Management and administration of human resources

Why should we prepare?

There are changes that influence the administrative and organizational development of companies, which is why trends must be kept in mind, some of them ongoing, (Kenichi Ohmae in his book The next global scenario says: The global economy, interconnected and interactive, it is a reality) which have implications as well as human resource development, let us cite some examples:

The use of computers, microcomputers that both teachers and students require. Adult education, continuous learning. Today's organizations require human resources with more knowledge and skills. Reeducation in organizations to fill new jobs. internationalization within a global perspective, where the human resource must be more prepared.

Scenarios where the Company Interacts

In order to face these changes and follow the development of trends, it is necessary to apply new approaches, policies, readjust organizations, prepare for change, and face new leadership styles and an organizational culture consistent with the development that has come upon us.

Focusing or dying, there will come a time when you will have to choose the precise tasks that you should carry out and which ones you should delegate, what direction you should take and not go around all around without aiming.

In the new scenarios, through which we are traveling, three aspects that stand out for their importance can be identified: Globalization, the permanent change of context and the valuation of knowledge.

DEVELOPMENT OF THE TOPIC:

The old definitions that use the term Human Resource are based on the conception of a "substitutable" man as one more cog in the machinery of production, as opposed to a conception of "indispensable" to achieve the success of an organization.

When the term Human Resource is used, the person is being cataloged as an instrument, without taking into account that this is the main capital, which possesses skills and characteristics that give life, movement and action to any organization.

The loss of capital or equipment has the coverage of an insurance premium or the obtaining of a loan as possible means of solution, but for the flight of human talent it is not possible to achieve these means of solution and, furthermore, they are not possible to adopt.

How do we start?

It takes years to recruit, train and develop the necessary personnel for the formation of competitive work groups, that is why organizations have begun to consider human resources as their most important capital, and the correct administration of them as one of their tasks. more decisive.

Recruitment is about attracting candidates who can fill the positions of the organizational structure. Before proceeding, it is necessary that the requirements of the positions (which must be directly related to the task to be performed) have been identified, which facilitates the recruitment of external candidates.

However, the administration of this resource is not a very simple task. Each person is a phenomenon subject to the influence of many variables, including differences in skills and behavioral patterns that become very diverse.

If the organizations are made up of people, their study constitutes the basic element of the organizations, and particularly of the Administration of Human Resources. (The recruitment and selection of capable personnel leads us to obtain a spirit of cooperation from all the personnel, in order to fulfill the mission of the organization and, the correct use of the services of the personnel in an effective way, that is, the rational use of human resource efforts).

The process of endowing human resources in the organization occurs, because it provides people who will use their muscles and minds, helping to make the mission of the company a reality. Staffing requires planning (current and future evaluation and development of a future program) and the necessary provisions that guarantee adequate recruitment, that is, that it is neither excessive nor scarce (some say the optimal size of the workforce).

The success of the recruitment is to define with all care and precision what the position demands of the candidate who is going to fill it, along with their remuneration that must be appropriate and competitive.

An effective performance management system helps to have winning employees, much more than the old system of qualifying and reprimanding them. The best management includes day-to-day coaching that congratulates employees when they do things right and redirects their efforts when they lose their way.

Taking this as a basis, the next step is to start a process to form a group of candidates from which to select the most or most qualified and integrate them into the organization.

Continuous monitoring of human resources requires carrying out training and development programs for all employees in combination with a periodic evaluation of their actions. For this reason, the manager becomes a leader and assumes the human resource endowment, as described in the following graph:

Endowment of Human Talent

Why worry so much about human resources?

The management of human resources, although it includes, the planning and specification of the personnel that the organization needs, assumes a number of actions to be carried out, of which we can cite the following: recruitment that we already mentioned in the previous paragraphs, selection, coupling, retribution, training, development and finally evaluation.

Here we can distinguish three activities (contracting, maintenance and development) that are related to each other and that have to do with human resources, and which can also serve as the basis for making an internal diagnosis in the organization.

Analysis of the Learning Organization

ANALYSIS OF THE LEARNING ORGANIZATION:

Companies must take into account the culture of the society in which they are operating. American multinationals, for example, cannot move the Milwaukee methods directly to central Mombosa and expect them to work harmoniously.

The «organization of learning» is cataloged as a key to competitiveness. Furthermore, flexibility for the development of human resources through development programs must be taken into account, as well as considering the elevation of the living standards of the resource. human that makes up the organization, this considered within the Human Resources Policy.

As long as there is no consensus on the exact meaning of the learning organization, many will agree that in this organization uncertainty will abound, therefore a strategy should be used whereby delegating responsibilities to the middle managers, they will strive to improve and foster collective loyalty.

The organization of learning provides examples of needs at the organizational level, which could be addressed through training. Organizational needs can be categorized as maintenance, efficiency, and culture of the organization.

Maintaining the organization aims to ensure a stable supply of skills. Skill imbalances can initiate a training need to prepare individuals to switch to new employment tasks or to take on redesigned roles.

Indeed, an important reason to increase training in many organizations is that the existing workforce must acquire decision-making skills, problem solving, teamwork, and displaying other behaviors in support of "quality."

ORGANIZATIONAL TRANSFORMATION:

Where does the human resource appear as a dynamic manager of change?

As companies become more dependent on knowledge, human resources are increasingly seen as a strategic asset.

Today's organizations aim at organizational transformation, where people intervene as one of the fundamental pillars of such transformation, so that for some organizations models can be applied to develop their organizations, and it is here that the human resource appears as a dynamic manager exchange.

Jason Jennings, in his book Think big, act small presents us with the case of Koch Industries, and how human resources adapt to principles that the organization requires:

- All transactions must be made with integrity and in accordance with the law. - We must all strive for 10,000% compliance: 100% of us must comply 100% of the time. Value creation. - We must all create lasting value. by economic means and to understand, develop and apply the principles of the so-called “market-based management” to obtain superior results. There should be no waste. Entrepreneurship.- We all must demonstrate a sense of urgency; discipline; responsibility; judgment and initiative; be skilled in economic and technical matters; and have the mentality to take the necessary risks to contribute in the best way to the company. Focus on the client.- We must all understand clients and build relationships with them that allow us to anticipate and satisfy their needs profitably.- We must all seek and employ the best knowledge in decision-making and proactively share that knowledge in challenging processes. - We all must embrace change, imagine what might be possible, challenge the status quo and drive creative destruction. Practice humility and intellectual honesty, and always try to understand reality and handle it constructively to create real value and improve individually. - We all must treat others with dignity, respect, honesty and sensitivity, and encourage and practice teamwork. - We all must create value and produce results in order to realize our full potential and to truly enjoy our work.

If the definition of organizational is framed under new paradigms, human resources are part of the scheme and contribute to the achievement of working under this new scheme. (SEE GRAPH 5)

New employees in any company often behave according to what they see from other employees, not what they indicate. This can range from dress code to, for example, respect for technology and respect for standard working hours. It can also include the importance attached to symbols; for example, to exclusive parking spaces, or to the way they address bosses (by name, surname, or just their initials). Employee behavior is also influenced by stories and myths….

HUMAN RESOURCES AND QUALITY:

What do human resources contribute to quality?

The success of organizations depends on the way the company is managed and the treatment of human resources, people are the key to the business; for this reason, they must be integrated into a motivating project, one that delights and that they feel as their own, and quality is incorporated as the fulfillment of the specifications, in virtue of the fact that each person knows perfectly what, how and when to do their work, and this allows obtain a predictable and therefore controllable result.

A quality system has as its main objective that the company works in synchrony, in the same way that the orchestra works. In this way it will be possible to ensure that the services provided are subject to specifications, and therefore comply with quality standards that have been previously established.

The manager's mission lies in the adequate treatment of human resources as a way of assuring the future, this implies specific training for all people, at all levels, based on the treatment of resistance to change, providing solid training for the group consciousness.

Technical training is not enough, it is necessary to have plans for personal growth and interpersonal relationships as a way of guaranteeing the development of organizations and their subsistence in a globalized environment.

Non-competitive organizations have no future and cannot expect to continue in the market.

Kenichi Ohmae in his book describes the change in Dalian city which became the most dynamic industrial center in China. Its inhabitants live in a city that has its own intercity train system, as well as good housing, many parks and recreational facilities, and above all, clean water and air. It also has a good reserve of well-trained personnel, supplied by various universities and technical institutes, and its demand for labor seems to be insatiable.

The changes are constant and they happen more and more quickly, the decisions that are made today cannot serve tomorrow, so the people's resistance to change is the great enemy of the company, which is forced to make the changes. they are necessary to be competitive and survive. (SEE GRAPHIC: 3 many organizations today seek to empower people in the organization to achieve goals and objectives)

RECOMMENDATIONS:

When and how to start to achieve the best of human resources?

Bob Vause in his book Strategic Analysis of Companies states: The efficiency of a company can be defined as the relationship between the output of its products or services and the input of the resources necessary for its production…., One of the main responsibilities of management is to make more efficient the use of human, physical and financial resources for a company.

Ken Blanchard in his book the secret (a business story) says: Helping people to enhance their strengths is one of the most satisfying aspects.

If companies wish to become high-performance organizations, strategies must be established that satisfy their interest groups (customers, employees and owners) by applying continuous improvement to their critical processes, aligning with human resources in order to achieve performance improvements in order to obtain satisfied customers, grateful and loyal employees, for which contextual motivation makes people carry out processes faster than the competition.

On the other hand, it is very important and key to dramatically increase people's motivation for all this to happen, that is, to involve people in the development of change programs, where managerial commitment and leadership are the essential foundations for competing. in the current scenario.

The success of the organization will depend on the performance of its workers, which is why human capital is the most valuable resource, and the result of all this is to get workers with appropriate skills to do the new job.

Organizational development, on the other hand, is a set of methods that help companies to improve themselves, mainly through change management.

CONCLUSIONS:

The main challenge facing society is the continuous improvement of the organizations that comprise it.

Human resource management contributes to improve the development of organizations.

To carry out their role, personnel departments need to meet multiple objectives that are sometimes conflicting. (Due to lack of human resource cooperation and training, this occurs in countries such as Ecuador, where I have noticed this, but not in others where there are already references that have bet on human resources as the axis of development, and have managed to reach higher levels within the RH administration).

Many times the integration of staff is affected by factors such as educational level, attitudes, laws, supply and demand of human resources.

It is necessary to face the social and personal needs of the organization, these objectives can be achieved through diverse personnel activities, focused on maintaining, using, evaluating and maintaining an effective workforce, that is, developing qualities and skills such as: communication, to making decisions, attitude to work, oral communication, good judgment, maturity, habit to work and finally interpersonal relationships.

Adequate training of human resources so that they perform a good job, which will lead to the perfection of the position they occupy.

It cannot be ignored that there is a growing illiteracy in workers, as well as the aging of the workforce, it should be noted that in my country Ecuador we still suffer from these evils, and it is necessary to highlight what Peter Drucker says: “do that ordinary people do extraordinary things ”with preparation and dedication I think that this thought can be achieved for emerging countries.

Finally, in my view of the proper use of human resources, it has to do with leadership and even more so with its creativity, it takes patience and it is necessary to think about how to develop it, in private institutions you can do more things than in private institutions. Public institutions, in the latter it is time to work more with this resource since in a certain way they are already part of the workforce, and there is no other way than to adapt and get involved with this element that is part of the institution, moving forward is the subject to in order to develop human resources, and that this leads us to improve and achieve what is planned.

EPILOGUE:

Human resource development (Singapore):

Given the absolute lack of natural resources, since even drinking water is imported from Malaysia, Singapore has depended almost exclusively on the talent and skills of its population for its economic development. In this context, education and training have been the basic pillars of the economic success of this small nation.

Rodrigo Villamizar describes in his book Zenshin, Singapore's strategy for human resource development has been guided by three basic principles: First, educate each individual to their full potential. Second, develop a workforce that responds to the needs of any industry worldwide. And third, the training and updating must be continuous.

Singapore's strategy for human resource development has been guided by three basic principles: First, educate each individual to their full potential. Second, develop a workforce that responds to the needs of any industry worldwide. And third, the training and updating must be continuous.

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