Strategic Projection For The Collection Of Human Resources In A Company

Strategic projection for the collection of human resources in a company

The strategic projection for the collection of human resources is the link between human resources in the company and its planning, purposes and purposes. The objective of the same is:

• Advanced flexibility, improvement and excellence and ability to compete.
• Foster a set of appropriate knowledge and customs for the purpose.
• Increase corporate productivity

In order for such planning to be effective, the Human Resources area must have an indispensable role as a participant when the organization’s policies are established and operational, demonstrating through different actions, such as the hiring, training and compensation of theemployees.

This policy includes seeking ways in which the RR. HH achieve a clear effect on the development of an organization. The human resources area has to favor an essential point of view in order to evolve and retain employees to comply with the obligation of the company’s long -term projects.

RR problems. HH can be a difficult difficulty overcome for many companies, there are all kinds of different elements that manage to disrupt business leaders and cause unproductive determinations to slow down the executions for staff and their performance.

Strategic projection for the collection of human resources

It is more likely that companies succeed when all teams strive to achieve the same goals. Carry out an analysis of the workforce and determine the precise actions in order to increase its value for the company, use the effects to increase techniques to approach the staff of the staff.

Strategic Vision of Human Resources in the company

The strategic vision of HR implies finding ways in which human resources can consider a direct impact on the evolution of an organization. The department of RR. HH must be oriented to recruit, develop and retain staff to meet the requirements of the company’s prolonged plans.

To achieve this objective, our efforts to obtain excellence in the performance of reliable and high quality utilities for our employees, passion for training and continuous improvement.

Evaluate human resources competence

The starting point we must give is to evaluate human resources in the company, then collect data in order to separate the basic concepts and strategic deficiencies. Once we achieve this we consider the workforce and establish an expectation for HR to be a commercial partner that will impact the corporate goal.

Evaluating the real capacities of our human resources will allow us to understand the employees that the company has, and how they contribute to meet the goals.

Estimation of future human resources requirements of the company

If we believe it is valuable to evaluate the coming conditions of RR. HH of the company we need a plan. A human resources plan prepares staff to execute our goals and planning. Help prepare current staff and anticipate people who will need to hire in the future. A good estimation plan for the future HR requirements must include rotation and succession, so it can limit interruptions in the business in case there is a change in management or structure. After an analysis of the company’s employees and skills in relation to its objectives, what the company needs in terms of human resources must be forecast.

The forecast must be done in relation to:

• Demand: Make a prediction in relation to the number of employees with the associated skills that will be required that they meet the company’s lacks.
• Supply: Examine employees and skills currently available to help the company reach their strategic goals.

Forecast future human resources conditions also determines the following:

• New jobs and roles necessary to strengthen the growth of the company.
• Skills required by current employees to assume the commitment of new works and roles.
• If employee experience is being used enough.
• If HR staff and management can adapt to company growth.

 

Empowerment

The empowerment of employees is a management strategy that aims to provide employees with the instruments and means necessary to make reliable decisions in the workplace without supervision. Empowerment is a long -term intensive use strategy that implies a considerable time and financial investment by company leaders.

Some of the employee’s empowerment fruits include greater job satisfaction and motivation, lower supervision requirements and increases in innovation constant rotation and creativity

Implement HR management planning

Staff provision is included in the RR Management Planning.H H. To decide how many people we might need to hire. Based on the strategic plan, HR executes hiring development to select and recruit suitable people for the right works. The development of policies to help achieve the goals of the strategic plan is HR’s work.

After the policies are carried out, the department of RR. HH must instruct these policies on safety, benefits, holiday schedules, flexible schedules, etc. Of course, RR managers. HH will work in cooperation with the supervisors and/or leaders of the organization to move forward with these policies. In addition to compensation, health benefits and others are usually competencies of the HR manager.

Regarding talent retention, staff evaluation is a work that HR directors also supervise together with other area managers that provide information from training to evaluation.

About training and development, employees who enter to obtain the essential skills for their work must be assisted. The determination of employee training is essential work in every company, even the projection of the succession must include driving the output of high positions and enlisting current employees to deploy their skills to assume management roles when a manager leaves. Immediately that the analysis and prognosis of the human resources requirements of the organization.

The implementation of the strategic projection for the collection of human resources can be achieved doing the following:

• Recruitment stage: At this point the professionals of the RR area. HH begins to look for applicants who have skills that have been identified throughout the evolution of strategic human resources planning. Recruitment. In this state of the talent development process, the search for candidates that coincide with the skills that the company needs begins. This phase may include publication publication, search for social networks such as LinkedIn of Qualified Potential Employees, and encourage current employees to recommend people who can be appropriate.

How is the recruitment process?

A procedure to recruit is a specific plan of the organization to find new candidates and hire the best talents. The RR area. HH generally executes the recruitment process, with the assistance of managers from other areas.

We say ‘specific from the organization’ because each company operates differently;What works well for a company may not be the best option for ours. The steps of the recruitment process below will give some ideas on how to find and value applicants for the position.

Recruitment process steps

Below: the essential steps you need to create an effective recruitment process and find the appropriate candidates for the organization are detailed.

Recognize the need for hiring

We cannot get what we want unless we know what we are looking for. At the end of this process, we hope to find the ideal employee, so it must begin by determining what implies being ‘ideal’ for this position. This step will have an impact on any other part of the recruitment procedure.

Key issues in recruitment procedure

• How does this role fit in such department?
• What empty or missing skills you need to fill this employee?
• What skills and qualities are essential for this position and which are simply pleasant to have?

As we answer these questions, we may have to see an organization chart of the company. With a single glance, an organization chart can give us an idea of what skills are available with the existing team and decide where this new employee would fit into the hierarchy or not.

If we need to occupy an existing position, we will not only use the description of the work he used when he hired the last employee. We will understand the role as it is currently, since the responsibilities and skills involved have probably changed.

Description of the job

A description of the work is often the first impression of a potential candidate for the company. You should precisely reflect what this employee is needed (skills and responsibilities required for position), but also has to show applicants what they can expect/ receive in return.

A job description should coincide with the company’s culture. The description of your work must include some, if not all, of the following:

• Position and department
• Location
• Hours (full -time, part -time, turn time)
• Summary of the position, including goals, tasks and its relationship with the rest of the company.
• Minimum requirements
• Preferred experience and qualifications
• Description of your company and your mission.
• Salary and benefits.

 

Plan the selection process, at this time interviews and other selection criteria will be carried out. Interview questions such as “What are your salary requirements? ‘And relevant evidence will be used to determine if the candidate is suitable for playing paper.

Once you have connected with a group of qualified candidates, we will conduct interviews and skills assessments to determine the best option for the company. If we have correctly predicted supply and demand, we should not have problems finding the appropriate candidates for the right roles.

Development and execution of the recruitment plan

With a little initial preparation and the description of positions in hand, we are ready for the part of the recruitment process where we will really recruit candidates. We will use job search websites to convince potential candidates requesting the position:

• Work bags, pages like Infojobs, Infoempleo, including Indeed, Monster and more specialized websites
• Social networks, especially LinkedIn
• Work fairs and visits to universities, ultimately resort to Headhunters or temporary personnel companies, if we do not find the ideal candidate on social networks, to do in first filter.
• The creation of a flow diagram of the recruitment process can help us track sources of recruitment, including the process for different schools and platforms, to make sure to look at a diverse group of candidates.

 

The vast majority of recruiters claim that the biggest challenge of hiring is talent scarcity. But before spending too much time and effort trying to find new candidates, let’s keep in mind that the best candidate could already work in our company. Internal recruitment is much more efficient and profitable, it also encourages employees to excel in their current positions in the hope of ascending.

How to make internal recruitment:

For example, HR could send a regular email with new offers and supervisors could suggest professional paths to their team members during individual conversations.

Check spontaneous applicants

Each job offer attracts an average of 250 resumes, and some of these potential employees that begin to register will be more qualified than others, even if we publish an offer of an X position, CV’s will arrive with different capacities or trades. Before dedicating valuable time to interviews, reduce your list of candidates with these steps:

• Let’s compare the candidate’s curriculum vitae and other materials with the description of the work he wrote
• We will look at the time spent in previous roles. Does the history of the candidate demonstrate progress and impulse or a tendency to bounce from one job to another?
• Perform phone exams. Before bringing someone to the office, a fast telephone exam could determine whether to accommodate the availability of the desired candidate and salary. You can also make questions related to the curriculum if a qualified candidate does not mention an essential skill.

However, remember that the recruitment process is not always so formulated. Someone who has related skills and who did not have a similar position before could still surprise us. Allow a margin of maneuver for a wild card: that’s where the interview process enters.

Conduct interviews

So we have reached the most crucial step of the recruitment process. Do not worry as the qualities that we would like to have in a candidate have already established and we have examined the incoming requests.

• Start hiring candidates: the company will make a job offer to the candidate after all the corresponding verifications have been made.
• Decides the final candidates for vacancies and extends offers.
• Incorporation and Training Design: Employee hiring is an essential determining factor to decide whether an employee remains in an organization. A comprehensive incorporation and training package must be activated to increase employee retention. Once you have approached your employees well, another important step to retain them is to keep them committed.

 

After recognizing the company’s personnel failures evaluating their current capacity of human resources and forecasting supply and demand, it is time to start the process of developing and adding talent. Talent development is a crucial part of the Strategic Human Resources Management Process.

Evaluation and corrective actions

HR staff must determine the strategic projection for the collection of ideal personnel for the company, for this they must carry out a schedule and strategic review. This review will monitor the progress made and will also identify what areas must be improved. The review must be measured based on whether the changes are helping the company to achieve their goals.