The term “human resources” refers to the people who are part of organizations and who perform certain functions within them.
People spend much of their time working in organizations. They need people for their activities and operations, just as they need financial, material and technological resources. Hence the name of human resources to describe the people who work in organizations (CHIAVENATO, 2007).
Human resources plays an important role within an organization. That is why there is a department specially assigned to deal with this issue and everything related to this resource. Thus, there is also a detailed process for hiring the personnel who have to work and not only work, which has to become an important part of the company, since many not only work as simple employees but as leaders, either as directors or executive managers of multiple organizations.
Through time the human resource has been gaining momentum. It went from being a simple administrative part to become a well-established department, which is responsible for providing what is necessary for the company's staff. How to find the best resource and polish it according to what is required. Although there has been great progress in this area, many organizations do not have a theory or management methods under which they are governed and this in some cases causes disagreements on the part of employees towards employers. Perhaps this can also be due to the lack of communication, since having good communication is essential between employer and employees, on this depends the efficient execution of the activities and in turn of the results.
For this reason, the human resources department is in charge of providing all possible tools to avoid problems and failures. For this, you must have good management methods and strategies that lead you to obtain the best personnel for the organization.
For this, a human resources administration process has been established over time, which details the process of integrating personnel step by step. Starting with recruitment, which consists of attracting potential candidates to the vacancies offered, through different means of communication that are most effective for the company.
It should be remembered that this applies both to a company with many years in operation, and to a new one that will just open. After this stage comes the selection of personnel. At this stage, the candidate must have the necessary knowledge to evaluate the candidate, since not all those who meet the profile are indicated to carry out some activities. That is why you must be careful, since, if you do not have the ability to select the best personnel, this procedure may have to be repeated. And that causes delays in certain activities.
But it should not be done in a hurry either, because the same will also happen; therefore this stage is very important. This is not to say that the others are less important. Each and every one is of great importance, but at this stage we avoid delays or repeat the process again. Since the next step requires investment and time, since it is the hiring of personnel and training for the functions to be performed, in many cases the personnel who are hired are not always left. They are only there for a short time, when the goal is for them to stay and grow professionally or professionally. However, not everything can be due to a bad strategy in the management of human resources. It may also be that the company does not meet the expectations of the staff. There may be poor communication, bad leadership, unmotivating pay, etc.
If it is a socially responsible company with excellent quality, it will rarely have staff turnover, but that does not mean that it never happens. There will always be a better option for staff. This is due to the personal aspirations that each individual has. For this reason, training for staff development is constantly being created.
They may not be able to meet all your expectations within a company, but you can develop your full potential in order to give better results, or become the best staff within the company. And this is determined by performance evaluations. These can be from time to time, according to the planning of the department.
There is not in itself a limit of evaluations per year. Those that are necessary can be carried out as it is a way of measuring the level of human resources. And it is an area of opportunity to determine in which section of the organization there are deficiencies or possible problems that prevent the fulfillment of the objective or objectives.
Having this procedure is part of good human resource management. But it is not all that it entails since another of its functions is to maintain a good working relationship between the staff and the company. As previously mentioned, it promotes and provides the necessary tools to keep the organization afloat and thus achieve success in each and every one of the areas and the fulfillment of its goals.
