At AUREN we have developed the GRH 27001 EX: 2003 Standard, Rules for the Implementation of a Human Resources Management System, which represents a proposal for the systematization of Human Resources management in the company through the development, implementation and maintenance of a Human Resources Management System. Human resources management.
Everything starts from the conviction that the role of people in organizations is a key factor for their development.
Hence the importance of proper Human Resource Management, that is, of its planning, organization, direction, control and evaluation.
Furthermore, Human Resources Management affects all the activities of the company's value chain in which there are people performing their work and consequently involves all its areas.
It is essential and therefore determines the company's strategy.
These aspects mentioned are those that justify the innovative effort made by AUREN for the elaboration of this standard, pretending that the implementation of a Human Resources Management System brings together the set of policies, objectives and goals, mission and responsibilities, functions, tasks and the hierarchical and functional relationships, procedures, control and evaluation tools, support for improvement, elements of identification and measurement of management processes and results, etc., that will support Human Resource Management in the company.
This initiative aims to constitute itself as an aid for the company, and especially for the Human Resources Department, by establishing the basic structure, scaffolding or skeleton on which the management of human resources must be supported.
It consists of taking advantage of everything the company has done so far to structure it appropriately, in such a way as to allow future advancement and development of the organization's human resources management.
The GRH 27001 EX: 2003 Standard seeks to establish a baseline or basic pattern on which the management of human resources in the company must be based and, from which, continuous improvement and the subsequent development of the system.
The GRH 27001 EX: 2003 Standard is designed by AUREN in a similar way to other generally accepted management assurance Standards such as ISO 9001, ISO 14001, OSHAS 18001, UNE 16602: 2002 EX, ISO / IEC 17799, SA 8000… with those that keep singular parallels.
Consequently, the GRH 27001 EX: 2003 Standard can be part of the set of standards of an Integrated Management System of the company.
The essential aspects that determine the structure of the GRH 27001 EX: 2003 Standard for the implementation of a Human Resources Management System (HRMS) are represented in figure 1.
Broadly speaking, the content that describes the central aspects of the Human Resource Management Standard GRH 27001 EX: 2003 can be summarized in the following compliance requirements:
1. Politics
The management must define a human resources policy that declares the intentions and principles of the organization in relation to its behavior in the area of human resources management, as a framework for the establishment of its objectives and goals in terms of resource management. humans.
2. Structure and responsibilities
The mission, responsibilities, functions, tasks and hierarchical and functional relationships of the people who manage the HRMS must be defined.
The responsibility of the management, the appointment of a representative of the management for the management system, as well as determining the responsibilities of the staff must be specified.
3. Planning
Objectives and goals of the HRMS must be defined, and HR management programs must be established to achieve these objectives and goals.
In addition, it must be based on a previous initial analysis that allows planning the organization to determine what the organization will need in terms of human resource management.
All applicable legal requirements must also be identified.
4. Implementation
The organization must identify and document all its processes regarding human resource management, taking as a reference the life cycle of the employee in the organization, from recruitment and selection, to termination of the employment relationship, following the requirements of the Standard. GRH
27001 EX: 2003.
5. Control of actions
Actions carried out in the area of human resource management must be controlled effectively, through the establishment of measurements and supervision of results, and the identification of non-conformities and the implementation of timely corrective and preventive actions.
6. System evaluation
The necessary monitoring, measurement, analysis and improvement processes must be put in place to ensure the compliance of the HRMS, and to continuously improve its effectiveness and efficiency.
For this, the organization must periodically carry out internal audits and carry out management reviews.
7. Continual improvement
The effectiveness and efficiency of the HRMS must be continually improved by determining the scope and use of applicable human resource management tools. The HRMS continuous improvement cycle is described in Figure 2.
The phases of implementation of a Human Resources Management System (HRMS) according to the GRH 27001 EX: 2003 Standard are represented in figure 3. The Human Resources Management System standardized through the GRH 27001 EX: 2003 Standard will allow to the company, among other aspects:
- Promote human resource management activities in the company Systematize these activities Improve the cost structure, processes and products of the company through the continuous incorporation or adaptation of the most appropriate human resources to the interests of the company. the management of human resources as a differential factor of competitiveness, with the corresponding gain in image and reputation Helping to plan, organize and control the functions and responsibilities, both directive and operational, in the organizational structure of the company Systematically establish, continuous and safe management of human resources, their improvement and safeguarding and the use of both internal and external opportunities for their improvement in the company. It allows the Certification of the System.The Human Resources Management System based on the GRH 27001 EX: 2003 Standard is certifiable.
Once its implementation is completed and the System Audit has been carried out, and if the result is satisfactory, AUREN will grant the company the Certification, by granting the AUREN Mark for Human Resources Management.
For the maintenance of the certification, the company must submit its Human Resources Management System to Annual Controls by the AUREN Consulting Team, in order to determine if the System continues to function properly while complying with the requirements of the Standard. GRH 27001 EX: 2003.
From AUREN, a whole series of GRH 27000 standards is proposed as a complement to the commented standard, which is composed of the following:
- GRH 27001 EX: 2003
General rules for the implementation of a Human Resources Management System.
- GRH 27002 EX: 2003
Guide for the implementation of a Human Resources Management System (in preparation).
- GRH 27003 EX: 2003
Vocabulary (under development). GRH 27004 EX: 2003 General rules for audits of Human Resources Management Systems (in preparation).
Objectives of the GRH 27001 EX: 2003 standard
Clarification.
It pursues the definition, delimitation and specification of the scope of Human Resources Management competencies within the company.
Simplification.
Like any standardization act, it is essentially an act of simplification of human resources management processes.
Communication.
It tries to establish and improve the channels of information and internal participation in the company
Effectiveness and efficiency.
A. Follow employee onboarding procedures appropriate to your strategy and structure.
B. Incorporate the qualitatively and quantitatively necessary human resources and at the appropriate cost.
C. Develop, maintain, and properly protect your employees.
D. Avoid duplicating tasks and executing useless work in human management.
E. Avoid idleness and oversizing of the template.
F. Comply with legal regulations.
G. Have an adequate human resource management control system to inform and evaluate its effectiveness and efficiency.
H. Establish adequate compensation systems.
Integrability.
It provides a comprehensive vision of the human resources process and as such, contributes excellence in business management.
