The management of human resources contributes to the human beings that integrate a company supporting the achievement of the objectives. and it is one of the main functions of the company and that is why the way in which the employers pretend to find the most suitable employees for each position and for each moment, who have sufficient training to perform the tasks entrusted to them and develop their work efficiently to achieve the goals of the organization.
The importance of human resources management is that today the company must respond to changes in society in general and the world of work in particular, among which are:
  • Increased competition and therefore the need to be competitive.
  • The costs and advantages related to the use of human resources.
  • The productivity crisis
  • The increase in the pace and complexity of social, cultural, normative, demographic and educational changes.
  • Symptoms of alterations in the functioning of workplaces.
  • Trends for the next decade
Organizations can achieve competitive advantages:
  • Improve the efficiency or effectiveness of the organization. The value increases when workers find ways to lower costs, provide something unique to customers or users, or some combination of these points.
  • Their skills, knowledge and abilities are not within reach of the competition.
  • The others can not imitate their abilities and contributions.
  • Your talents can be combined and deployed to work on new tasks as needed.
The management of modern human talent goes beyond the Administration of People, but is oriented to Management or Administration with People. This is the challenge: to make people feel and act as partners in the organization, actively participate in a process of continuous development at a personal and organizational level and be the protagonists of change and improvements.
To be up to the new role that HR assumes, HR professionals or those who develop such a function also need to develop five key competences:
  1. Knowledge of the Organization - Understand the key indicators of organizational success that illustrate the relationships between HR investment and the strategic impact on the organization. The success of HR is not measured through its activities, but in the organizational results. When the managers of the organizations are specified what HR practices could improve the quality of the management and what results could be expected, they are much more favorable to invest in HR.
  2. Implementation of Human Resources practices - Be able to identify which practices offer greater profitability with respect to investment, which have the greatest strategic impact or influence workers the most.
  3. Cultural management - HR professionals would be called to work as a team with critical areas and design improvement processes. Likewise, the participation of the users in the improvement processes could be considered, both in the diagnosis, as in the suggestions and the design of the improvements.
  4. Change management - HR professionals must understand the factors that influence and the specific situation of their organizations in order to respond appropriately to the demands and problems that arise along the way.
  5. Personal credibility - People who also have a strategic knowledge management competence will be increasingly appreciated.
Objectives of human resources management
The objectives of human resources management should contribute to the company producing more and being the best in faithful compliance with the business strategy. In this framework, human resources management seeks to improve work performance, offer well-being to employees and clearly explain the tasks to be performed.
Explicit Objectives
There are four fundamental explicit objectives to achieve through the efficient management of human resources:
  • Attract potentially qualified candidates capable of developing or acquiring the necessary skills of the company or organization.
  • Retain desirable employees
  • Motivate employees so that they acquire a commitment to the company and get involved in it.
  • Help employees grow and develop within the company.
Implicit objectives
There are three types of implicit objectives related to human resources: improvement of productivity, improvement of quality of life at work and compliance with regulations.
  • Productivity
  • Quality of life at work
  • Compliance with regulations
  • Long-term goals

From India, Mumbai
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