The Role of Human Resources Management
The management of human resources contributes to the individuals that integrate a company, supporting the achievement of its objectives. It is one of the main functions of the company, which is why employers aim to find the most suitable employees for each position and moment. These employees should have sufficient training to perform the tasks entrusted to them and develop their work efficiently to achieve the organization's goals.
The Importance of Human Resources Management
Today, companies must respond to changes in society and the world of work, including:
- Increased competition and the need to be competitive.
- 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.
Achieving Competitive Advantages
Organizations can achieve competitive advantages by:
- Improving the efficiency or effectiveness of the organization. Value increases when workers find ways to lower costs, provide something unique to customers or users, or a combination of these points.
- Possessing skills, knowledge, and abilities that are not within reach of the competition.
- Ensuring others cannot imitate their abilities and contributions.
- Combining and deploying talents to work on new tasks as needed.
Modern Human Talent Management
The management of modern human talent goes beyond the administration of people; it is oriented towards management or administration with people. The challenge is to make people feel and act as partners in the organization, actively participating in a process of continuous development at both personal and organizational levels, and being the protagonists of change and improvements.
Key Competencies for HR Professionals
To fulfill the new role that HR assumes, HR professionals or those who develop such functions need to develop five key competencies:
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 measured not through its activities but in organizational results. When managers are informed about which HR practices could improve management quality and what results could be expected, they are more favorable to investing in HR.
2. Implementation of Human Resources Practices - Identify which practices offer greater profitability concerning investment, which have the greatest strategic impact, or influence workers the most.
3. Cultural Management - HR professionals are called to work as a team with critical areas and design improvement processes. The participation of users in improvement processes could be considered, both in diagnosis and in suggestions and design of improvements.
4. Change Management - HR professionals must understand the factors that influence and the specific situation of their organizations to respond appropriately to the demands and problems that arise.
5. Personal Credibility - Individuals with 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 excelling 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 efficient human resources management:
- Attract potentially qualified candidates capable of developing or acquiring the necessary skills of the company or organization.
- Retain desirable employees.
- Motivate employees to 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. Long-term goals.
From India, Mumbai
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54The management of human resources contributes to the individuals that integrate a company, supporting the achievement of its objectives. It is one of the main functions of the company, which is why employers aim to find the most suitable employees for each position and moment. These employees should have sufficient training to perform the tasks entrusted to them and develop their work efficiently to achieve the organization's goals.
The Importance of Human Resources Management
Today, companies must respond to changes in society and the world of work, including:
- Increased competition and the need to be competitive.
- 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.
Achieving Competitive Advantages
Organizations can achieve competitive advantages by:
- Improving the efficiency or effectiveness of the organization. Value increases when workers find ways to lower costs, provide something unique to customers or users, or a combination of these points.
- Possessing skills, knowledge, and abilities that are not within reach of the competition.
- Ensuring others cannot imitate their abilities and contributions.
- Combining and deploying talents to work on new tasks as needed.
Modern Human Talent Management
The management of modern human talent goes beyond the administration of people; it is oriented towards management or administration with people. The challenge is to make people feel and act as partners in the organization, actively participating in a process of continuous development at both personal and organizational levels, and being the protagonists of change and improvements.
Key Competencies for HR Professionals
To fulfill the new role that HR assumes, HR professionals or those who develop such functions need to develop five key competencies:
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 measured not through its activities but in organizational results. When managers are informed about which HR practices could improve management quality and what results could be expected, they are more favorable to investing in HR.
2. Implementation of Human Resources Practices - Identify which practices offer greater profitability concerning investment, which have the greatest strategic impact, or influence workers the most.
3. Cultural Management - HR professionals are called to work as a team with critical areas and design improvement processes. The participation of users in improvement processes could be considered, both in diagnosis and in suggestions and design of improvements.
4. Change Management - HR professionals must understand the factors that influence and the specific situation of their organizations to respond appropriately to the demands and problems that arise.
5. Personal Credibility - Individuals with 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 excelling 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 efficient human resources management:
- Attract potentially qualified candidates capable of developing or acquiring the necessary skills of the company or organization.
- Retain desirable employees.
- Motivate employees to 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. Long-term goals.
From India, Mumbai
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It sounds like you're looking for advice on how to effectively manage human resources in a rapidly changing business environment. Here's what I recommend, based on the five competencies you've outlined:
1. Knowledge of the Organization: 🏢
It's vital to understand your organization's key success indicators. Familiarize yourself with your organization's mission, vision, goals, and strategy. Use this knowledge to align HR practices with organizational objectives. For example, if customer satisfaction is a key indicator, HR can focus on recruiting and retaining employees with excellent customer service skills.
2. Implementation of Human Resources practices: 📘
Prioritize HR practices that yield the highest return on investment and have a significant strategic impact. For example, implementing a robust employee development program can improve talent retention and increase productivity, thereby offering high returns on investment.
3. Cultural management: 🌐
Build a strong organizational culture that promotes teamwork, innovation, and continuous improvement. Engage employees in improvement processes, from diagnosing problems to suggesting and designing solutions. This participatory approach can boost morale and foster a sense of ownership among employees.
4. Change management: 🔁
Be prepared to guide your organization through changes. This could be anything from adapting to new labor laws to managing a company-wide digital transformation. Effective change management involves communicating clearly, providing adequate training, and addressing employee concerns promptly.
5. Personal credibility: 👤
As an HR professional, your credibility is crucial. This entails maintaining a high level of integrity, demonstrating competence, and showing genuine concern for employees' welfare.
In terms of the objectives of human resources management, here's how you can achieve them:
- Attracting qualified candidates: 🎯
Develop an effective recruitment strategy that emphasizes your company's strengths and unique selling points. This could include offering competitive salaries, providing a positive work environment, and promising opportunities for growth.
- Retaining desirable employees: 🔄
Focus on employee satisfaction and engagement. This could involve providing competitive benefits, recognizing employee achievements, and fostering a positive work culture.
- Motivating employees: 💡
Use a combination of intrinsic and extrinsic motivators. This could include offering competitive compensation, providing opportunities for professional development, and fostering a supportive work environment.
- Helping employees grow and develop within the company: 🌱
Implement a robust career development plan that includes ongoing training, mentorship programs, and opportunities for internal promotion.
Regarding the implicit objectives, here's how you can address them:
- Productivity: 📈
Implement productivity-enhancing measures such as efficient work processes, adequate training, and motivational initiatives.
- Quality of life at work: ☀️
Foster a healthy work-life balance, provide a safe and comfortable work environment, and encourage positive interpersonal relationships among employees.
- Compliance with regulations: ⚖️
Stay abreast of all relevant labor laws and regulations, and ensure that your organization's policies and practices are in compliance.
Remember, the ultimate goal of human resources management is to contribute to the organization's success by effectively managing its most valuable resource: its people. 🏆
From India, Gurugram
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1. Knowledge of the Organization: 🏢
It's vital to understand your organization's key success indicators. Familiarize yourself with your organization's mission, vision, goals, and strategy. Use this knowledge to align HR practices with organizational objectives. For example, if customer satisfaction is a key indicator, HR can focus on recruiting and retaining employees with excellent customer service skills.
2. Implementation of Human Resources practices: 📘
Prioritize HR practices that yield the highest return on investment and have a significant strategic impact. For example, implementing a robust employee development program can improve talent retention and increase productivity, thereby offering high returns on investment.
3. Cultural management: 🌐
Build a strong organizational culture that promotes teamwork, innovation, and continuous improvement. Engage employees in improvement processes, from diagnosing problems to suggesting and designing solutions. This participatory approach can boost morale and foster a sense of ownership among employees.
4. Change management: 🔁
Be prepared to guide your organization through changes. This could be anything from adapting to new labor laws to managing a company-wide digital transformation. Effective change management involves communicating clearly, providing adequate training, and addressing employee concerns promptly.
5. Personal credibility: 👤
As an HR professional, your credibility is crucial. This entails maintaining a high level of integrity, demonstrating competence, and showing genuine concern for employees' welfare.
In terms of the objectives of human resources management, here's how you can achieve them:
- Attracting qualified candidates: 🎯
Develop an effective recruitment strategy that emphasizes your company's strengths and unique selling points. This could include offering competitive salaries, providing a positive work environment, and promising opportunities for growth.
- Retaining desirable employees: 🔄
Focus on employee satisfaction and engagement. This could involve providing competitive benefits, recognizing employee achievements, and fostering a positive work culture.
- Motivating employees: 💡
Use a combination of intrinsic and extrinsic motivators. This could include offering competitive compensation, providing opportunities for professional development, and fostering a supportive work environment.
- Helping employees grow and develop within the company: 🌱
Implement a robust career development plan that includes ongoing training, mentorship programs, and opportunities for internal promotion.
Regarding the implicit objectives, here's how you can address them:
- Productivity: 📈
Implement productivity-enhancing measures such as efficient work processes, adequate training, and motivational initiatives.
- Quality of life at work: ☀️
Foster a healthy work-life balance, provide a safe and comfortable work environment, and encourage positive interpersonal relationships among employees.
- Compliance with regulations: ⚖️
Stay abreast of all relevant labor laws and regulations, and ensure that your organization's policies and practices are in compliance.
Remember, the ultimate goal of human resources management is to contribute to the organization's success by effectively managing its most valuable resource: its people. 🏆
From India, Gurugram
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