The Human Resources Analyst position is a widely requested job opportunity today, which requires advanced knowledge in Human Resources. From a conceptual point of view, she is a specialist in the organizational field, in the study of human resources distributed throughout an organization. They must be capable, through their skills and specialization, of enabling continuous improvement of the Human Resources department and the organization.
Keywords: Human Resources Analyst, Human Resources, Human Resources Management, professional profile.
INTRODUCTION
One of the realities of the workplace, which as a society we have built in the 21st century, is the massive and growing search for employment through the Internet: online job boards, virtual platforms to create professional profiles, social networks and general ad sites. On numerous occasions, we find advertisements offering vacancies that interest us, but that nevertheless do not require a specific title, or do not have the proper name of a formal career, but rather, refer to a position. Such is the case of the Human Resources Analyst.
Perhaps, we will all agree, that when we find the concept "Human Resources" in the name of the position, we assume a priori that to fill such a vacancy, studies related to business management are required, such as commercial engineering, administration of companies (technical and professional level), public administration; or complementary professions that require specialization, such as organizational psychology and social work, among others. However, there is no total clarity about the specific functions of this position, beyond the descriptions made by each company, regarding it.
The objective of this column is to briefly propose a more or less general professional profile of a Human Resources Analyst, and a list of fundamental skills, which will allow applicants to trace a professional training path, and / or identify their aptitude staff to apply.
THE HUMAN RESOURCES ANALYST
The Dictionary of the Royal Spanish Academy does not express any definition of the term "Analyst", which directly refers to what it could mean in terms of Human Resources.
Point out that an analyst is:
- Person who does chemical or medical analysis Person who is dedicated to the study of mathematical analysis Psychoanalyst Regular observer of a field of social or cultural life Person who carries out computer analysis (Real Academia Española, 2016) What remains to be done is to build, based on these references, an own definition of what an "analyst" is in our context.
For this work, it is proposed that "Analyst" is a person who is dedicated to the habitual observation, study and analysis 1 1 of an organizational environment.
1 Detailed study of something (…) (Real Academia Española, 2016)
On the other hand, human resources are people who enter, stay and participate in the organization, at any hierarchical level or task (…) They are distributed at the institutional level of the organization (management), at the intermediate level (management and consulting) and at the operational level (technicians, assistants and operators, in addition to first-line supervisors). The human resource is the only living and dynamic resource of the organization and decides the management of the others, which are physical or material. In addition, they constitute a type of resource that has a vocation aimed at growth and development (Chiavenato, 2001, p. 128)
Adding everything up, the Human Resources Analyst would be at least, from a conceptual point of view, a specialist in the organizational field, in the study of human resources distributed throughout an organization.
According to the CONFINEM Business Consulting (2016), the analysis of human resources pursues two main objectives : the first consists of diagnosing the structure and qualification of the current group of people that make up the company, and the second in diagnosing practices and processes that are carried out to get the necessary number of people, with the appropriate skills, in the required place, at the right time and under the criteria of efficiency.
It can be assumed, due to the foregoing, that the Human Resources Analyst must have a broad knowledge of all the functions that are developed in the human resources departments in companies. This brings us to the question, How does an Analyst differ from a (Human Resources) Administrator?
Possibly, every Human Resources Administrator must be an Analyst at the same time, which implies a wide range of specific knowledge and skills in the field.
When reviewing internet advertisements, in which human resources analysts are requested, it is possible to find among some of the requirements, the following skills and knowledge:
- Ability to manage, control and analyze information from the Human Resources area Processing of remunerations, benefits and social security procedures Preparation of contracts and salary settlements Planning and execution of recruitment and selection processes Coordinate performance evaluation processes Manage system of internal training. Based on all that has been discussed, a general professional profile is proposed for this position in companies.
PROFESSIONAL PROFILE OF THE HUMAN RESOURCES ANALYST
Job title: Human Resources Analyst
Position of the position in the organizational structure:
Submanagement
Charge higher than that reported:
- Human Resources department manager General Director of Human Resources.
Positions it supervises:
- Recruitment, Selection and Hiring Manager HR Training and Development Manager Welfare and Social Protection Manager
Objectives of the position:
- Continuously improve the operation of the Human Resources Department in the company. Provide and develop qualified personnel for the organizational structure.
Job functions:
- Continuously analyze the organizational structure of the company Generate Human Resources strategies that allow increasing productivity Lead processes for measuring the work environment and promote actions to improve it, favoring a motivating work environment Maintain internal communication channels between the different levels of The organization Manage the company's social protection system Design and implement strategies for recruitment, selection, hiring, training and evaluation of Human Resources.
Competences of the position
According to the organizational psychologist Sáez (2013), If there is an operational competency management model in the organization, it is vitally important that they are made explicit in the position profile. In fact, these should be the starting point for your design, however, since not all organizations have an updated catalog of competencies, I have opted for this less purist description of the position profile.
The following are basic, behavioral and functional competencies:
Basic skills
Problem solving ability and performance under pressure; oral and written communication skills, leadership.
Behavioral Competencies These skills and behaviors may vary according to organizational norms and principles. In general, the following can be mentioned: Proactivity, rigor, flexibility, achievement orientation, responsibility, commitment.
Functional skills Broad domain of current labor legislation.
- Ability to plan, organize, control and evaluate processes. Advanced knowledge in Human Resources management. Ability to analyze organizational structures. Ability to create, execute and evaluate internal communication channels Wide domain of the current social protection system.
Applicant requirements:
a) Academics
- Professional Title: Execution Engineer in Business Administration. Execution Engineer in Human Resources. Commercial Engineer. Engineer in Public Administration. Public administrator. Organizational Psychologist, Social Worker of Organizations Technical Title: Higher Technician in Human Resources Administration. Legal Technician Specialization: Diploma or Mention in Human Resources. Postgraduate in Human Resources management Desirable postgraduate (Master's, Magister) in Human Resources management.
b) Work experience To be determined by each company.
CONCLUSION
The Human Resources Analyst is a comprehensive professional, who should be considered at a sub-management level, due to the multiple areas of organizational knowledge in which they must take part.
He is a member of the company of vital importance for the efficient functioning of the Human Resources department, providing solid knowledge and skills that favor continuous organizational improvement. Although it is not possible to identify substantial differences with respect to the Human Resources Administrator, it is possible to know from his conceptualization, the role that he must fulfill in an organization.
Candidates interested in being Human Resources Analysts require specialization and extensive knowledge management in labor legislation, in management and about the current social protection system.
From this reflection, it is possible to devise possible specializations in Human Resources Analysis, to generate and strengthen the required competencies, indicated in this work.
BIBLIOGRAPHIC REFERENCES
- Chiavenato, I. (2001). Human resources management. Bogotá: McGRAW-HILL.CONFINEM. (May 22, 2016). The analysis of companies: Analysis of human resources. Obtained from http://www.mirelasolucion.es/blog/analisis-empresas-recursos-humanos/ Real Academia Española. (May 22, 2016). Royal Spanish Academy. Obtained from Dictionary of the Spanish language: http: //dle.rae.es/? Id = 2Vga9GySáez, L. (2013). The job profile How is it done? What is it for? Retrieved on May 22, 2016, from Organizational Development:
