Introduction
This essay aims to show what human resources management is, the points that are taken into account and that are of importance for the selection of personnel, the analysis of positions and other things that comprise it. The Human Resources function with these tasks is to align the HR area or professionals with the organization's strategy, which will allow the implementation of the organizational strategy through people, who are considered to be the only living and intelligent resources capable to carry out certain roles that are necessary.
Abstract
In the following essay is intended to show what is human resource management. The points are taken into account and that are important for recruitment, job analysis and among other things that comprise it.
The Human Resources function with these tasks is to align the area or HR professionals with the strategy of the organization, which will implement the organizational strategy through people who are considered as the only intelligent living resources capable of carrying out certain papers that are necessary.
Human resource management and the impact on the organization
In business administration, human resources (HR) is the name given to the work contributed by all the employees or collaborators of an organization. But the most frequent thing is to call the function or management that is in charge of selecting, hiring, training, employing and retaining the collaborators of the organization. These tasks can be performed by a specific person or department together with the managers of the organization.
The basic objective that the Human Resources function pursues with these tasks is to align the HR area or professionals with the organization's strategy, which will allow the implementation of the organizational strategy through people, who are considered the only ones Living and intelligent resources capable of leading to organizational success and facing the challenges that are perceived today in strong global competition. It is essential to highlight that people and human resources are not managed, but are managed with people, viewing them as active and proactive agents endowed with intelligence, creativity and intellectual skills.
Generally, the Human Resources function is made up of areas such as recruitment and selection, hiring, training, administration or personnel management while in the company. Depending on the company or institution where the Human Resources function operates, there may be other groups that carry out different responsibilities that may have to do with aspects such as the administration of employee payroll or the management of relations with unions, among others.. In order to execute the organization's strategy, the administration of human resources is essential, for which concepts such as organizational communication, leadership, teamwork, negotiation and organizational culture must be considered.
The Human Resources strategy of companies seeks or tries to add value to the company and they start from the well-known definition of the vision, mission, values and even the priorities or margin of action of the human resources function. Therefore, it is evident that the development of the company is related to the efficiency and results of the employees, so any action carried out by the company and the Human Resources professionals as responsible for the management of people and intangibles is aimed at promoting to the Human Capital of a company, which will necessarily benefit its final Management: Generate Economic Results.
To achieve this purpose, it is necessary to invest in training, explore their skills and enhance their work to make work more efficient, since it is evident to mention that the more prepared a company's human resource is, it is logical to think that the more satisfied the person will be. client in the end and therefore this will impact the economic and financial results of the company.
Human resource management systems or human resource information systems, also known as HR, refer in particular to planning and data processing activities to integrate them into a single management system.
Purpose
Personal planning has the following purposes:
- Make the best use of resources Collaborate with the company to obtain benefits Plan strategies and tactics for cases of business expansion or reduction.
Personnel planning from a general point of view will try to ensure quantitatively and qualitatively (direct and indirect, administrative, middle and managerial workers), the personnel needs in order to support the general plans of the company.
When drawing up the visions, it is advisable not only to study them under an optimistic approach to development, but also to analyze the possibility of an economic contraction that would require taking restrictive measures. The forecasts should cover all the possibilities that may arise. Its convenient flexibility will allow taking the necessary measures at all times for each circumstance. Amplitude and flexibility are, therefore, two of its essential characteristics.
From an individual point of view, planning includes the professional, human and economic development of personnel, through promotion based on timely training, through the study of the skills and potential of each person, allowing their classification in order to said promotion.
The system to be used to plan the development of the personnel, individually considered, in order to insert it, formed and promoted in the general plans of the company, includes the study of the structure of the company as a starting point, the study and layout of the organizational chart in the middle and in the long term, the valuation or estimation of the men who make up the workforce, that is, what is called an inventory of human potential, politics of substitutes or replacements, salary planning, planning of training and selection, and the study of positions of work.
Staff pick
It is the first question in relation to the personnel that is posed to the company; selection to be given both for the entry of personnel into the company and to affect the personnel admitted to the different jobs to be filled.
In the personnel selection process, it is decided whether or not to hire the candidates found in the search previously carried out. It is important to previously distinguish between professional competence, defined as the set of abilities of different nature that allow achieving a result; competence is linked to professional performance, is not independent of the context and expresses the human requirements valued in the man-work relationship. On the other hand, it is necessary to distinguish the professional qualification, defined as the set of professional competencies with significance for employment that can be acquired through modular training or other types of training and through work experience. Therefore a qualified person is a prepared person, capable of performing a certain job,who has all the professional skills required in that position.
This selection has different steps:
- Determine if the candidate meets the minimum predetermined skills for the job. Assess the skills and professional qualification of the candidates who passed the previous stage, through technical and / or psychological evaluations. Assign a score to the evaluations carried out in the previous point. Depending on the score, decide who will be offered the position.
When planning this process, the importance of reliability in the instruments for measuring the capabilities of potential candidates must be taken into account, such as the degrees obtained, the career path, interviews, etc. As well as the validation between the results of the evaluations to which a score was assigned and the concrete ability to do the work. To carry out the personnel selection process, different tests and reliable tests must be designed where the applicant demonstrates if he is capable of carrying out the work. In turn, these instruments must be validated in terms of the content of knowledge that applicants must have and in terms of practice, in the application of that content. In this way it can be highlighted that it is not possible for a selection method to be valid if it is not reliable.
Recruitment and selection
As a first step to recruitment a vacancy should arise. The Human Resources department must decide whether it is necessary to hire a person on a seasonal, contract, part-time or full-time basis. After the decision is made, the job vacancy is disclosed to attract individuals with the necessary characteristics for it.
Job analysis
When companies establish new positions within their company, it is necessary that they establish the characteristics of this position so that potential employees can know what skills or abilities they need to be chosen and if they meet all the requirements. For this it is necessary to design the job, this is done by establishing the tasks and responsibilities that the person who has this position must carry out with their work team.
After the job is designed, the tasks, duties and responsibilities expected to be performed on the job must be identified. The skills that the person must possess to correctly fulfill the tasks that are requested are also established. This process is known as job analysis. This process is extremely important because it helps prospective employees or the person already hired to learn about the company's essential needs for this position. This makes the company profit by hiring highly qualified people and avoiding problems due to lack of knowledge or skills.
In the analysis of jobs there are two derivations: the job description and the specifications. The job description consists of a written summary of tasks, responsibilities, and working conditions, plus a list of details. Job specifications are the necessary and detailed skills necessary to successfully complete the position. When the job description and specification are very detailed, they help to improve the quality of service and lead the company to a higher level of performance within a company because despite the fact that in almost all companies there are very similar positions, each one It has a different purpose, policy and way of working. This is why, despite the fact that each position is very similar,the details help to better understand the company's need.
If carried out appropriately, this tool can also be used for other company processes, such as establishing financial compensation, checking whether an employee is fulfilling the functions of their position, planning training actions, depending on the guidelines that are established for the job, or promote employees.
Goals of Human Resource Management
The general objective of the Human Resources administration is to improve the performance and contributions of personnel to the organization, within the framework of an ethical and socially responsible activity. This objective guides the study of the Human Resources Administration, which describes the actions that administrators in this area can and should carry out. From here derive the following specific objectives:
- Social objectives: The contribution of the Human Resources Administration to society is based on ethical and socially responsible principles. When organizations lose sight of their fundamental relationship with society, they not only seriously fail in their ethical commitment, but also generate trends that inevitably impact against them. One of its responsibilities is to provide sources of employment to society, where people can develop and contribute to the growth of the organization. Corporate objectives: The Human Resources administrator must recognize that his activity is not an end in itself.; only an instrument for the organization to achieve its fundamental goals.The Human Resources department exists to serve the organization by providing and managing the personnel that support the organization to meet its objectives. Functional objectives: Keeping the contribution of Human Resources at a level appropriate to the needs of the company is another of the fundamental objectives of the Human Resources Administration. When the needs of the organization are insufficiently met or when they are excessively met, a waste of resources is incurred.Personal objectives: The Human Resources Administration is a powerful means to allow each member to achieve their personal objectives to the extent that they are compatible and coincide with those of the organization. So that the workforce can be maintained,Retaining and motivating it is necessary to satisfy the individual needs of its members. Otherwise, the organization may begin to lose them or levels of performance and satisfaction may decrease.
conclusion
The human resources administration has the purpose of being able to make a selection of personnel with the organization's strategy, which will allow the implementation of the organizational strategy through people, who are considered the only living and intelligent resources capable of leading to success. organizational and face the challenges that are perceived today in the strong global competition. The Human Resources strategy of companies seeks or tries to add value to the company and they start from the well-known definition of the vision, mission, values and even the priorities or margin of action of the human resources function. The job description consists of a written summary of tasks, responsibilities, and working conditions, plus a list of details.Job specifications are the necessary and detailed skills necessary to successfully complete the position. With this, it is possible to determine that in order to conclude and determine a series of steps, it must be analyzed and detailed if it is approvable and suitable for the position.
