Definition of Human Resources


It can’t be denied, most people work to get money. Very few people work just to spare time or just carry out a hobby. In choosing a job, now the salary is still one of the main determinants of whether an employee wants or does not want to work in a company. Even so, sometimes the salary becomes the second, third, or tenth consideration for someone in work.

In accordance with Bob Nelson’s statement “People may take a job for more money, but they often leave it for more recognition”, often recognition and appreciation become something more important than a salary. This statement is also in accordance with Abraham Maslow’s pyramid of human needs. According to him, esteem needs (the need for appreciation) are in the second level, just below the peak human needs, namely self-actualization needs (the need for self-existence).

Based on these things, companies are now starting to bloom who are willing to provide more treatment for their employees. For these companies, investment in human resources is important because it will have a significant impact on the progress of their company. In fact, human resources are things that need to be taken seriously by the company. Human resources in the company can give birth to potential business profits that have never been expected before.


In general, the Temporary Human Resources Staffing can be divided into two, namely human resources at macro and micro level. The definition of macro human resources is the number of productive age population in a country, while the understanding of micro human resources is more conical in individuals working in an institution.

Meanwhile, the understanding of human resources according to experts has a more diverse meaning. According to Malayu Hasibuan, human resources are an integrated capability of individual thought and physical power. The ability of human resources can not be seen from one side only, but must cover the whole of the power of thought and physical power.

An employee for example, as a human resource who works in an office, the ability to think of course he must use to solve all problems at work. This activity must also be supported by his physical ability to overcome fatigue when he has to sit for about 8 hours facing the computer.

Similar to Malayu Hasibuan, Veithzal Rivai defines human resources as someone who is ready, willing and able to contribute to the achievement of organizational goals. Each organization or company certainly has different goals, and therefore the ability of the human resources needed will be different in each company.

Although the ability of human resources is flexible, the words ‘ready’ and ‘want’ from the Rivai definition above must be the underlined points. No matter how good the ability of human resources will not be able to produce maximum output if the ability is not practical or in other words ‘not ready to use’. In addition, the ability also will not mean anything if the individual as a human resource in a company does not want to contribute to the business in that place.

Still according to Veithzal Rivai, he called human resources as one of the elements of the input (input) which will later be converted into output (output) in the form of goods or services to achieve company goals. As input, human resources cannot be a single element, but must also be combined with other elements such as capital, materials, machinery, methods and technology.

Besides according to experts, the terminology of human resources has also been defined in the Big Indonesian Dictionary. Understanding of human resources according to the Big Indonesian Dictionary is human potential that can be developed for the production process. The potential of human resources is different for each individual. To be able to develop the potential of different human resources, we need a unique management system called human resource management.