, 2007, s. 47). 

 

CONCLUSIONS AND RECOMMENDATIONS  

In this study, some basic concepts about human resources were mentioned. Human 

Resources is one of the important resources to be owned by the company and organization. 

One of the main functions of a workplace is human resources, called intellectual capital, which 

is an important input factor for organizations struggling to exist in intensely competitive 

environments. The role of human resources management throughout the organization is to 

create an environment that will increase the motivation and efficiency of employees and to 

provide the necessary policies and technical knowledge to protect and develop this 

environment. All organizations need to establish a correct human resource planning in order to 

achieve their goals. Therefore, when a qualified workforce is formed or when the correct 

performance evaluation is provided for them, the desired goal can be achieved. It provides the 

lead towards creating business superiority by combining organizational goals with the demands 

of employees. 

Whether the state or the private sector, job analysis and business planning, human 

resources management and wage management should be the basis for the labor market within 

the legal framework. 

 

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