The role of human management departments in organizations must still correspond to a commitment of attitude, with the desire to belong and align their objectives of their unit with the corporate ones and thus become a strategic partner of the operation, versatility must be framed in the roles and not in the positions that each person performs and this is how a head of personnel management is part of the corporate group of the organization.
One of the most important questions asked in institutions and professional associations is what is the role of Human Resources in times of crisis in companies? Give an immediate answer is reduction of personnel and who gets the bad comments in Its application to this reactive norm is the area of human resources, but is the problem the people? And why not revalue and proactively determine that the solution is the people, or check if the labor cost really is or will be in another area the problem.
Who else than the engine of change and the know-how is in the people, for this reason universities and the trend of the best human resources practices are aimed at formulating Knowledge Management and Personnel Management programs in modern organizations, which requires executives, shareholders and collaborators to generate a culture of change in their behavior and in this way align internal productivity with a world in constant change and that only the individual with their capacity for analysis and innovation will address it.
Human management in companies must review their actions to listen to the client and offer a portfolio of competent and comprehensive products and services in each of the areas and not fall into the idioms offered by consulting companies that, incidentally, have increased to As a result of flattening processes and as mentioned above, the solution was in the people and that is where the question is asked: If it is the same person who previously worked for a company, why today as a supplier or consultant does he perform?
It is important to direct efforts towards a systemic concept and achieve the development of optimal competencies in the key areas of success, consistent with the organizational and collaborator purposes, in order to establish a progressive win-win and for the parties to understand and review it, if their contribution as investors for both shareholders (money) and collaborators (knowledge-skills-attitudes) offers them the guarantees of a satisfactory ROI.
And finally, to what extent are the leading companies in the world being referenced and what are the best HR practices that they are applying and would they be copied? To this macro question, a macro answer It depends, the truth is evident and demonstrable in each business and you cannot sin of being a protagonist in implementing and generating an expense to the company in a project of new HR applications, if the results are going to be the same or what is not expected by the shareholder.
