Summary
In this essay the correlation between the decisions and applications of human resources and the impact it has on the organization, a common practice in the administration of human resources in companies during a period of crisis, will be revealed. Budget cuts are commonly related to personnel, through layoffs and hiring restrictions, among others. However, this decision does not take into account the quantification of the contribution of the staff to the performance of the company.
Abstract
This paper will present the correlation between the decisions and HR applications and the impact on the organization, a common practice in human resource management in business for a period of crisis, is that the first budget cuts are commonly related to staff through layoffs and hiring restrictions, among others. However, this decision does not take into account the quantification of the staff contribution to company performance.
Introduction
Human resources management is a current and modern term of what was previously known as personnel administration or personnel management, however human resources managers continue to perform the same traditional functions as personnel managers, but the scope The importance of their area of responsibility has been altered significantly, although instead of being the corporate watchdogs, human resource managers now take a strategic leadership role in business organization.
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 most decisive tasks.
"The companies of today are not the same as yesterday, the changes that arise daily in the world notoriously influence the daily actions of each company"
Human resources and the current organization
Current human resource management practices focus on communicating the importance of each employee's contribution to the organization's strategic objectives and constantly emphasizing teamwork. Delegate levels of authority and decision-making to employees to make them owners of internal processes and reinforce individual and team commitment to achieving the organization's objectives through a wide range of awards and reinforcements. The organization, in order to achieve its objectives in this globalized world, requires a series of resources, and strategies, these elements that, properly managed, will allow or facilitate the achievement of its objectives.
The integration of human resources plans with general operational performance plans, to fully meet the development needs of the workforce. Human resource plans must be driven by general strategic plans and involving all employees at all levels and in all functions.
It is evident that the development of the company is related to the efficiency and results of the employees, so any action taken by the company and the Human Resources professionals as responsible for the management of people and intangibles is aimed at empowering Human Capital of a company, which will necessarily benefit its final management and generate economic results.
The globalization of business means that more and more companies operate in different countries or have links with suppliers, customers, sellers from foreign countries. This new paradigm has impacted human resource management, with a greater number of expatriate executives, virtual teams, people who have their boss in another country. There are factors that determine human resource management in globalization such as the type of company, cultural, economic, social, and legal factors.
Teams encourage a free flow of participation and interaction among their members.
That is why it is so important to manage and coordinate them globally. An increase in available information puts Human Resources in a better position to evaluate Human Resources programs and policies in the organization, not only in terms of costs but also in terms of effectiveness and risk. Such capacity is especially important in the event of an increase in global staff, where staff move between countries and perform across borders.
Based on experience, a significant number of Human Resources officials have not even begun to engage in these new strategic challenges. In fact, many are still working on the first generation of transformation of the Human Resources function, which focuses on improving its efficiency and effectiveness. These internal Human Resources capabilities, once achieved, may provide the basis for the role of
Human Resources is dedicated to critical business challenges by providing strategic solutions. However, these are only one step in the transformation process.
Our country is in the same situation and it is the responsibility of the leaders of local and international companies that carry out their work in our country to actively participate in the achievement of prosperous organizations capable of surviving times as difficult as today. The wealth and well-being of our country largely depends on the way in which both public and private institutions are managed. It is these companies that provide the jobs, products and services on which our economy is based.
"The future of Human Resources"
In the coming years, companies around the world will face unprecedented Human Resources challenges: chronic talent shortages, relentless pressure for growth, constant change, and a global workforce.
Human resources today:
The members of the Human Resources team are; leaders, innovators and agents of change.
Consultants, evaluators, with knowledge of today's technology and more than anything futuristic.
They have full knowledge of the company and the industry.
Most of all, they know in depth the strategic plan of their company since they have participated as part of the whole in its realization and they give support and direct the culture of the company towards the achievement of results.
The only way for an organization to stay ahead of its competitors is through continuous improvement. However, many companies are saturated with the constant need for change.
Human Resources can play a key role collaborating with the organization in the improvement of future capacities without this entailing a decrease in productivity.
conclusion
Finally, I consider it important to point out that for several years the companies, the vast majority of which have responsibly assumed the demands of labor competencies and the training processes that are always associated with change processes, since this also implies the creation of new skills, to consolidate changes based on the creation of new cultural values.
At the international level, the most recognized and used methodology for dealing with the issue of measuring the impact of the Human Resources Administration is to adjust to the process of change and to the challenges in the constant growth of the workforce that the globalization of the world of current Organizations.
“The important thing in learning, the possibility of exploring a diversity of challenges fixed to the administration of Human Resources, is the opportunity to adopt different roles in a team, experience in persuading and negotiating with colleagues about their different visions of a situation in this globalized world.
Bibliography
- UNAM, Faculty of Accounting and Administration, (December, 2006), Accounting and Administration Magazine, "The training of administrators in the new international environment", Number 220, pp. 123-144 "Competences in Human Resources Management", Miguel García, www.gestiopolis.com, 2003.
