Static human resources in liquid modernity

Abstract

Being agile is of paramount importance in a modern organization to stay in the market. Being flexible allows the organization to anticipate and respond to the opportunities and threats it may face, in the face of changes in the complexity of its environment. The new demands of society imply that resources adapt dizzyingly to the new realities, although it has been found that the management, administration and management of Human Resources are still being done, as in the days of Taylor and Fayol and have not evolved at the pace of other organizational areas. The research objective is to reflect on the evolution of administration and management of human resources in organizations given its importance and on the evolution and adaptation that a world that changes rapidly and that Bauman calls liquid modernity has had or may have. The main conclusions refer to the fact that Human Resources (HR) in organizations have become bureaucratic, dysfunctional, inflexible and not only does not contribute to the organization, but also generates tensions among the workers themselves. The HR administration ends up being hated by the staff, since it seems to always be on the side of the company and not on the side of the worker; they have the feeling that he takes advantage of any small failure to involve them in problems; Although the administration tries to approach and dialogue with the workers, they are not usually reliable; abusive behavior by bosses is often ignored; The head of human resources is paired with a specialist in the area who has very little idea of the company's missionary function and the activities carried out by the other members of the team. Sometimes decisions are made that confront employees with employers, instead of trying to reconcile and find solutions that favor all parties.