The management of human resources contributes to the human beings that integrate a company supporting the achievement of the objectives. 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 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. Long-term goals.
From India, Mumbai
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54The 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 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. 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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