We are experiencing a tremendous demand in business dynamics and the labor market in terms of what it takes to be at the forefront and be an element that contributes to success in organizations, changes are at an accelerated rate, this of course has an impact results and processes in organizations.
The department of human talent must be the first to detect the demands and needs of the environment and those of each department in order to give necessary and adequate responses, in this sense its members are called to become effective and outstanding professionals in this area of the organization, the Human talent department is a neuralgic area and highly moved in the entities this is due to the main fact that they are the ones that must add value for the other departments, these professionals must help each member of the organization to develop, to have skills, commitment, results and adequate remuneration.
It really impacts me the fact that there are organizations that only have the department of human talent to perform functions related to calculation and payment of wages and labor settlements, these operational processes are important, of course, but it is not the only thing that should Carrying out this important department, it is the right hand of all managers, they are a fundamental part of organizational development.
American professor Dave Ulrich has identified 4 key human resource roles that make organization effective and productive, these are:
1) Expert in Administration and Management (PROCESSES - OPERATIONAL)
- It consists of operating the basic functions of HR and helping the administration of the company. Need to focus on the efficiency of the processes, with the support of technology and outsourcing.
2) Leader of effectiveness and Partner of workers (PEOPLE - OPERATIONAL)
- It consists of managing the contribution of the workers and supporting them in their needs, developing the involvement of the workers Need to be close to the workers, listen and attend to their needs
3) Strategic partner (PROCESSES - STRATEGIC)
- It consists of aligning the HR strategy with the business strategy, with processes whose purpose is to make contributions to the objectives and problems of the business and the final customer, the need to fully understand the business and strategy of each unit, and to generate solutions that contribute to such strategies
4) Change agent (PEOPLE - STRATEGIC)
- It consists of promoting the culture, managing change and evolution and learning of the teams Need to understand the changes and milestones in the company and help the teams to evolve in a sustainable way
The department of human talent must have the operational role and also the strategic one, being a partner for the other areas of the organization collaborating to achieve the objectives, I am concerned about knowing organizations that do not give this department a proper role, this in the majority of cases greatly affects the organizational climate and other aspects of the day-to-day of the organization, which will be reflected in productivity and results at all levels in the entity, personally I have great faith and confidence in these professionals, I have had the opportunity to meet and work with excellent professionals in this area and have given me the appropriate support to help take my management to another level,In the same way I have met and worked with people who do not seem at all professionals of that beautiful career that organizations need so much today more than ever.
My invitation will always be that this department has at all times that strategic and essential role for the evolution of organizations, we let them do what they know how to do best and we do not limit them only to operational tasks related to payroll, having a manager of Human talent that can actually carry out its natural processes and subprocesses effectively is essential, otherwise it will be very difficult to have an organizational development, we have two things in mind, the human talent department must generate value and talent is important but more Still important is what is done with it.
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Author: Lcdo. Michael Aular - Micdan Consulting Twiter: @Micdanconsultin
