For a few years (at least in Argentina) the Human Resources Issue has taken center stage both in small and large SMEs and in larger companies.
The downside of the case is that this role is banal, unproductive.
They remember the true specialists in Marketing ……… well now there are courses everywhere and most of the people have taken courses in Marketing, Coaching, Negotiation, ………..and the list is long.
Well I think that 35% of the working population from 25 to 70 are Consultants in "some kind of marketing" (not counting MBAs, of course 9.
The same is happening in Human Resources. There are practically no more specialists (one semester course is enough to obtain a certificate).
They are all Human Resources Consultants: psychologists, lawyers, accountants, economists, secretaries, receptionists, manicurists, and why not my aunt who informs me daily of the news of the so-called labor market.
And the HR products are sold:
- Motivation: ranging from Reiki, Yoga, Decontracting massages, Sports and social events, vouchers for a spa, trips, nurseries for working moms, and all the etceteras you can imagine.
- Career plans: which became a permanent evaluation, with the intervention of vocational psychologists, behaviorists, Lacananians and marketing graduates, who meet endlessly with the staff to end up proposing the creation of absurd ladders.
- Talent detection: let him know where they will be hidden !!!!!!!!!
- Skills assessment: this is where CDs for all types of Test are bought and used. Then a folder is filled with an amount of information ……… ineffective that makes managers or Headlines shrug their shoulders, but knowing that they finally did something for and for the staff.
- And the inevitable bibliography on the subject for an “updated SME”, which includes Excel manuals, power point, books, magazines, ………. A “For You” but Human Resources.
As a Human Resources consultant, I am not against staff motivation, employee career monitoring, or competency assessment for a job change. The problem is the banality with which it is applied.
We talk and use motivation so much but …………….. do we really motivate?
We use all the motivational tools but when it comes to filling the position as Head of Current Accounts, we called a friend because she can be trusted ………..or we talked about the crisis with the staff on the basis of the salary arrears but we arrived with our new Megane. We can also ask them for an extra effort since “things are tough”, but the incumbents are never found in the company ………….
Much gre gre to say Gregorio ………..
The thing (in a philosophical sense) is much simpler but requires more professionalism.
It is necessary to return to the work culture and not promote both a prize and an acquired right simply for developing a paid task.
Is it good to motivate staff? Yes, but when necessary.
Good performance, extra effort, good disposition ………
You have to make the job itself a motivating agent.
Do they motivate me to be a mother?
Am I motivated to be a wife?
They motivate me not to steal?
You must do what you have to do.
In our country we go from “slavery” to spoiled employees who ask for OSDE in the preliminary interview, along with training in the company translated into paid courses, a work environment where everyone is friends, exam days (before the exam, during, and later due to the post-traumatic effect) and a career plan that ensures quadruple your income in two years with the possibility of being General Manager.
Does it seem exaggerated? Well, I invite you to hold job interviews at my consulting firm.
Let's promote a work culture and demand it from the applicants we select as ourselves. It is not a thing that we get lost in fashion and we find ourselves looking for an Architect to repository of construction materials just so that "others know" that our firm, certified with all ISO, works with suitable personnel and "at the service of the client".
