This reflection is aimed especially at entrepreneurs and managers who have the responsibility of consolidating the processes of the organization and who have not yet decided to formalize the area of human management.
The Human Management area has become in many organizations a very important managerial support process for the management of labor relations, the strengthening of the organizational culture and the promotion of a good work environment.
Their contribution allows organizations to guarantee the hiring of suitable personnel capable of contributing to the execution of the strategy defined by the company, developing skills that increase productivity through training programs and personnel training, developing activities aimed at well-being employees and their families and integrate the legal aspects required in occupational health and industrial safety.
Having a human management area can result in an important added value in that it allows decentralizing functions and assigning specific responsibilities to other areas, in this way the administration will be able to count on significant support in personnel management.
Although personnel management has traditionally been related to aspects related to compensation, payment of parafiscal contributions and compliance with legal regulations, Human Management allows greater scope for the purposes of collaborators, administrative personnel and other areas that They have a vital responsibility in achieving the objectives of the institution.
Each of the processes of human management contribute significantly to the consolidation of an institutional culture in accordance with the philosophy and way of being of the company and is oriented to offer quality work and instills enthusiasm in each of the collaborators in that the sense of belonging is strengthened.
The process of implementation of the human management area in a company where it does not exist, requires an administrative decision that includes the initial scope of the area, its results and assigned tasks, as well as a time of adaptation and a subsequent evaluation that allows to verify the contribution of the new area in the business context. Initially it is possible that he will not assume all the aspects of this management, but over time he will be able to do so as long as a support team is formed that allows him to lead all the actions resulting from the Human Management planning.
The way forward must clearly interpret your intention to become an ally of management in the search for actions that support the activities resulting from the efforts to obtain or maintain the certifications that have been achieved, follow up on the identified processes and monitor the indicators on which the results of the different areas are consolidated.
Similarly. The human management area has the responsibility of being a support point in the construction of a culture in accordance with institutional guidelines in terms not only of training and strengthening the company's own aspects but also in the generation of development spaces for all those involved in the production and management process.
It is important that the occupant of the position has had some previous experience in the management of personnel and in matters related to Human Management, it is also recommended that said person have some specific training on the subject, either through a Diploma or a specialization that allows you to know the theoretical aspects of human resources management, as well as permanent updating on the subject.
